Country-of-origin, localization, or dominance effect? An empirical investigation of HRM practices in foreign subsidiaries

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Causes and Effects of Employee Downsizing: A Review and Synthesis (2010, result): “Similar to studies of other HR policies and practices (e.g., Pudelko & Harzing, 2007), these designs will contribute to the convergence versus divergence debate.”
International transfer of vocational education and training: a literature review (2021, background): “Ramasamy and Pilz (2019) also conducted a purely research-led transfer experiment from the competence-based approach of the curriculum for informal sewing skills training.”
Why and how does shared language affect subsidiary knowledge inflows? A social identity perspective (2015, background): “While HRM is considered the most localized of functions, there is evidence for country-of-origin and dominance effects (Edwards & Kuruvilla, 2005; Pudelko & Harzing, 2007).”
Organizational Support and Citizenship Behaviors: A Comparative Cross-Cultural Meta-Analysis (2015, result): “Beyond the current debate contrasting standardization versus localization in HR practices (e.g., Pudelko and Harzing 2007; Khilji 2003), our results inform the extent to which an intensified focus on HR practices—or on other aspects signaling organizational support—is necessary.”