Professor Paul N. Gooderham is a graduate of the University of Bergen and holds a doctoral degree from the University of Trondheim (NTNU), Norway.

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1 Professor Paul N. Gooderham is a graduate of the University of Bergen and holds a doctoral degree from the University of Trondheim (NTNU), Norway. He is a full-time tenured Professor of International Management at NHH, The Norwegian School of Economics (1994-) and a visiting professor at Middlesex University Business School, London (2011-). He has previously been an adjunct professor at Nottingham Trent University ( ) and a visiting professor at Cranfield School of Management (2005-8). In June 2013, he became Head of the Department of Strategy & Management at NHH. In addition to comprising some 60 academics, the department has a dedicated administrative staff of 4 full-time employees. Previously he had been a Director of Research at NHH s Institute for Research in Economics and Business Administration (SNF) ( ) and NHH s coordinator of research on international strategy and management ( ). NHH is EQUIS accredited and is a member of CEMS - Community of European Management Schools. The Financial Times European Business School Rankings 2014 ranked NHH #38. Teaching: His teaching languages are Norwegian and English. He has considerable experience of teaching international groups of students in International Management. In addition he teaches a doctoral course on Organizational Theory. He is currently supervising two doctoral students at NHH within the field of international management. International Research Networks: He is a member of: The 40+ country CRANET-network, The 8 country Employment Practices in MNEs network (INTREPID), Recent Externally Funded Research Projects Project-director of FOCUS funded by the Norwegian multinational companies, Statoil and Telenor : Director of Tools and Techniques for Knowledge Sharing in Multinational Companies the GOLD project - substantial funding from three Scandinavian multinationals and the Research Council of Norway (NFR) : Director of Enhancing the Performance of SMEs Through Business Advisory Services. Jointly funded by the Norwegian Association of Small Firm Accountants, (NARF), and the Research Council of Norway (NFR).

2 : Country director: Management Development in Europe. Seven-country comparative research into management development in Europe. Funded by EU s Leonardo programme External duties Senior Advisory Board member of Journal of Organizational Effectiveness: People and Performance Member of steering committee for the research program HR Influence at Department of Management and International Business at Aalto University School of Business, Helsinki, Finland. Panel member for the Roland Calori prize 2011 and Best paper in Organization Studies. Occasional reviewer for: Academy of Management Journal, Academy of Management Review Journal of International Management Journal of International Business Studies Journal of Management Studies Management International Review. Human Relations Selected Publications: Books Gooderham, P.N., Grøgaard, B. and Nordhaug, O. (2013): International Management: Theory and Practice. Edward Elgar: Cheltenham. Kaarbøe, K., Gooderham, P.N., Nørreklit, H. (eds), (2013). Managing in Dynamic Business Environments - Between Control and Autonomy. Edward Elgar: Cheltenham. Gooderham, P.N. (2005) The IHRM MBA module. Open University Business School. Gooderham, P.N. and Nordhaug, O. (2003). International Management: Cross-Boundary Challenges. Blackwell, Oxford. Selected journal articles Gooderham, P.N., Fenton-O Creevy, M., Croucher, R., and Brookes, M. (forthcoming). A multi-level analysis of the use of individual pay-for-performance. Journal of Management. Gooderham, P., Morley, M., Parry, E., Stavrou, E. (2015). National and firm level drivers of the devolution of HRM decision making to line managers. Journal of International Business Studies, 46(6), ).

