1. The Impact of Remote Work Policies on Employee Productivity in Multinational Corporations
    2. The Effect of Diversity, Equity, and Inclusion (DEI) Strategies on Employee Engagement in Multinational Firms
    • Independent Concept: DEI Strategies (variables: Inclusive Hiring Practices, Employee Resource Groups, Pay Equity Policies)
    • Dependent Concept: Employee Engagement (measured using job satisfaction scores, turnover rates, and performance indicators)
    • Relevance: Companies operating globally must embrace diverse talent pools, ensuring equal opportunities and fostering inclusion.
    • Research Method: Primary data (employee engagement surveys, HR reports) and secondary data (corporate diversity reports).
    • Links to related articles: https://doi.org/10.1016/j.tourman.2022.104662;  http://dx.doi.org/10.5267/j.uscm.2024.1.022; https://doi.org/10.1002/csr.3099
    3. The Role of Artificial Intelligence in Talent Acquisition and Recruitment Effectiveness
    • Independent Concept: AI in Talent Acquisition (variables: Resume Screening Automation, Chatbots for Recruitment, AI-Based Candidate Matching)
    • Dependent Concept: Recruitment Effectiveness (measured using time-to-hire, quality of hire, and hiring cost reductions)
    • Relevance: AI is revolutionizing hiring processes, but its impact on recruitment efficiency and fairness requires evaluation.
    • Research Method: Primary data (interviews with HR professionals) and secondary data (AI recruitment analytics, corporate hiring reports).
    • Links to related articles: https://doi.org/10.1108/IJOA-09-2023-3992; https://doi.org/10.70177/jmf.v2i2.1286
    4. The Influence of Performance-Based Compensation on Employee Retention in Global Organizations
    • Independent Concept: Performance-Based Compensation (variables: Bonus Structures, Stock Options, Merit-Based Pay)
    • Dependent Concept: Employee Retention (measured using voluntary turnover rates, job tenure, and employee satisfaction surveys)
    • Relevance: Compensation strategies must balance motivating employees while ensuring financial sustainability for firms.
    • Research Method: Secondary data (compensation reports, HR analytics) and primary data (surveys with employees and HR managers).
    • Links to related articles: https://doi.org/10.62569/iijb.v1i1.6;
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    5. The Effectiveness of Cross-Cultural Training Programs in Improving Employee Adaptability in International Assignments
    • Independent Concept: Cross-Cultural Training (variables: Pre-Departure Orientation, Language Training, Cultural Sensitivity Workshops)
    • Dependent Concept: Employee Adaptability (measured using expatriate adjustment scores, job performance, and assignment success rates)
    • Relevance: Multinational companies face challenges in managing expatriates, requiring effective training for smoother cultural transitions.
    • Research Method: Primary data (expatriate surveys, HR expert interviews) and secondary data (corporate training reports).
    • Links to related articles: https://doi.org/10.1016/0147-1767(96)00001-6;
    6. The Relationship Between Employer Branding and Talent Attraction in Global Markets
    • Independent Concept: Employer Branding (variables: Corporate Reputation, Social Media Presence, Employee Testimonials)
    • Dependent Concept: Talent Attraction (measured using job applications received, candidate quality, and brand perception surveys)
    • Relevance: Attracting top talent is a priority for global firms, and employer branding plays a crucial role in competitive labor markets.
    • Research Method: Primary data (job applicant surveys, HR branding expert interviews) and secondary data (corporate recruitment data).
    • Links to related articles: https://doi.org/10.1108/IJOA-03-2017-1136; https://doi.org/10.1108/17468771111105686; https://doi.org/10.1108/CCIJ-11-2022-0141
    7. The Impact of Workplace Well-Being Programs on Employee Mental Health in International Organizations
    • Independent Concept: Workplace Well-Being Programs (variables: Mental Health Support, Wellness Benefits, Stress Management Initiatives)
    • Dependent Concept: Employee Mental Health (measured using stress levels, absenteeism rates, and employee satisfaction surveys)
    • Relevance: The increasing focus on mental health in the workplace requires an evaluation of well-being programs’ effectiveness.
    • Research Method: Systematic review of studies on workplace well-being interventions and primary data (employee well-being surveys).
    • Links to related articles: https://doi.org/10.1177/0890117119838101c; https://doi.org/10.47992/IJCSBE.2581.6942.0274;
    8. The Effect of Global Talent Mobility on Knowledge Transfer in Multinational Enterprises
    • Independent Concept: Global Talent Mobility (variables: International Assignments, Inter-Country Transfers, Virtual Global Teams)
    • Dependent Concept: Knowledge Transfer (measured using skill development, innovation rates, and collaboration effectiveness)
    • Relevance: As companies expand internationally, effective knowledge-sharing among geographically dispersed teams is essential.
    • Research Method: Meta-analysis of studies on global talent mobility and knowledge transfer.
    • Links to related articles: https://doi.org/10.1108/JKM-09-2017-0399; https://doi.org/10.1016/j.ibusrev.2015.07.008
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    9. The Role of HR Analytics in Workforce Planning and Decision-Making in International Businesses
    10. The Influence of Corporate Social Responsibility (CSR) Policies on Employee Loyalty in Multinational Companies
    • Independent Concept: CSR Policies (variables: Sustainable Business Practices, Ethical Labor Policies, Community Engagement)
    • Dependent Concept: Employee Loyalty (measured using retention rates, job commitment scores, and employee advocacy behavior)
    • Relevance: Employees are increasingly valuing ethical corporate practices, influencing their long-term commitment to organizations.
    • Research Method: Primary data (employee surveys, CSR program effectiveness interviews) and secondary data (corporate CSR reports).
    • Links to related articles: https://doi.org/10.7441/joc.2020.02.09; https://doi.org/10.1016/S2212-5671(15)00034-9; https://doi.org/10.18559/ebr.2013.2.663
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