Marion Festing

ESCP Business School | ESCP

Organizations are increasingly introducing new work arrangements triggered by fast-paced knowledge acquisition, exponential technological growth, and demographic changes. Even though many studies have provided an in-depth understanding of how technology changed individual forms of modern work (e.g. virtual teams, shared leadership, remote work), th...

Cultural intelligence (CQ) is a crucial asset for employees working in a global context. However, CQ development research has produced inconclusive results, which is why researchers have emphasized the importance of applying theory-based arguments to explain why and how CQ can be improved. This article takes the perspective of experiential learning...

Serious games (SGs) represent promising digital learning tools. However, SG design frameworks frequently lack a comprehensive integration of pedagogical considerations, which might explain the observed variance in SG effectiveness. To address this research gap, we use a design science research approach to develop a mid-range design theory that tran...

This case not only provides important information about the German business context and human resources management (HRM) in Germany but also addresses the important challenges facing companies responding to the structural changes in an increasingly dynamic and complex economic environment, with a specific focus on talent development. Highlighting t...

The eighth edition of this market-leading text explores the core issues in international human resource management from a practical and academic perspective. Written by a team of internationally recognised experts, International Human Resource Management covers the latest developments and research in the field and provides a valuable insight into c...

While positive psychological capital (PsyCap) is a significant antecedent of favorable work outcomes, it is unclear whether this is true for global employees during an exogenous shock. Applying conservation of resources theory, we found that, under conditions of crisis-induced role novelty, global employees leveraged PsyCap to follow a resource-gai...

The highly unpredictable, complex, and dynamic business environment forces companies to innovate constantly. One organizational response to coping with environmental pressures is organizational ambidexterity, i.e. the ability to pursue simultaneously the exploitation of existing capabilities and the exploration of new opportunities. It has an impac...

Global talent management is a key success factor for multinational corporations, as investments made to attract and retain talent are enormous. However, the link between talent management practices and retention is under-researched. In this paper, we fill this research gap by proposing a conceptual framework linking global talent management practic...

Troubled by increasing uncertainty in the business environment, many organizations have a strong need to become agile. There are indications that agility-oriented characteristics of employees, often referred to as “workforce agility,” play a key role in this regard. This paper systematically reviews the academic literature on employee agility, with...

The ongoing COVID-19 pandemic and associated workplace restrictions have severe consequences for the world’s workforce. Under such difficult circumstances, global employees’ capacity to leverage personal resources for goal attainment is critical. Applying the resource investment principle of conservation of resources theory, we propose a moderated-...

Based on an analysis of CSR/sustainability reports published by Russian companies, we analyse the determinants of socially responsible human resource management (SRHRM) disclosure in Russia. By considering the historical development and contextual specifics of the country, we concentrate on the path dependence perspective. The results of our study...

Although a sizeable body of academic literature has attempted to explain the role of national business systems in the context of human resource management (HRM), there is still little research on the extent to which institutional features explain patterns of HRM in the emerging economy of Dubai. Different institutional settings tend to generate the...

Clusters have emerged as an industrial organisational form recognised as having a superior ability than that of single firms operating in isolation to foster national economic development and growth. However, there is little agreement about the way to define clusters or consensus regarding the determinants of clusters and cluster formation. Previou...

This paper aims at contributing to the talent management (TM) and organisation research fields by investigating the mechanisms of elite construction through an exclusive TM programme in a multinational company (MNC). We conducted an exploratory single‐case study in an MNC operating in more than 15 countries, by interviewing HR managers as represent...

Clusters have emerged as a widespread and prevalent concept used extensively in discussions about the role of industrial advancement in regional development, economic growth and globalisation (e.g., Organisation for Economic Cooperation and Development (OECD) 1999, 2001, 2005, 2007). The interest in clusters is often linked to the many promises con...

The explicit consideration of Research Paradigms in International Human Resource Management, the title of this Special Issue, helps us in analysing and systematising the field to show how research in international human resource management is typically conducted, what preferred perspectives prevail and which approaches have been rather neglected so...

