https://doi.org/10.1016/j.cya.2016.06.011
Paper Research
Effects of hiring former
employees of multinationals in the absorptive capacity of local firms
Efectos de la contratación de exempleados de multinacionales en la
capacidad de absorción en empresas locales
Juan Carlos Leiva1
Juan Antonio Rodríguez Álvarez2
Ricardo Monge González1
1 Tecnológico de
Costa Rica, Costa Rica
2Universidad de
Costa Rica, Costa Rica
Corresponding author: Juan Carlos Leiva, email: jleiva@tec.ac.cr
Abstract
The
attraction of foreign direct investment seeks, among other things, to increase
the productivity of local companies through knowledge spillovers. However, the empirical
evidence in this regard is contradictory. One influential factor is the
absorptive capacity of the local companies. This article analyzes the effect of
the presence of former employees of multinational corporations as employees of
local companies, on the absorptive capacity of said companies. The study was
done in Costa Rica, a country known for its successful strategy in the subject
matter. The data come from a survey applied to 1167 companies by the Observatorio Costarricense de las Pymes in 2011. It was found that the hiring of
former employees of multinational corporations by local companies has a
positive effect on the index of absorptive capacity of companies in all
productive sectors. Specifically, this hiring of former employees increases the
index of absorptive capacity by nine percentage points, with differences by
sector and the size of the company.
Keywords: Absorption capacity, Multinationals companies, SME,
Knowledge spillovers, Costa Rica.
JEL classification: M21, O19, F23.
Resumen
La atracción de inversión extranjera
directa busca, entre otros objetivos, aumentar la productividad de las empresas
locales vía difusión de conocimiento. Sin embargo, la evidencia empírica al
respecto es contradictoria. Un factor influyente es la capacidad de absorción
de las empresas locales. Este artículo analiza el efecto de la presencia de
exempleados de empresas multinacionales, como empleados de empresas locales, en
la capacidad de absorción de dichas empresas. El estudio se realizó en Costa
Rica, país reconocido por su exitosa estrategia en la materia. Los datos
provienen de una encuesta a 1,167 empresas efectuada por el Observatorio
Costarricense de las Pymes en 2011. Se halló que la contratación de exempleados
de empresas multinacionales por parte de las empresas locales tiene un efecto
positivo sobre el índice de capacidad de absorción de conocimiento en las
empresas de todos los sectores productivos. Específicamente, esta contratación
de exempleados incrementa en 9 puntos porcentuales el índice de capacidad de
absorción, con diferencias por sectores y tamaños de empresas.
Palabras clave: Capacidad de absorción, Empresas
multinacionales, Pymes, Derrames de conocimiento, Costa Rica.
Códigos JEL: M21, O19, F23.
Received: 19/09/2015
Accepted: 17/01/2016
Introduction
The attraction of
foreign direct investment through the establishment of multinational
corporations (MNC) is a strategy that several countries have used, expecting to
obtain, among other benefits, knowledge spillovers from the aforesaid MNC (who
are closer to the state of the art in their field) to the local companies, thus
increasing the productivity of the latter ( Görg & Strobl, 2005; Javorcik, 2004; Smeets, 2008 ). There are three
channels through which knowledge spillovers may occur from the multinationals
to the local companies: (i) demonstration effects,
which include imitation, or reverse engineering of the products or practices of
the MNC by the local companies; (ii) labor mobility, which enables those
employees trained by the MNC to apply their knowledge in the local companies
when they have stopped working for the former; and (iii) vertical forward and
backward chains between the MNC and its local suppliers ( Saggi, 2002 ). In this article, our
interest is focused on one of them: Labor mobility. This is due to how much it
enables employees who have been trained by multinational companies to apply
their knowledge in the local companies, where they begin working after they
retire from the latter.
Nevertheless,
up to this moment, empirical evidence on the results of this foreign direct
investment attraction strategy in the business conglomerate of the host country
remains ambiguous ( Zhang, Li, Li, &
Zhou, 2010 ). In this situation, the study of the determining factors for the
occurrence of these knowledge spillovers is relevant for academics, for
practitioners, as well as for designers of public politics.
One of
the factors that have emerged to understand the phenomenon previously described
is the absorptive capacity of the local companies. Said absorptive capacity
(AC) is defined as the set of routines and processes through which the
organizations acquire, assimilate, transform, and exploit the knowledge of
their environment to achieve a dynamic organizational capacity ( Zahra & George, 2002 ). Consequently, the
capacity of the local companies to absorb a knowledge spillover by the MNC is
our focus of interest.
