PurposeudThis paper aims to conceptualise a framework of “transnational human resource management” (HRM) and to demonstrate the validity of the model.ududDesign/methodology/approachudEvidence is drawn from survey of 93 large Japanese multinational companies (MNCs). Data are analysed through descriptive statistics, hierarchical multiple regression analyses and mediation effect analyses.ududFindingsudThe analysis reveals that the practices for normative and systems integration are associated with increasing levels of social capital and geocentric staffing, respectively, and the social capital and geocentric staffing fully mediate the relationship between normative and systems integration and transnationality.ududOriginality/valueudThe research extends the integration theory in international HRM and demonstrates the validity of our framework for transnational HRM. The authors also shed light on the reality of the integration aspects of international HRM in Japanese MNCs.
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机译：目的 ud本文旨在概念化“跨国人力资源管理”（HRM）的框架并证明该模型的有效性。 ud ud设计/方法/方法/ ud证据来自对93家日本大型跨国公司（MNCs）的调查得出）。通过描述性统计，分层多元回归分析和中介效果分析对数据进行分析。 ud udFindings ud分析表明，规范和系统集成的实践分别与社会资本和地心人员的配置水平以及社会资本的增长相关 ud ud原创性/价值 ud这项研究扩展了国际人力资源管理中的整合理论，并证明了我们的跨国人力资源管理框架的有效性。作者还阐明了日本跨国公司中国际人力资源管理整合方面的现实情况。
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