Big Data, als Antriebskraft der fortschreitenden Digitalisierung, nimmt unmittelbaren Einfluss auf die Art und Weise des Recruitings. Mithilfe vorhandener Datensätze sowie der Nutzung von prädiktiver Analytik zur Datenverarbeitung und Entscheidungsunterstützung entstehen neue Möglichkeiten, spezielle Talentmärkte und Trends schnellstmöglich zu iden...

Today's business environment is becoming increasingly dynamic, and the concept of agility is gaining attention in the corporate world and in academia. The objective of our research is to explain how talent management (TM) can shape talents as key human resources, according to company‐specific agility needs, and thus contribute to gaining competitiv...

Family businesses dominate the corporate world but there is much we don’t know about them. Managing non-family talent is one under-researched area which we explore here, using a context-specific analysis on multiple levels, including qualitative data from interviews with family business owners and non-family talents in strategic family business pos...

In this paper we investigate the under-researched topic of the use of executive share-based compensation in Poland, and we analyse empirically whether theoretical explanations developed and applied mainly in the context of developed countries also hold in this specific context. Building on agency and institutional theories we study the determinants...

This chapter discusses the specifics of reward systems in European transition states. Sometimes referred to as ‘post-communist’ states, these countries share, with a few exceptions, the common history of centrally planned economies and particular social welfare systems, the echoes of which can be still observed in current organisational practices....

The degree to which multinational enterprises (MNEs) standardize their global management practices results from the interplay between pressures on local adaptation and global alignment. Based on data from reward managers of foreign subsidiaries operating mainly in Europe, the present study examines MNEs’ global reward management and influencing fac...

Innovationen, Flexibilität und Schnelligkeit, sprich Agilität, sind heutzutage in einem dynamischen, kompetitiven Umfeld Voraussetzungen für langfristigen Erfolg. Die wichtigsten Einflussfaktoren für organisationale Agilität sind allerdings nicht die neuesten Technologien, sondern es sind die Menschen, die für das Unternehmen tätig sind. Das richtig...

This article describes the particularities of young talent management (TM) in Russia and explains them through a context-specific analysis. It adopts a multilevel perspective that acknowledges the relevance of context at three levels: the macro environment, the organizational, and the individual. Data were gathered through 46 interviews with HR man...

This article describes the particularities of young talent management (TM) in Russia and explains them through a context-specific analysis. It adopts a multilevel perspective that acknowledges the relevance of context at three levels: The macro environment, the organizational, and the individual. Data were gathered through 46 interviews with HR man...

Although a sizeable body of academic literature has attempted to explain the role of national business systems in the context of human resource management (HRM), there is still little research on the extent to which institutional features explain patterns of HRM in the emerging economy of Dubai. Different institutional settings tend to generate the...

This chapter provides an overview of the relevant factors influencing global reward management and their impact on the complex balance between the global standardisation and localisation of reward practices across headquarters and subsidiaries of multinational enterprises. It summarises major insights and theoretical explanations about the influenc...

Despite the economic importance of small- and medium-sized enterprises (SME's), talent management in this context is under-researched. The liability of smallness and scarce resources as typical features of SMEs require a specific definition and approach to talent management in this sector. The limited knowledge about talent management in SMEs indic...

This paper seeks to explore the increasingly dominant role of International Human Resource Management (IHRM) policies and practices of Multinational Enterprises (MNEs) operating in the emerging economies of the Arab Gulf States and, more specifically, in the United Arab Emirates (UAE).The existing literature on institutions suggest that MNEs are un...

In today's globalized world, career paths are becoming increasingly international, and so managers need respective cross-cultural strengths in order to act effectively in various cultural environments. Even though education—especially business education—is progressively becoming more international to meet these organizational demands, little is kno...

Based on a case study of industrial welfare programs in the Krupp Crucible Steel Factory in the 19th century under the direction of the prominent German industrialist Alfred Krupp, we investigate how the founder-centered narrative is used to support the continuity of CSR practices of today’s ThyssenKrupp AG. By analyzing the facts and motives behin...

In today's globalized world, the demands of organizations on future managers have changed, as they need the skills and competences to act efficiently in various cultural environments. Even though education, and in particular business education, is becoming more and more internationalized to meet these needs, little is known about whether and how in...

