The emergence of the pluralism construct and the inpatriation process

The concept of centric (i.e. ethnocentric, polycentric, regiocentric and ge ocentric) orientations, applied to strategic international human resource m anagement (SIHRM), has been argued to reflect the corporate top management dominant logic of managing and staffing multinational subsidiaries in hiera rchical multinational corporations (MNCs). In this paper, we introduce a ne w, complementary concept of pluralistic strategic global human resource man agement (SGHRM) orientation for network-oriented global organizations. More over, we develop an integrative framework for SIHRM/ SGHRM orientations, wh ich accommodates both centric and pluralistic perspectives. The dimensions used in the framework development include: 1) nature of the headquarters-su bsidiary exchange (transactional/relational); and 2) the differentiation of dominant relational norms governing co-operation in the multinational netw ork (obligatory/ consensual). By focusing on the interaction between formal and informal contractual and normative dimensions, we derive four distinct SIHRM/SGHRM orientations (exportive, adaptive, integrative and pluralistic ). This conceptual framework offers insights into how the innovative global staffing practice of inpatriation may foster the emergence of the unique o utcomes of social capital, trust, commitment and legitimacy in global netwo rks.