1TSUI A S. From Homogenization to Pluralism: International Management Research in the Academy and Beyond [J].Academy of Management Journal, 2007, 50 (6): 1353-1 364.
2LAWK S, TSE DK, ZHOU N. Does Human Resource Management Matter in a Transitional Economy? China as An Example[J]. Journal of International Business Studies,2003, 34 (3) : 255-265.
3HOFSTEDE G. Culture' s Consequences: International Differences in Work-Related Values [M]. Beverly Hills: Sage Publications, 1980.
4HOFSTEDE G. Culture and Organizations: Software of the Mind [M]. London: McGraw-Hill, 1991.
5AYCAN Z, KANUNGO R, MENDONCA M, et al. Impact of Culture on Human Resource Management Practices: A 10-Country Comparison [J]. Applied Psychology: An International Review, 2000, 49 (1) :192-221.
6HOFSTEDE G, HOFSTEDE G J, MINKOV M. Cultures and Organizations: Software of the Mind [M]. NY:McGraw-Hill, 2010.
7WILKINSON B. Culture,Institutions and Business in East Asia [J].Organization Studies, 1996, 17 (3):421-447.
8FEY C F, MORGULIS-YAKUSHEV S, PARK H J, et al. Opening the Black Box of the Relationship between HRM Practices and Firm Performance: A Comparison of MNE Subsidiaries in the USA, Finland and Russia[J].Journal of International Business Studies,2009, 40(3) : 690-712.
9SCOTT W R. Institutions and Organizations [M]. Thousand Oaks, CA: Sage, 1995.
10KAROLINY Z, FARKAS F, POOR J. In focus: Hungarian and Central Eastern European Characteristics of Human Resource Management-An International Comparative Survey [J]. Journal for East European Management Studies,2009, 14 (1): 9-47.