Диссертация (1145517), страница 70
Текст из файла (страница 70)
52. – N 1. – P. 117–147.480. Peng M.W. An institution-based view of international business strategy: Afocus on emerging economies / M.W. Peng, D.Y.L. Wang, Y. Jiang // Journal ofInternational Business Studies. – 2008. – Vol. 39. – N 5.
– P. 920–936.481. Penrose E. The Theory of the growth of the firm / E. Penrose. – Oxford UK:Oxford University Press, 1995.482. Pepe M.E. The strategic importance of talent management at the Yale NewHaven health system: key factors and challenges of TM implementation / M.E.Pepe // Organization Development Journal. – 2007. – Vol.
25. – N 2. – P. 207211.483. Perry P.M. Holding your top talent / P.M. Perry // Research TechnologyManagement. 2001. – Vol. 44. – N 3. – P. 26.484. Peters T. Leaders as talent fanatics / T. Peters // Leadership Excellence. –2006. – Vol. 23. – N 11. – P. 12–13.485. Peterson M.F. Countries, within-country regions, and multiple-countryregions in international management: A functional, institutional and criticalevent (FICE) perspective / M.F. Peterson, M. Søndergaard // ManagementInternational Review.
– 2014. – Vol. 54. – N 6. – P. 781–800.486. Pfeffer J. The Human Equation. Building profits by putting people first /J. Pfeffer. – Boston, MA: Harvard Business School Press. – 1998.416487. Pfeffer J. Fighting the war for talent is hazardous to your organization'shealth / J. Pfeffer // Organizational Dynamics. – 2001. – Vol. 29. – N 4. – P.248–259.488.
Phillips J.J. Measuring return on investment / J.J. Phillips. – Alexandria,VA: American Society for Training and Development, 1997.489. Phillips J. How to measure training results: A practical guide to tracking thesix key indicators / J. Phillips, R. Stone. – Blacklick, OH, USA: McGraw HillProfessional, 2002.490.
Ployhart R.E. Emergence of the human capital resource: A multilevel model/ R.E. Ployhart, T.P. Moliterno // Academy of Management Review. – 2011. –Vol. 36. – N 1. – P. 127-150.491. Porter M.E. Competitive strategy: techniques for analyzing industries andcompetitors / M.E.
Porter. – N.Y.: Free Press, 1980.492. Potter E. Part 1: changing workforce demographics and managementchallenges / M.E. Porter. – 2005. – [Электронный ресурс]. — Режим доступа:http://mcgraw-hill.co.uk/tpr/chapters/1591395216.pdf, свободный. – Загл. сэкрана.493. Prashantham S. The dynamic influence of social capital on the internationalgrowth of new ventures / S. Prashantham, C. Dhanaraj // Journal of ManagementStudies. – 2010.
– Vol. 47. – N 6. – P. 967–994.494. Prassana S. Succession planning by first generation entrepreneurs in southIndia / S. Prassana, P. Sureshkumar // Life Science Journal. – 2013. – Vol. 10. –N 1. – P. 2793-2800.495. PricewaterhouseCoopers.[ЭлектронныйGlobalресурс].Economy—Watch.Режимhttp://www.pwc.com/gx/en/issues/economy/global-economy-–2016.–доступа:417watch/assets/pdfs/global-economy-watch-january-2016.pdf, свободный.
– Загл.с экрана.496. Puffer S.M. Two decades of Russian business and management research:An institutional theory perspective / S. M. Puffer, D.J. McCarthy// The Academyof Management Perspectives. – 2011. – Vol. 25. – N 2. – P. 21-36.497. Puffer S.M. Entrepreneurship in Russia and China: The impact of formalinstitutional voids / S.M.
Puffer, D.J. McCarthy, M. Boisot // EntrepreneurshipTheory and Practice. – 2010. – Vol. 34. – N 3. – P. 441–467.498. Puffer S.M. The use of favors by emerging market managers: Facilitator orinhibitor of international expansion? / S.M. Puffer, D.J. McCarthy, A.M. Jaeger,D. Dunlap // Asia Pacific Journal of Management. – 2013. – Vol. 30.
– N 2. – P.327–349.499. Quer D. Political risk, cultural distance, and outward foreign directinvestment: Empirical evidence from large Chinese firms / D. Quer, E. Claver,L. Rienda // Asia Pacific Journal of Management. – 2012. – Vol. 29. – N 4. – P.1089–1104.500. Ralston D.A. The impact of national culture and economic ideology onmanagerial work values: A study of the United States, Russia, Japan, and China /D.A. Ralston, D.H.
Holt, R.H. Terpstra, K. Yu // Journal of InternationalBusiness Studies. – 1997. – Vol. 28. – N 1. – P. 177–207.501. Ramamurti R. A multilevel model of privatization in emerging economies /R. Ramamurti // Academy of Management Review. – 2000. – Vol. 25. – N 3. –P. 525–550.502. Ramamurti R.
What is really different about emerging marketmultinationals? / R. Ramamurti // Global Strategy Journal. – 2012. – Vol. 2. – N1. – P. 41–47.418503. Ramasamy B. China’s outward foreign direct investment: Location choiceand firm ownership / B. Ramasamy, M. Yeung, S. Laforet // Journal of WorldBusiness. – 2012. – Vol. 47. – N 1. – P. 17–25.504. Rana G. Talent management: a paradigm shift in Indian public sector /G.
Rana, A.K. Goel, R. Rastogi R. // Strategic HR Review. – 2013. – Vol. 12. –N 4. – P. 197-202.505. Rao T.V. Trends and challenges of developing human capital in India / T.V.Rao, S. Varghese// Human Resource Development International. – 2009. – Vol.12. – N 1. P. 15-34.506. Ready D.A. Making your company a talent factory / D.A. Ready, J.A.Conger // Harvard Business Review. – 2007.
