Management and International Review

Wales (UK) Karl-Klaus Pullig University of Paderborn (Germany) Max RingI- steuer Catholic University ofEichstätt (Germany) Ewald Scherm University of Hagen (Germany) Stefan Schmid Catholic University of Eichstätt (Germany) Karl-Heinz Schmidt University of Paderborn (Germany) Ursula Schneider University of Graz (Austria) and Joachim Wolf University of Hohenheim (Ger- many). For support in the organization of the review process the editors thank Christopher Gramley. The outcome of the review process was that 13 papers were selected for pub- lication in two special isslIes which both address the field of international human resource management. There were many other very well-written and high quality papers but due to space limitations the editors could not include more contribu- tions. For those interested in the other papers of the IHRM-conference we recom; mend the conference proceedings which are available from the University of Paderborn (E-mail: Testing@notes.uni-paderborn.de). The selected papers can be related to three broad IHRM-approaches which are described below: - Cross-cultural management approach: early work in this field (especially in Anglo-Saxon cOllntries) emphasized a cross-cultural management approach which examines human behavior within organizations from an international perspective. - Comparative HRM: A second approach developed from the comparative indus- trial relations and HRM literature seeks to describe compare and analyse HRM systems in various countries. - HRM in mulfinationalJirms: A third approach seeks to focus on aspects ofHRM in multinational firms especially expatriate management and HR in subsidiaries.