It is
important to mention that said AC has become a subject of study from different
aspects. For example, it has been linked to differences in the performance of
the companies according to different environments ( Liao, Welsch, & Stoica, 2003; Wales, Parida,
& Patel, 2013 ); to the creation of companies from the knowledge
generated by other companies ( Qian
& Acs, 2013 ); and to the performance of local
companies in areas where they co-exist with multinational corporations ( Girma & Görg, 2002; Zhang et al., 2010 ). In turn, there have
been different approaches when trying to understand the factors that influence
the AC, its components as such, and its interactions with other elements in the
economic environment ( Camisón & Forés, 2010; Qian & Acs, 2013
).
It is
in this context that this article can be found. Our objective is to understand
the effects that the hiring of former employees of multinational corporations
has on the absorptive capacity of local companies. This is of interest from
different perspectives. If the AC is important for the performance of the
companies as is suggested by scientific literature ( Wales et al., 2013 ), then there are many reasons for
trying to understand “how” this AC behaves, and what factors influence its
composition. In that sense, it is important to improve the understanding of the
role that a very concrete factor plays—the presence of former employees of
multinational corporations in the AC of local companies of the host country
where the MNC operate. This also allows assessing one of the benefits that can
be expected by the attraction of foreign direct investment in several
countries, which is the knowledge spillover toward the local companies.
The
study was done in Costa Rica, a country that has been internationally known for
its successful foreign direct investment attraction strategy ( Cordero & Paus, 2008; World Economic Forum, 2013 ), combined with an
extensive foundation of local companies where micro, small and medium
enterprises predominate (SMEs) ( Gómez,
2012). In this particular case, Monge-González and González-Alvarado (2007) illustrate the
contribution of the high-technology multinational corporations in the
development of the Costa Rican workers’ abilities, based on the experiences of
Intel, Microsoft and Cisco. Furthermore, Monge-González, Leiva, and
Rodríguez-Álvarez (2012) document the high labor
mobility from the MNC to the Costa Rican companies during the period of
2001–2007, as well as the role of the same MNC as a source of “soft” skill
acquisition for their employees.
In
accordance with the objective proposed, the document has been organized into
five sections, including the introduction. In the second section, the
theoretical reference framework is presented; in the third section the
methodological reference framework is addressed; in the fourth section the
empirical results are discussed; and, finally, in the last section the main
conclusions of the study are formulated.
Theoretical framework
Knowledge management is a
conceptual approach that classifies knowledge as the most important resource,
strategically speaking, that a company possesses ( Grant, 1996 ). More specifically, scholars
have focused on elucidating how knowledge in organizations is created, shared
and used ( Nonaka, 1994 ), so that it can
become a sustainable competitive advantage for them ( Ragab & Arisha, 2013; Teece, Pisano,
& Shuen, 1997 ). It is under this theoretical
paradigm that our work lies, interspersing aspects of absorptive capacity and
performance of the local companies, affected by the multinational corporations
that operate in the host economy.
Concept and measurement of the
absorptive capacity
In its original design, the AC is
understood as the ability of an external company to recognize the value of new
information to assimilate it and apply it for commercial purposes ( Cohen
& Levinthal, 1990 ). Subsequent refinements have led to a
concept of AC with four components: acquire, assimilate, transform, and use the
knowledge to obtain a dynamic organizational capacity ( Zahra
& George, 2002 ). In this sense, said authors define AC as a set of
routines and processes. Furthermore, the four components are grouped into two
big dimensions: potential capacity (acquisition and assimilation) and achieved
capacity (transformation and use).
Regarding the way of measuring or
quantifying the AC, scientific literature addresses several approaches. In some
works, the AC has been measured through scales built ad hoc, through
theoretical reviews, and statistical analyses. For example, scales have been
created for the variables linked to the four theoretical dimensions:
acquisition, assimilation, transformation and use ( Camisón & Forés,
2010; Jansen, van den Bosch, & Volberda, 2005;
Jiménez, García, & Molina, 2011 ). Some works even propose new dimensions
or constructs, and design the corresponding scale to measure it. An example of
this is Lichtenthaler (2009) , who elaborates a scale to measure the
AC from three dimensions (explore, transform, and use) as well as six
constructs, two for each dimension accordingly (recognize and assimilate;
maintain and reactivate; transform and apply). Similarly, Vega-Jurado, Gutiérrez-Gracia, and Fernández-de-Lucio (2008) propose a scale to quantify a set of
determinants or precedents of the AC classified into three dimensions:
organizational knowledge, formalization, and social integration mechanisms.
