Article Review: Strategic HRM and Leadership Theories

This assignment presents a comprehensive review of four academic articles focusing on critical aspects of leadership and human resource management (HRM). The first article, by Meyer and Xin (2018), examines the integration of strategic management and HRM in emerging economy multinational enterprises (EMNEs), highlighting the importance of talent management in overcoming obstacles in strategy implementation. The second article, by Field and Chan (2018), explores the implications of the boundaryless work-life interface for contemporary knowledge workers and HRM practices. The third article, by Hartmann, Feisel, and Schober (2010), analyzes talent management in Western MNCs operating in China, focusing on balancing global integration with local responsiveness. The fourth article, by Gilson et al. (2015), reviews virtual team research over a decade, identifying key themes and opportunities for future studies. Each article review critically appraises the arguments, methods, and limitations, providing a thorough analysis of the research and its implications. The review covers qualitative research design, data collection methods, and thematic analysis, offering insights into the strengths and weaknesses of each study. The reviews also discuss the limitations of each study, including the lack of in-depth analysis, limited literature reviews, and the absence of graphical data. This assignment provides a valuable resource for students studying leadership, HRM, and organizational behavior.

Article 1: Managing talent in emerging economy multinationals: Integrating strategic
management and human resource management (Total word count: ~375 words)
Meyer, K. E., & Xin, K. R. (2018). The International Journal of Human
Resource Management, 29(11), 1827-1855.
No. Question
1 Critically appraise the argument(s) presented by the author(s).
In this article, Meyer
and Klaus E stress
about the
comprehensive
discourse
between strategic
management and
human resource
management (HRM)
scholarships which
are needed to
advance societal

understanding of
strategy
implementation,
particularly in
Multinational
enterprises (MNEs)
and
Economical
multinational
enterprises (EMNEs).
In the latest studies,
the authors
present to the
readers with the
valid insights on the
strategies and

motivations of
EMNE’s, however
only know to a
limited extent about
how they can prevail
over obstacles in
strategy
implementation in
regard to managing
people in their
recently founded
international
operations. The
author's research
syllabus
conducted in this

paper suggests
learning a both
overseas and home-
based talent
management with
the binary endeavor
of elucidating
contemporary
leadership
practices and the
growing instigation
of future leaders who
can conduct growth
strategies in the
global economy.
In this article, Meyer

and Klaus E stress
about the
comprehensive
discourse
between strategic
management and
human resource
management (HRM)
scholarships which
are needed to
advance societal
understanding of
strategy
implementation,
particularly in
Multinational

enterprises (MNEs)
and
Economical
multinational
enterprises (EMNEs).
In the latest studies,
the authors
present to the
readers with the
valid insights on the
strategies and
motivations of
EMNE’s, however
only know to a
limited extent about
how they can prevail

over obstacles in
strategy
implementation in
regard to managing
people in their
recently founded
international
operations. The
author's research
syllabus
conducted in this
paper suggests
learning a both
overseas and home-
based talent
management with

the binary endeavor
of elucidating
contemporary
leadership
practices and the
growing instigation
of future leaders who
can conduct growth
strategies in the
global economy.
In this article, Meyer
and Klaus E stress
about the
comprehensive
discourse
between strategic

management and
human resource
management (HRM)
scholarships which
are needed to
advance societal
understanding of
strategy
implementation,
particularly in
Multinational
enterprises (MNEs)
and
Economical
multinational
enterprises (EMNEs).

In the latest studies,
the authors
present to the
readers with the
valid insights on the
strategies and
motivations of
EMNE’s, however
only know to a
limited extent about
how they can prevail
over obstacles in
strategy
implementation in
regard to managing
people in their

recently founded
international
operations. The
author's research
syllabus
conducted in this
paper suggests
learning the both
overseas and home-
based talent
management with
the binary endeavor
of elucidating
contemporary
leadership
practices and the

growing instigation
of future leaders who
can conduct growth
strategies in the
global economy.
In this article, Meyer
and Klaus E stress
about the
comprehensive
discourse
between strategic
management and
human resource
management (HRM)
scholarships which
are needed to