– Vol. 85. – N 6. – P. 68–77.507. Ready D.A. Winning the race for talent in emerging markets / D.A. Ready,L.A. Hill, J.A. Conger // Harvard Business Review. – 2008. – Vol. 86. – N 11. –P. 62-70.508. Ready D.A. Building a Game-Changing Talent Strategy / D.A. Ready,L.A. Hill, R.J. Thomas // Harvard Business Review. – 2014.
– Vol. 92. – N 1-2.– P. 62-68.509. Richman H. Hatching a plan: Developing leadership talent in emergingmarkets / H. Richman, A.W. Wiggenhorn // Leadership in Action. – 2005. – Vol.25. – N 5. – P. 3-7.510. Roberts K. Managing the global workforce: Challenges and strategies /K. Roberts, E.E. Kossek, C. Ozeki // The Academy of Management Executive. –1998. – Vol. 12.
– N 4. – P. 93-106.511. Roberts N. Absorptive Capacity and Information Systems Research:Review, Synthesis, and Directions for Future Research / N. Roberts, P.S.419Galluch, M. Dinger, V. Grover // MIS Quarterly. – 2012. – Vol. 36. – N 2. – P.625-648.512.
Robertson A. Managing Talented People: Getting on with-and Getting theBest from-Your Top Talent / A. Robertson, G. Abbey. – Pearson Education,2003.513. Robinson D. Human capital measurement: an approach that works /D. Robinson // Strategic HR Review. – 2009. – Vol. 8. – N 6. – P. 5-11.514. Rocha F. Inter-firm technological cooperation: effects of absorptivecapacity, firm-size and specialization / F.
Rocha // Economics of Innovation andNew Technology. – 1999. – Vol. 8. – N 3. – P. 253-271.515. Rock A.D. Reconceptualizing developmental relationships / A.D. Rock,T.N. Garavan // Human Resource Development Review. – 2006. – Vol. 5. – N 3.– P. 330-354.516. Rodriguez R. Latino Talent: Effective Strategies to Recruit, Retain andDevelop Hispanic Professionals / R.
Rodriguez. – John Wiley & Sons, 2007.517. Ross A.L. A tool for selecting residential child care workers: an initialreport / A.L. Ross, G. Hoeltke // Child Welfare. – 1985. – Vol. 64. – N 1. – P.46-54.518. Rousseau M.B. Innovation, firm performance, and appropriation: a metaanalysis / M.B. Rousseau, B.D. Mathias, L.T. Madden, T.R.
Crook //International Journal of Innovation Management. – 2016. – Vol. 20. – N 3. – P.29.519. Ruona W.E.A. The making of twenty‐first‐century HR: An analysis of theconvergence of HRM, HRD, and OD / W.E.A. Ruona, S.K. Gibson // HumanResource Management. – 2004. – Vol. 43. – N 1.
– P. 49-66.420520. Russell C. Big data and talent management: Using hard data to make thesoft stuff easy / C. Russell, N. Bennett // Business Horizons. – 2015. – Vol. 58. –N 3. – P. 237-242.521. Sagie A. The transformation in human resource management in Israel / A.Sagie, J. Weisberg// International Journal of Manpower. – 2001.
– Vol. 22. – N3. – P. 226-234.522. Saini D.S. Managing the human resource in Indian SMEs: The role ofindigenous realities / D.S. Saini, P.S. Budhwar // Journal of World Business. –2008. – Vol. – 43. N 4. – P. 417-434.523. Schiemann W.A. From talent management to talent optimization /W.A. Schiemann // Journal of World Business. – 2014. – Vol. 49. – N 2. – P.281-288.524. Schuler R.S. The 5-C framework for managing talent / R.S.
Schuler //Organizational Dynamics. – 2015. – Vol. 44. – N 1. – P. 47–56.525. Schuler R.S. Determinants of Human Resource Management Priorities andImplications for Industrial Relations / R.S. Schuler, S.E. Jackson // Journal ofManagement. – 1989. – Vol. 15. – N 1. – P. 89–99.526. Schuler R.S. Global talent management and global talent challenges:Strategic opportunities for IHRM / R.S. Schuler, S.E. Jackson, I. Tarique //Journal of World Business. – 2011. – Vol.
46. – N 4. – P. 506-516.527. SchutteN. The reciprocalrelationship between humanresourcemanagement professionalism and a diverse South African workplace context / N.Schutte, N. Barkhuizen // Journal of Applied Business Research. – 2016. – Vol.32. – N 2. – P. 493-506.421528. Schweitzer L. The market within: A marketing approach to creating anddeveloping high-value employment relationships / L. Schweitzer, S. Lyons //Business Horizons. – 2008.
– Vol. 51. – N 6. – P. 555-565.529. Schweyer A. Talent management systems: Best practices in technologysolutions for recruitment, retention and workforce planning / A. Schweyer. –Hoboken, NJ: John Wiley & Sons, 2010.530. Scott W.R. Institutions and organizations / W.R. Scott. – Thousand Oaks,CA: Sage, 1995.531. Scullion H. The management of expatriates: Messages from Europe? /H. Scullion, C. Brewster // Journal of World Business. – 2001.
– Vol. 36. – N 4.– P. 346-366.532. Scullion H. Global talent management / H. Scullion, D.G. Collings. –Routledge, 2010.533. Scullion H. In search of the changing role of the corporate human resourcefunction in the international firm / H. Scullion, K. Starkey // International Journalof Human Resource Management. – 2000. – Vol. 11. – N 6. – P. 1061-1081.534. Scullion H. International human resource management in the 21st century:emerging themes and contemporary debates / H. Scullion, D.G. Collings,P. Gunnigle // Human Resource Management Journal.