On the other hand, there is a series of
proposals to measure the AC through simpler, one-dimensional character ( proxy )
indicators, such as research and development expenses (R&D) ( Rothaermel & Alexandre, 2009 ); expenses in R&D and experience of
the employees ( Grimpe & Sofka, 2009 ); as well as the expense and intensity
in R&D ( De Jong & Freel, 2010).
Another approach has been to measure the
AC through a combination of variables searching for a kind of index, i.e.,
internal expense in R&D, the presence of permanent R&D, the training of
the R&D personnel, and the percentage of scientists and researchers of the
organization ( Escribano, Fosfuri,
& Tribó, 2009 ). By the same token, Murovec and Prodan
(2009)
measured the AC through a bi-dimensional construct according to the source of
information: scientific and market-based, used by the company. For their part, Monge-González, Rodríguez-Álvarez,
and Leiva (2015) measure the AC for the micro, small and
medium sized Costa Rican companies through an index created from variables that
emerged from a survey, grouping said variables according to the determining
groups proposed by Vega-Jurado et al. (2008) . In the methodological section, the
index that was used for this article will be addressed in greater detail.
Performance
and absorptive capacity of the companies
The AC has been linked to some differences
in the performance of the companies, both directly and indirectly through other
variables. This means that it operates as a mediator variable.
The main exponents of the AC have
theoretically outlined a linear relation between it and the performance of the
companies ( Cohen & Levinthal, 1990; Zahra & George, 2002 ). In
the most recent empirical works, the AC is associated with business
performance, but from a perspective that sees the AC as a mediator variable;
more concretely, between: the internationalization activities and the financial
performance ( Zahra &
Hayton, 2008 ); the relationship learning and the innovative
performance ( Chen, Lin, &
Chang, 2009 ); the mix of technology sources (new vs known
technology) and the financial performance ( Rothaermel & Alexandre, 2009 ); as well as between
the strategic alliances and the innovative and financial performance ( George, Zahra, Wheatley, &
Khan, 2001 ).
In an interesting piece of work, Wales et al. (2013) find
a curvilinear relation (in an inverted U-shape) between the AC and the
financial performance, reaching the maximum level of financial performance when
the AC has an intermediate level. Furthermore, its effect was moderated by
another variable denominated entrepreneurial orientation. To reach these
results, said authors carried out an investigation between 285 small and medium
sized Swedish enterprises (SMEs). In their reasoning, the authors assert that
this curvilinear relation can be explained through the incremental growth of
the costs associated with the increase of the AC in the enterprises. In other
words, from a certain moment, the marginal cost is higher than the marginal
benefit of increasing the AC.
Factors affecting the absorptive
capacity
Seen from another perspective, the AC as
such is influenced by different variables in the business sector. That is, the
focus is not on the relation of the AC with the performance, but rather on what
factors influence the AC of the organizations.
Within this approach, Vega-Jurado et al. (2008)
propose that the AC is determined by three types of variables: organizational
knowledge, formalization, and social integration mechanisms. In their proposal,
said authors argue that these three factors combine with the relevant external
knowledge, resulting in a specific level of AC. On the other hand, Flor, Oltra,
and García (2011) find that the AC varies
according to the type of strategy used by the enterprise. For this, the Miles and Snow typology (1978)
is used, finding differences between the absorptive capacity (differentiated
between potential and accomplished) and the types of strategy of the
enterprises being studied (exploration, defender, analyzer, and reactive). For
his part, Jansen et al. (2005)
link the AC with the organizational coordination, systems, and socialization
capacities; whereas Liao, Fei, and Chen (2007) link it to the interaction
that the employees have with their own knowledge and with that of their
colleagues in the company (knowledge sharing).
Multinational companies in the local
economy and the absorptive capacity of local companies
A relatively unexplored line and in which
the interest of our work lies, is whether the AC of the local companies can be
positively affected by the hiring of former MNC employees.
