Knowledge Management Systems in Multinational Corporations: Typology and Transitional Dynamics

Knowledge Management Systems (KMSs) are becoming part of the agenda in many of today's leading firms. Through in-depth case studies of seven multinational companies (MNCs), examined over a period of four years, we identify four distinctive types of KMS - Fragmented, Content-based, Process-based and Capability-based - and their characteristics. These characteristics include both the structure, dimension and flow of the knowledge itself, and the staffing, training and reward systems in place to support the KMS. Relevant organisational factors influencing KMS design and implementation include the level of resource commitment by the headquarters, the structure of the firm, and the distribution of roles between headquarters and subsidiaries. Key external influences include the degree of environmental change and pressures to follow industry norms in technology investment. Our empirical evidence suggests that while some MNCs adopt the same type of KMS for relatively long periods of time, others transit between different KMS types. Moreover, transitions between types may follow either an increased resource commitment and augmented KMS sophistication, or a decreased resource commitment and reduced KMS complexity. Insights from the strategy-structure-process and change management literatures are utilised to examine these transitions between KMS types. Key lessons for MNC managers are provided in relation to both the initial adoption of a KMS and the handling of transitions between different systems.     

Research into work stress in Italy: A review

This paper reviews the development of stress research in Italy from the late 1960s onwards. It focuses on 1975 as the year when the first real studies on work stress were published, and interest was kindled in the psychological factors which affect physical health and in the physiological correlates of work stress. Much important work in these aspects of occupational health was started at this time at the Clinic of Work in Milan and at the University of Perugia. By the 1980s, Italian psychologists were also showing considerable interest in work stress, and the more psychological literature had begun to exceed that of a medical and physiological orientation. Despite this progress, stress research in Italy is still in its infancy, and the recognition of stress as an issue for management and trade unions is weak.     

Devaluation expectations and the unit root hypothesis: The Italian Lira in the European monetary system

Summary In several studies the unit root hypothesis of EMS exchange rates is analysed within the context of devaluation expectations estimation. By means of bootstrap inference it is shown that these procedures are not compatible with standard Dickey-Fuller significance levels and may lead to a wrong rejection of the null hypothesis. In the case of the Italian Lira/Deutsche Mark exchange rate, the hypothesis of a unit root is not rejected and expectations can be modelled by means of a reflected Brownian motion. The estimated devaluation expectations are related with some macro variables which provide evidence for the structure of expectations. This research has been partially supported with 40% and 60% MURST grants. The author wishes to thank the Bank of Italy for the exchange rates and the interest rates data and Ulf S?derstr?m for providing macroeconomic indicators. Useful suggestions from Riccardo Cesari, Michele Costa and two anonymous referees are gratefully acknowledged.     

Exploring theoretical frameworks for the analysis of fertility fluctuations

Analysis of scientific debate on the determinants of procreational choice leads the author to identify four main decisional logics: primary adaptation, economic rationality, norm internalization and identity reinforcement. Revisiting the classics supports the hypothesis of a bipolarity of strategical principles governing fluctuating reproductive behaviour. In particular, dialectics between the two endogenous strategies — economic rationality and identity rationality — suggests the use of the Volterra-Kostitsin predator-prey model as a metaphor to account for fertility waves.     

Managing the new global workforce:: Fostering diversity, forging consistency

As a result of rapid foreign investment, many multinational firms now have workforces that are spread across continents and countries, and that include an increasingly complex blend of cultures and nationalities. Their challenge is to capture the benefits of a diverse workforce while also forging necessary consistency around the world. This article explores the concepts of diversity and consistency as they apply to multinational firms, and draws on examples from several leading multinationals to suggest how firms can better manage their global workforces.     

Look What's Back! Institutional Complexity,Reversibility and the Knotting of Logics

Through a comparative historical study of community pharmacy in the UK, Italy, Sweden and the USA, the authors examine what happens to institutional arrangements designed to resolve ongoing conflicts between institutional logics over extended periods of time. It is found that institutional arrangements can reflect the heterogeneity of multiple logics without resulting in hybridization or dominance. Because logics remain active, similar conflicts can reappear multiple times. It is found that the durability of the configurations of competing logics reflects the characteristics of the polities in which fields are embedded. The dominance of any societal institutional order leads to more stable field‐level arrangements. The authors suggest that the metaphor of institutional knots and the related image of institutional knotting are useful to capture aspects of this dynamic and to foreground the discursive and material work that allows multiple logics to coexist in local arrangements with variable durability.