BRIDGING METHODOLOGIES: A CRITICAL EXAMINATION OF RESEARCH APPROACHES IN INTERNATIONAL HUMAN RESOURCE MANAGEMENT

This study critically analyzes the research methodologies applied in International Human Resource Management (IHRM), primarily focusing on the comparative effectiveness of quantitative and qualitative methods. By examining their applications, advantages, and limitations, the research aims to guide scholars and practitioners in selecting appropriate methodologies for analyzing global HR practices systematically. A literature review, coupled with an analysis of a selected research paper—"Meta-analysis of the impact of cross-cultural training on adjustment, cultural intelligence, and job performance" by Li Chenyang (2022)—serves as the framework for this investigation. The research employs a mixed-methods approach, integrating quantitative techniques such as surveys and meta-analysis with qualitative methods, including interviews and case studies. Quantitative methods are shown to provide robust statistical data enabling objective analysis and generalizability of findings. For instance, the study highlights how meta-analysis allows for consolidating data from multiple studies, yielding significant insights about the effectiveness of cross-cultural training programs on expatriates' adjustment, cultural intelligence, and job performance. On the other hand, qualitative methods contribute in-depth understanding and richer context, which quantitative metrics alone may fail to capture. The purpose of this critical analysis is to elucidate the complex dynamics of HRM practices in a global context and to propose a balanced approach to research that embraces both objective measures and subjective narratives. Preliminary findings indicate that while quantitative methods enable researchers to identify trends across populations, qualitative insights enhance the interpretation of these trends, shedding light on the why and how behind the phenomena being studied. The conclusion underscores the necessity of methodological pluralism, advocating that a hybrid approach can lead to holistic insights that significantly inform HR practices in international settings. By fostering an informed discussion on methodological choices, this study contributes to the broader IHRM discourse, emphasizing that effective research design can lead to improved organizational performance in managing human resources across cultural boundaries. Ultimately, this critical analysis serves as a call to action for researchers in the IHRM field to adopt a pragmatic stance that embraces both quantitative and qualitative research methods for comprehensive exploration of complex HR issues.