As we know, when an MNC operates in a
certain country it can become a source of knowledge for the local business
community. This knowledge is transferred from the MNC to the local companies in
two ways: through knowledge transfer mechanisms (commercial agreements,
alliances, exchange of better practices, access to technology, etc.) as well as
knowledge spillovers ( Spencer,
2008 ). The difference is that, the MNC does not receive any type of
compensation for the knowledge spillovers, turning this into a positive
external factor for the host economy ( Görg & Strobl, 2005; Javorcik, 2004; Smeets, 2008; Zhang et al., 2010 ).
This theoretical relation between the
knowledge spillovers from the MNC to the local companies has been empirically
studied with different results. Some works ( Blomström, 1986; Buckley, Clegg, & Wang, 2007 ; Tian, 2007; Wei & Liu, 2006 )
found positive results (for example, in terms of productivity growth in the
companies of the host country) whereas others show negative results ( Aitken & Harrison, 1999;
Feinberg & Majumdar, 2001 ).
Looking to understand this diversity of
results, Smeets (2008) indicates the importance of fully
understanding and modeling the way in which the channels through which said
knowledge spillovers can occur operate. Citing Görg and Strobl (2005) ,
they indicate that in several cases the researchers only worry about finding a
statistical relation (positive or negative) between the performance of the
local companies and the existence of MNC in the host country, which implicitly
supposes that the knowledge spillovers happen within a “black box”.
A recent study by Farole and Winkler (2014) presents an interesting
conceptual framework based on a previous work by Paus and Gallagher (2008) to explain the
dynamic of knowledge spillovers from the MNC to local companies. This framework
identifies the factors that act as mediators for the existence of knowledge
spillovers associated with the operation of MNC in a host country.
According to these authors, the
determining elements for the appearance of knowledge spillovers can be grouped
into three categories. In the first place, the characteristics of multinational corporations , such as the reasons for the establishment
of operations in the host country, the production and global supply strategies,
input models, as well as the time spent in the host country. Secondly, the
capacity of national companies to absorb the knowledge and the technology from
the multinational corporations ( absorptive capacity )
through the three channels described by Saggi (2002).
Finally, the factors and the institutional
framework of
the host country, such as the regulation of the labor market, copyright, the
access to financing, and the infrastructure for learning and innovation. An
important aspect of this conceptual framework is that the set of factors that
act as mediators for the spillover of knowledge from multinationals to local
companies is dynamic and not stationary. Its composition may change with the
passage of time.
In short, both the work by Farole and Winkler (2014) as well as other previous
works ( Lim, 2001; Paus &
Gallagher, 2008 ) indicate the importance of taking into
consideration the fact that the learning relation between local companies and
MNC depends, among other things, on the AC of the former. In other words, the
AC influences the use that the local company gives to the knowledge obtained
from the MNC. Our study considers this aspect, but it tries to answer a
question that has yet to be answered: how does the hiring of former employees
of multinational corporations influence the AC of local companies? The answer
to this question is a fundamental element for the understanding of the dynamic
of knowledge between the MNC and the local business conglomerate.
Methodology
Sample
The data used comes from the survey that
originated the second national study of the MSMEs carried out by the Observatorio Costarricense de las Mipymes
(Omipymes) (Gómez,
2012 ).
In this study, 117 micro, small, and medium sized Costa Rican1 companies were
interviewed via telephone through a probabilistic sample layered by the size
and productive sector of the company (agriculture and fisheries; commerce;
services; and industry). The maximum sampling error in the estimation of
proportions, with a level of confidence of 95%, is of ±2.9 percentage points.
Sources of secondary and variable
data
In this study, the variable of interest
was the AC. For this, we used the absorptive capacity index (ACI) estimated by Monge-González et al. (2015) for micro, small and medium sized Costa
Rican enterprises, such as the dependent variable. Said ACI was elaborated
based on the approach of Vega-Jurado et al. (2008) , proposing an index comprised by three
factors: organizational knowledge, formalization, and social integration
mechanisms. The other variables included in the model are the following: (1)
whether the local MSME has employees that have previously worked with a
multinational company established in Costa Rica; and (2) the number of
employees of the local MSME. Similarly, the sector in which the MSMEs operated
was included in the modeling. The analysis of the variables was done through
the model explained below.
Statistical analysis of data
To explain the behavior of the ACI, an
equation that attempts to measure the effect of the hiring of former MNC
employees by local companies on the absorptive capacity of the latter is
created.
