D. Minbaeva - Academia.edu (original) (raw)
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CSIC (Consejo Superior de Investigaciones Científicas-Spanish National Research Council)
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Papers by D. Minbaeva
The paper aims at investigating how in pluralistic societies, such as emerging economies and coun... more The paper aims at investigating how in pluralistic societies, such as emerging economies and countries in transition, organizational decision-makers respond to pressures of community logics in non-community settings, such as the work place. We theorize that in non-community settings, social relations and interactions with community members can act as social cues that induce and expose individuals to community logics. We subsequently propose that properties of these relations – immediacy and relatedness - will affect individual response strategies towards community logics. We test these ideas with an experimental vignette study of the effects of clan and kinship ties on recruitment and selection decisions in Kazakhstan, followed by qualitative interviews.
Management International Review, 2013
Journal of International Business Studies, 2014
Based on a sample of 169 subsidiaries of multinational corporations (MNCs) operating in the USA, ... more Based on a sample of 169 subsidiaries of multinational corporations (MNCs) operating in the USA, Russia, and Finland, this paper investigates the relationship between MNC subsidiary human resource management (HRM) practices, absorptive capacity, and knowledge transfer. First, we examine the relationship between the application of specific HRM practices and the level of the absorptive capacity. Second, we suggest that absorptive capacity should be conceptualized as being comprised of both employees' ability and motivation. Further, results indicate that both ability and motivation (absorptive capacity) are needed to facilitate the transfer of knowledge from other parts of the MNC.
The International Journal of Human Resource Management, 2011
Our intention is to explore and describe the nature and the role of social integration mechanisms... more Our intention is to explore and describe the nature and the role of social integration mechanisms that moderate relationships between cultural distance and social integration. We followed one company, currently named KazOil, over 10 years and during two consecutive acquisitions by very different MNCs (Hurricane and CNPC) from two different national cultures (Canada and China, respectively). We found differences in the levels of post-acquisition social integration of the two acquisitions. Surprisingly, a more culturally distant MNC from a national culture perspective was more successful in achieving post-acquisition social integration than a culturally close one. We ascribe this to the fact that although both acquirers made extensive use of both formal and informal social integration mechanisms, they favored different types. We also specify other contextual variables which may explain the above findings.
Human Resource Management, 2009
Management International Review
The objectives of this paper are: (1) to present and develop clanism as an indigenous management ... more The objectives of this paper are: (1) to present and develop clanism as an indigenous management concept in Central Asia, and (2) to analyze the effect of clanism on a specific management function—human resource management (HRM)—in the concrete context of Kazakhstan. This exploratory study employs a qualitative research. The data indicate that the degree to which clanism affects HRM practices depends, to a great extent, on the type of company. Clanism's effect is strong in state-owned companies and moderate in privately held companies, while it is weak in the subsidiaries of multinational companies. Furthermore, the influx of western MNCs has influenced Kazakhstani HRM in general and lessened the influence of clanism on HRM. However, some characteristics of the local labor market may strengthen the effect of clanism on HRM practices. The paper proposes a definition of clanism; discusses the reasons for clanism's existence; investigates how clanism differs from other indigeno...
The paper aims at investigating how in pluralistic societies, such as emerging economies and coun... more The paper aims at investigating how in pluralistic societies, such as emerging economies and countries in transition, organizational decision-makers respond to pressures of community logics in non-community settings, such as the work place. We theorize that in non-community settings, social relations and interactions with community members can act as social cues that induce and expose individuals to community logics. We subsequently propose that properties of these relations – immediacy and relatedness - will affect individual response strategies towards community logics. We test these ideas with an experimental vignette study of the effects of clan and kinship ties on recruitment and selection decisions in Kazakhstan, followed by qualitative interviews.
Management International Review, 2013
Journal of International Business Studies, 2014
Based on a sample of 169 subsidiaries of multinational corporations (MNCs) operating in the USA, ... more Based on a sample of 169 subsidiaries of multinational corporations (MNCs) operating in the USA, Russia, and Finland, this paper investigates the relationship between MNC subsidiary human resource management (HRM) practices, absorptive capacity, and knowledge transfer. First, we examine the relationship between the application of specific HRM practices and the level of the absorptive capacity. Second, we suggest that absorptive capacity should be conceptualized as being comprised of both employees' ability and motivation. Further, results indicate that both ability and motivation (absorptive capacity) are needed to facilitate the transfer of knowledge from other parts of the MNC.
The International Journal of Human Resource Management, 2011
Our intention is to explore and describe the nature and the role of social integration mechanisms... more Our intention is to explore and describe the nature and the role of social integration mechanisms that moderate relationships between cultural distance and social integration. We followed one company, currently named KazOil, over 10 years and during two consecutive acquisitions by very different MNCs (Hurricane and CNPC) from two different national cultures (Canada and China, respectively). We found differences in the levels of post-acquisition social integration of the two acquisitions. Surprisingly, a more culturally distant MNC from a national culture perspective was more successful in achieving post-acquisition social integration than a culturally close one. We ascribe this to the fact that although both acquirers made extensive use of both formal and informal social integration mechanisms, they favored different types. We also specify other contextual variables which may explain the above findings.
Human Resource Management, 2009
Management International Review
The objectives of this paper are: (1) to present and develop clanism as an indigenous management ... more The objectives of this paper are: (1) to present and develop clanism as an indigenous management concept in Central Asia, and (2) to analyze the effect of clanism on a specific management function—human resource management (HRM)—in the concrete context of Kazakhstan. This exploratory study employs a qualitative research. The data indicate that the degree to which clanism affects HRM practices depends, to a great extent, on the type of company. Clanism's effect is strong in state-owned companies and moderate in privately held companies, while it is weak in the subsidiaries of multinational companies. Furthermore, the influx of western MNCs has influenced Kazakhstani HRM in general and lessened the influence of clanism on HRM. However, some characteristics of the local labor market may strengthen the effect of clanism on HRM practices. The paper proposes a definition of clanism; discusses the reasons for clanism's existence; investigates how clanism differs from other indigeno...