DR. SONIA SETHI , DR. ADEEBA KHAN , DR. MAIMOONA SALEEM , DR. AZHAR KHAN
DOI: https://doi.org/The paper, based on the situation of growing global talent competition and growing more complicated migration policy, examines how legislation of immigration and organizational regulatory emphasis influence international human resource management (IHRM) practices among multinational enterprises (MNEs). The given conceptual model is based on the Regulatory Focus Theory and institutional theory according to which the immigration law restrictiveness will have an effect on the IHRM practices in global staffing, mobility policy, talent integration and compliance management, and the linkage to which is regulated and mediated by the regulatory focus orientation of the organizations (promotion vs. prevention). Also, there is the theorization of digital transformation of HR and mobility system, which is a situational moderator that increases the capacity of the firms to adjust to regulatory restrictions. The proposed study has levels of key propositions: (1): increased restrictiveness of immigration laws has a negative relationship with proactive IHRM practices; (2): the level of digital transformation will mitigate the adverse impacts of restrictive immigration laws on IHRM practices; (3): the level of promotion orientation will amplify the beneficial effects of the digital transformation on IHRM practices; (4): the positive impacts of digital transformation will be greater in the promotion-oriented organizations. This model narrows on scholarship because it is based on a combination of legal/institutional factors with inner motivational orientation and technology capability in the worldwide HRM field. In practice, it can be said to provide HR leaders with a diagnostic framework in navigating talent mobility based on unpredictable immigration regimes by balancing regulatory scanning, digital capability and strategic HR orientation. The study will provide actionable information about the how MNEs can maintain the high-skill talent access, workforce diversity, and innovation performance in overcoming the regulatory barriers by empirically testing this model in various jurisdictions and sectors. It is assumed that the findings will help fill the gap between research on migration policy and strategic HRM.