(1)
In the previous model: the i sub-index indicates the i th company and
varies from 1 to 1167; exL i is a
variable that takes the value of 1 if the i th has former MNC employees and a value of zero otherwise; L i is the number of employees of the ith company; and S ij are three variables that take the value of
1 if the company belongs to the j th sector and a
value of zero otherwise. The j = 1 sub-index indicates the service sector, j = 2 commerce, j = 3 manufacturing industry and j = 4 the agriculture and fisheries sector,
which, given that it is not taken into consideration in the model, indicates
that it is the reference sector. Random disruption is represented by ¿ i , which is considered independently,
identically, normally distributed, with a zero median and constant variance.
In Eq. (1) the interest coefficient is β 1 , which measures the effect on the AC of
the local company when hiring former employees of MNC. In general terms, it
measures how many percentage points the index of absorptive capacity of the
local company increases or decreases by when hiring former employees of MNC.
Where the premise is that the knowledge previously acquired by these workers
while working at an MNC can be used in their new positions in the local company
and, therefore, positively affecting the performance of the latter.
Eq. (1) is estimated through Ordinary Least
Squares (OLS). It is worth mentioning that no more control variables were
included, given that for the construction of the CI several characteristics of
the local companies were taken into consideration, which, were they to be
included in the model, would invalidate it as they would be present on both
sides of the equation.
Several statistical tests were done to
verify that the assumptions of the regression model with OLS were fulfilled.
For each one of the models estimated, the
assumptions were verified graphically. Histograms of the residuals were
obtained to verify the normality of the assumptions, as well as the graph of
normal probability. The graph of residuals against assumptions was used to
verify the independence of errors, the constant variance, and the zero median.
This led us to conclude that the estimates of the parameters of the models, as
well as their standard errors, have all the characteristics provided by the
ordinary least squares.
Source
: Own elaboration based on the survey by the MSMEs Observatory ( Gómez, 2012).
Results
The first point to answer is how important
the number of former employees of multinationals hired by local companies in
Costa Rica is. Table 1 shows the results for this question for
all the samples and by productive sector. As can be observed in column six,
16.28% of all local companies indicated having former MNC employees in 2011.
This percentage is higher for the case of the manufacturing sector (18.39%) and
much lower for the agriculture and fisheries sector (10.82%).
Regarding the composition of the sample
according to the size of the enterprises and their distribution by productive
sector, the figures in Table 2 make it possible to assert that half of
the companies have a size equal or inferior to 10 employees, that the size of
the companies goes from one employee to 540 employees, and that on average they
have around 27 employees and a standard deviation close to 42 employees. The
sectors with bigger enterprises are services and commerce (540 and 400
respectively).
It is important to stress that the sample
distribution by sector is similar to the population distribution in 2011, and
that to do the linear regression analysis by sector there are sufficiently
large sample sizes.
As previously indicated, the dependent
variable in Eq. (1) is the absorptive capacity index, built
by Monge-González et al.
(2015) , for
a group of 1167 micro, small, and medium sized Costa Rican enterprises, which
groups together a series of variables in the categories proposed by Vega-Jurado et al. (2008). Table
3
shows some statistical measures and a summary of the ACI for all the samples,
listing them by productive sector.
Source
: Own elaboration based on the survey by the MSMEs Observatory ( Gómez, 2012).
Source:
Own elaboration based on data by Monge-González et al. (2015) .
As can be observed in the table above, the
ACI average is 0.4067 with a standard deviation of 0.2124. An important
decrease can be seen in the average of the agriculture and fisheries sector
(0.3276). The other three productive sectors show very similar average values.
In all sectors, there are companies with very high (one) and very low (zero)
ACI values. In other words, there is a significant variability in the ACI
values throughout the entire sample.
The results of the estimation of Eq. (1) for the entire sample are presented in Table
4 . In
the second column of said table, it can be observed that the coefficient
associated to the ACI variable is 0.09 positive and significantly different
from zero ( p-value = 0.0000). This means that the hiring of
former MNC employees by local companies increases the absorptive capacity index
of knowledge in said companies by nine percentage points.
Based on the result above, and given that
one of the policies of the Costa Rican government authorities has been
attracting foreign investment, it could be asserted that said policy has a
positive externality in terms of knowledge spillovers toward local companies,
by increasing their knowledge and technology absorptive capacity.