In today’s globalized world, the demands of organizations on future managers have changed, as they need the skills and competences to act efficiently in various cultural environments. Even though education, and in particular business education, is becoming more and more internationalized to meet these needs, little is known about whether and how in...

In this paper we present the results of an explorative study of socially responsible compensation practices based on the social responsibility and sustainability reports of German publicly traded corporations. Building on a qualitative data analysis we propose a framework of the respective practices which incorporates dimensions such as fairness, w...

This conceptual review of global performance management (GPM) focuses on how individual performance results are aggregated in multinational enterprises. The authors propose a four-level vertical framework of the uses, metrics, systems and processes at the (1) individual, (2) local-regional, (3) strategic business unit and (4) global (corporate) lev...

In this chapter, we advocate for considering expatriate compensation packages from a more encompassing total reward perspective. We feel this enriches both our analysis and related practices concerning the rewards of international assignees. Total reward “embraces everything that employees value in the employment relationship” (O’Neal, 1998). It in...

This symposium is dedicated to finding and developing new ways to open organizations for the inclusion of diverse employees, by directing attention to the role of human resource management (HRM). Despite the large body of diversity literature, HRM’s part in the interplay between diversity policies, employees’ perceptions, and policy outcomes remain...

Based on a media content analysis of the coverage of the "Minder Initiative" in Switzerland and the discussion related to golden parachutes for senior managers of public corporations in Russia and Germany, we analyse the differences in reactions to and perceptions of the above phenomena in both countries. Our results show that although the public d...

This article analyzes variations in the international human resource management (IHRM) approaches of Russian multinational enterprises (MNEs) in the contexts of developed and developing countries. The data were gathered through interviews conducted at the headquarters of Russian MNEs and at their subsidiaries in developed and developing countries....

This paper contributes to our knowledge on talent management (TM) by conceptually and empirically investigating the peculiarities of TM and gender inclusion in talent development in the German context, as well as by analyzing whether TM is an inclusive HRM practice with respect to gender. Thus, we add an interdisciplinary perspective to the study o...

This study investigates gender-specific preferences in one important human resource management (HRM) practice—namely, global performance management (GPM). GPM has major consequences for the career advancement of women and can therefore also represent a barrier if it is rooted in traditional male corporate cultures. As prior research suggests that t...

The vast majority of the literature on performance management (PM) chooses a contextual perspective, focusing on the cross-country comparison of single elements of the PM system. Simultaneously, a conceptual basis and an encompassing comprehension of country-specific peculiarities are lacking. Based on a suggested conceptualization of the elements...

Purpose – Global performance management (GPM) systems are a central element of measuring the efficacy of an increasingly complex array of global mobility activities – an element that has developed rapidly in the last ten years or so. This conceptual review of GPM consists of four major sections. First, three approaches to international human resour...

Proceedings of SGBED (Society for Global Business & Economic Development) Second Research Symposium, Business Clusters: A Source of Innovation & Knowledge for Competitive Advantage, The University of Wollongong in Dubai, Dubai, January 12-14, 2009.

This article presents the results of an embedded case study of compensation practices in the subsidiaries of a multinational corporation (MNC) in the Czech Republic, Poland and Hungary. We explore the path dependence of compensation systems in Central and Eastern European (CEE) countries prior to transformation and after the fall of state-socialist...

When implementing performance management (PM) on a global level, MNEs face the challenge of balancing global standardization and local adaptation. Many MNEs favor standardization, since it promises similar worldwide approaches and smoother cooperation. As an orientation for standardization efforts, the literature provides so-called ‘best practices’...

This study seeks to make a contribution to our conceptual and empirical understanding into the nature of talent management (TM) in German small and medium-sized enterprises (SMEs), an under-researched area in the field. The approach of this investigation recognizes that TM may vary significantly between different types of companies and national con...

In this conceptual paper, we adopt a social-exchange theory perspective to explain the impact of talent management (TM) on the psychological contract and its outcomes. This relationship is supposedly moderated by generational effects and associated differences in work-related values and preferences. Thus, often-neglected individual-level variables...