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Multiculturals as strategic human capital resources in multinational enterprises | SpringerLink
Source: link.springer.com
Article summary:
1. Multiculturals are assumed to contribute to MNE performance, leading to global competitive advantages.
2. Five emergence-enabling factors enable the transformation of multiculturals’ KSAOs into strategic human capital resources: a global mindset, a differentiated HR architecture, language policy and practices, team diversity, and multicultural team leadership.
3. These factors are relevant for both competitive advantage and performance parity.
Article analysis:
The article is generally trustworthy and reliable in its presentation of the research findings. The authors provide detailed information about their research methodology, including an in-depth ethnographic study over two years in two MNEs. The authors also provide evidence for their claims by citing previous studies on the topic. Furthermore, they present both sides of the argument equally by noting that while multiculturals are widely assumed to contribute to MNE performance leading to global competitive advantages, what matters is not the employment of multiculturals per se but rather the MNE’s ability to transform multiculturals’ KSAOs into strategic human capital resources by creating complementarities between KSAOs and emergence-enabling factors.
The article does not appear to have any biases or one-sided reporting as it presents both sides of the argument equally and provides evidence for its claims from previous studies on the topic. There are no unsupported claims or missing points of consideration as all claims made in the article are supported with evidence from previous studies on the topic. Additionally, there is no promotional content or partiality as all arguments presented in the article are based on evidence from previous studies on the topic. Finally, possible risks associated with employing multiculturals are noted throughout the article as well as potential strategies for mitigating these risks such as creating a global mindset and differentiated HR architecture.