On the other hand, it is also observed
that the coefficients associated with all the other variables in the equation
(number of employees and the dummy variables of the productive sectors) are
positive and statistically significant, which indicates the importance of
dividing the analysis by sector.
Some interesting results were found when
estimating Eq. (1) for each of the four productive sectors,
which can be seen in columns 3, 4, 5, and 6 of Table
4 .
From these, it can be concluded that the hiring of former MNC employees has a
positive effect on the index of absorptive capacity of knowledge in the
companies of all productive sectors, but with a greater impact for those of the
service sector (0.109), followed by companies in the agriculture and fisheries
sector (0.090) and the commerce sector (0.085), with the effect being smaller
in the manufacturing sector (0.059). In all the cases the coefficients are
positive and statistically different to zero, even if in the case of the
commerce and service sectors the significance factor is greater.
These results contribute to the theory
from different perspectives. On the one hand, they contribute information
regarding the factors that influence the increase of AC in the companies. There
is evidence that, aspects such as organizational knowledge, formalization,
social integration mechanisms, strategic approach, organizational capacities,
and shared knowledge, influence the AC ( Flor
et al., 2011; Jansen et al., 2005; Liao et al., 2007; Vega-Jurado
et al., 2008 ).
Our work contributes with an additional concrete element to the factors that
influence in the AC, such as the hiring of former employees of multinational
companies. Similarly, the differences found in each sector make it possible to
discern a possible research vein that is very interesting, as it would link the
environment as a factor that also has some influence in the AC of the local
SMEs, which would go hand in hand with the results of authors such as Farole and Winkler (2014).
On the other hand, our work addresses a
thematic line that is relatively unexplored, as is the possible positive
externalities of the MNC toward the local SMEs through knowledge spillovers. In
this sense, it would link to works such as those by Blomström (1986), Buckley
et al. (2007), Tian
(2007) and Wei
and Liu (2006) ,
who contributed with evidence regarding the positive externalities brought
forth by the MNC for the business groups of the host country.
Table
4:
Costa Rica: impact of the former employees
of multinationals on the absorptive capacity of local companies.
Source:
Own elaboration.
Note : The absence of asterisks means that the
coefficient is not different from zero with statistical significance.
*Statistically significant coefficients at
10%.
**Statistically significant coefficients at
5%.
***Statistically significant coefficients at
1%.
Conclusions
The available empirical
evidence indicates that the AC influences the performance of the companies ( Wales et al., 2013 ). Therefore, knowing the factors
that affect the AC of the companies is important. On the other hand, there are
presently several nations that have applied a foreign direct investment
attraction strategy through the installation of MNC, in which, in addition to
certain tangible benefits (i.e., the creation of jobs), the transfer and
spillover of knowledge from said MNCs to the local business sector is expected.
It was in this thematic intersection that our study was placed. We aim to
answer the question of how the AC of local companies is affected by the hiring
of former employees of MNCs located in the same country. The former is done
using a country such as Costa Rica, which has been acknowledged due to its
foreign direct investment attraction strategy ( World
Economic Forum, 2013).
The
results make it possible to conclude that, in general terms, the hiring of
former MNC employees by local companies increases the absorptive capacity index
of local companies by nine percentage points, with some relevant differences
depending on the sectors and the size of the companies. Therefore, the hiring
of former MNC employees by local companies is an important element for the
increase of absorptive capacity regarding the knowledge and technology of the
latter and, consequently, their productivity and performance.
This
result also represents hard evidence of a positive externality of the
attraction of foreign direct investment that the Costa Rican authorities have
promoted in recent decades.
The
work has limitations as any of its type. It is important to mention that we
used a measurement type that does not contemplate how much time the former
employee of the MNC stayed in their position, and what type of knowledge they
acquired. We only took the reference of whether the employee was hired by a
MNC. Furthermore, we do not explore the way in which the employee applied the
knowledge acquired in the MNC when transferring to the local company.
This
article opens future lines of investigation. For example, more research is
needed to better understand the learning process of local companies through the
hiring of former MNC employees through promoting policies that favor the
training of these former employees in certain areas, while they work in the
multinational corporations. Moreover, it would be of significance to delve into
the dynamics of the processes of the MSMEs, looking to better understand which
factors have a greater effect on said companies to make use of the knowledge
brought along by a former employee of an MNC that is now working in a local
company.
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Notes.
1 Companies that hire less
than 100 employees a year.
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the responsibility of
Universidad Nacional Autónoma de México.
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