Doz, Y., and PrahaladC. K. ( 1991 ). ‘Managing DMNCs: A Search for a New Paradigm.’
Strategic Management Journal, 12 :145 64.
Earley,P.C.( 2002 ). ‘RedeWning Interactions across Cultures and Organizations: Moving
Forward with Cultural Intelligence.’Research in Organizational Behavior, 24 :271 99.
and Gibson,C.( 2002 ).Multinational Teams: A New Perspective. Mahwah, NJ:
Lawrence Erlbaum and Associates.
and Mosakowski,E.( 2004 ). ‘Cultural Intelligence.’Harvard Business Review,
October:139 46.
Egan, M. L., and Bendick, M., Jr. ( 2003 ). ‘Workforce Diversity Initiatives of U.S. Multi
national Corporations in Europe.’Thunderbird International Business Review, 45 :701 27.
Ely, R. J., and Thomas,D.A.( 2001 ). ‘Cultural Diversity at Work: The EVects of Diversity
Perspectives on Work Group Processes and Outcomes.’Administrative Science Quarterly,
46 :229 73.
Engle, A. D., Mendenhall, M. E., Powers, R. L., and Stedham,Y.( 2001 ). ‘Conceptu
alizing the Global Competency Cube: A Transitional Model of Human Resources.’Journal
of European Industrial Training, 25 :346 53.
Evans, P., Pucik, V., and Barsoux, J. L. ( 2002 ).The Global Challenge: Frameworks for
IHRM. New York: McGraw Hill Irwin.
Friday, E., and Friday,S.S.( 2003 ). ‘Managing Diversity Using a Strategic Planned Change
Approach.’Journal of Management Development, 22 :863 80.
Gannon,M.J.( 1994 ).Understanding Global Cultures: Metaphorical Journeys through 17
Countries. Thousand Oaks, Calif.: Sage.
Gerhart, B., and Fang,M.( 2005 ). ‘National Culture and Human Resource Management:
Assumptions and Evidence.’International Journal of Human Resource Management, 16 :
971 86.
GMAC Global Relocation Services, National Foreign Trade Council, and SHRM Global
Forum ( 2003 ).Global Relocation Trends 2002 Survey Report. Warren, NJ: GMAC Global
Relocation Services.
Grimes, D. S., and Richard,O.C.( 2003 ). ‘Could Communication Form Impact Organ
izations’ Experience with Diversity?’Journal of Business Communication, 40 :7 27.
Harris, H., and Brewster,C.( 2003 ). ‘Alternatives to Traditional International Assign
ments.’ In W. Mayrhofer, G. Stahl, and T. Kuhlmann (eds.),Innovative Anstatze im
Internationalen Personalmanagement (Innovating HRM). Munich: Hampp Verlag.
Hofstede,G.( 1980 ).Culture’s Consequences: International DiVerences in Work Related
Values. Beverly Hills, Calif.: Sage.
( 2001 ).Culture’s Consequences, 2 nd edn. Thousand Oaks, Calif.: Sage.
House, R. J., Hanges,P.J.,Javidan, M., Dorfman, P. W., and Gupta,V.( 2004 ).Culture,
Leadership, and Organizations: The GLOBE Study of 62 Societies. Thousand Oaks, Calif.:
Sage.
Huang, X., and Van deVliert,E.( 2003 ). ‘Comparing Work Behaviors across Cultures: A
Cross level Approach Using Multilevel Modeling.’International Journal of Cross cultural
Management, 3 :167 82.
Husted,B.W.( 2003 ). ‘Globalization and Cultural Change in International Business
Research.’Journal of International Management, 9 :427 33.
James, M., and Ward,K.( 2001 ). ‘Leading a Multinational Team of Change Agents at Glaxo
Wellcome (now Glaxo SmithKine).’Journal of Change Management, 2 / 2 :148 59.
transnational firms and cultural diversity 527