MNEs’ Subsidiary HRM Practices and Firm Innovative Performance: A Tacit Knowledge Approach

Round  1

Reviewer 1 Report

Some aspects about the article ,,MNEs Subsidiary HRM Practices and Firm 3 Innovative Performance: A Tacit Knowledge 4 Dominated Approach„:

I do not consider it right to use the word "scholars". This mode of expression is too general in the context of referring to two bibliographic positions. "Scholars like ..." is a more appropriate expression.

In this case, the names of the authors are used directly. This is available for all text.

The Introduction, like it is, is too long. Authors should delineate the Introduction from the Literature Review. Both must be developed.

Row 65: The authors must clearly mention the name of the author quoted (source 29).

Figures / Tables must have the source mentioned. Even if it is the result of data processing by the authors, this must be specified, including the source of the data underlying the calculations.

The methodology should be developed with detailed explanation of the methods and tools used.

Author Response

Please, see the attached document for your perusal.

Thank you.

Author Response File: Author Response.doc

Reviewer 2 Report

Dear Authors,

Thanks for the opportunity to review the manuscript titled: “MNEs Subsidiary HRM Practices and Firm  Innovative Performance: A Tacit Knowledge  Dominated Approach". The manuscript addresses an interesting issues and it is generally well written.  In my opinion, the work will be of general interest to the field of innovative performance of sustainable organizations and suitable for Sustainability.

Some minor changes  have been suggested bellow.

1.      Line 152 the sentence: Polanyi [29] distinguishes knowledge into two categories, namely; 152 tacit and explicit knowledge respectively. Is identical as the sentence in line 253. I suggest rephrase this sentence in order to avoid repetition.

2.      There is no explanation why only 4 HR practices has been chosen to be measured. In the referred source (Delery, J. E.; Doty, D. H., Modes of Theorizing in Strategic Human Resource Management: 759 Tests of Universalistic, Contingency, and Configurational Performance Predictions. Academy 760 of Management Journal 1996, 39, (4), 802-835.) there are 7 dimensions of HR practices, yet in your study you only has chosen 4. Kindly provide an explanation why particularly these 4 dimensions are representative.

3.      Control variables: these variables should be selected because of its potential impact on the results (in this case on firm’s innovative performance), kindly provide an explanation or citation supporting the claim that those variables are necessary. The rationale or evidence needs to be  present to support that those variables might affect the overall results. Kindly refer to the recommendation from Thomas E. Becker, (2005), Potential Problems in the Statistical Control of Variables in Organizational Research: A Qualitative Analysis with Recommendations, Organizational Research Methods;  Jul 2005; 8, 3, p. 274-289.

Author Response

Please, see the attached document for your perusal.

Thank you.

Author Response File: Author Response.doc

Round  2

Reviewer 1 Report

The authors made changes to the first version of the article. I think it is necessary for the authors to go through the text once more,

in order to correct any mistakes of expression and text formatting.

Author Response

Please, we have read through the document again for corrections.

Thanks very much.