Institut for Strategi og Globalisering har fem kerne forskningsområder.

Instituttets forskning bevæger sig i krydsfeltet mellem strategisk ledelse og international business med særligt fokus på globaliseringens udfordringer for strategisk ledelse. Forskningen er baseret på den unikke blanding af organisationsøkonomiske ideer og strategisk teori som instituttets forskerne har drevet frem det seneste årti.

 

Læs mere om hvert enkelt forskningsområde i venstremenuen.

 

What is your current field of research? And what makes it interesting?
My current research focuses on strategic human resource management (HRM) in multinational corporations (MNCs). Theoretically speaking, the research is truly multidisciplinary as it is rooted in the cross-roads of strategy, international management and HRM. This field of research is growing, changing and reinventing itself, and has huge practical implications. And that’s what makes it so interesting! 

What do you consider your contribution to the field?
As a researcher, I strive for integration of multiple disciplinary bases and theoretical perspectives, exploitation of multi-level reasoning and more rigorous research design necessary to explain the complex phenomenon of strategic HRM in MNCs.  I believe that it is time for scholars like myself to get out of the comfort zone and pay more attention to the fact that there is no such thing as “average employee”, individuals are diverse, they differ in their reaction, they are driven by the inner-processes such as emotional commitment, individual motivation, cognitive abilities, etc.

How is your field connected to SMG?
My published, forthcoming and “under review” work strongly relates to the core research area of SMG – strategic and international management, including specifically knowledge governance in MNCs, HR’s role in global strategy making and implementation, internationalization of the firms and implications for HRM.

How do you see the future of your research?
In my pipeline, there are some interesting papers on such important for practitioners and theoretically under-researched issues as global leadership, global talent management, workforce diversity and relational demography. Another interesting and new to my research portfolio direction is the application of institutional theory to the understanding of HRM practices in MNCs operating in emerging markets and transitional economies, markets of high economic significance for Danish MNCs.