3 Wang, J. and Gooderham, P.N. (2014). Institutional change and regional development in China: The case of commodity trading markets. Environment & Planning C: Government & Policy. Gooderham, P.N., Navrbjerg, S, Olsen, K., Steen, C.R. (2014). Labor Market Regimes of Denmark and Norway - A Parting of the Ways? Journal of Industrial Relations. Espedal, B., Gooderham, P.N. and Stensaker, I. (2013). Developing social capital or prima donnas? Human Resource Management (US). Gooderham, P.N. (2012). The transition from a multi-domestic enterprise in an industry where local taste matters. European Journal of International Management, 6(2), Gooderham, P.N. and Nordhaug, N. (2011). One European model of HRM? Cranet empirical contributions. Human Resource Management Review 21 (1) Brookes, M., Croucher, R., Fenton-O'Creevy, M. and Gooderham, P.N. (2011). Measuring competing explanations of human resource management practices through the Cranet survey: Cultural versus institutional explanations. Human Resource Management Review 21 (1) Gooderham, P.N., Minbaeva, D.B. and Pedersen, T. (2011). Governance Mechanisms for the Promotion of Social Capital for Knowledge Transfer in Multinational Corporations. Journal of Management Studies. 48(1) Fenton-O Creevy, M., Gooderham, P.N. and Nordhaug, O. (2008). Human Resource Management in US subsidiaries in Europe: Centralization or Autonomy? Journal of International Business Studies 39(1) Døving, E. and Gooderham, P.N. (2008). Small firm accountancy practices as business advisors: A dynamic capabilities view of their scope of services. Strategic Management Journal, 29, Gooderham, P.N., Parry, E. and Ringdal, K. (2008). The impact of bundles of strategic human resource management practices on the performance of European Firms. International Journal of Human Resource Management, 19(11), Croucher, R., Gooderham, P.N. and Parry, E (2006). The Antecedents of Direct Communication in British and Danish Firms: Country, Strategic HRM or Unionization? European Journal of Industrial Relations. 12(3) Gooderham, P.N., Nordhaug, O. and Ringdal, K. (2006). National Embeddedness and HRM in US Subsidiaries in Europe. Human Relations. 59 (11) Gooderham, P.N., Tobiassen, A. and Nordhaug, O. (2004). Accountants as Sources of Business Advice for Small Firms (lead author). International Small Business Journal. 22(1), 5-20.

4 Gooderham, P.N., Nordhaug, O., Birkelund, G.E. (2004). Job Values among Future Business Leaders: The Impact of Gender and Social Background. Scandinavian Journal of Management, 20(3), pp Gooderham, P.N., Nordhaug, O. and Ringdal, K. (1999). Institutional and Rational Determinants of Organizational Practices: Human Resource Management in European Firms. Administrative Science Quarterly, 44 Gooderham, P.N. Nordhaug, O. and Ringdal, K. (1998). When in Rome Do they Do as the Romans? Management International Review, vol.38 (Special Issue) s Selected book chapters Gooderham, P.N., Zhang, M. and Jordahl, A. (2015) Effective boundary spanners in IJVs experiencing performance down-turn. In A.A. Camillo (ed). New Perspectives on the Challenges and Future Developments of Global Enterprise Management. Palgrave Macmillan. Elter, F., Gooderham, P.N. and Ulset, S. (2014). Functional-level transformation in multi domestic MNCs: Transforming local purchasing into globally integrated purchasing. Advances in International Management, vol. 27, Emerald Gooderham, P.N., Nordhaug, O. and Grogaard, B. (2013). Divergent Norwegian and North American HRM regimes: Implications for Norwegian MNEs. In M. Lazarova, E.Parry and E. Stavrou (eds.) Global Trends in Human Resource. Palgrave: London. Björkman, I. and Gooderham, P.N. (2012). International human resource management research and institutional theory. In G.K. Stahl, I. Björkman and S. Morris (eds.). Handbook of Research in International Resource Management. 2.ed. Edward Elgar, Cheltenham, pp Fenton-O Creevy, M., Gooderham, P.N. Cerdin. J-L and Rønning, R. (2011) Bridging roles, social skill and embedded knowing in multinational organizations. In Politics and Power in the Multinational Corporation, (Eds.) M. Geppert and C. Dörrenbächer. Cambridge University Press. Pp Gooderham, P.N. and Nordhaug, O. (2006). HRM in Multinational Corporations: Strategies and Systems. In H. Holt Larsen and W. Mayrhofer, Managing Human Resources in Europe. London: Routledge. Gooderham, P.N., Brewster, C., Mayerhofer, W. and Morley, M. (2005). Human Resource Management: A Universal Concept? In C. Brewster et al. (eds.) Human Resource Management in Europe: Evidence of Convergence. Oxford: Elsevier Butterworth Heinemann. Gooderham, P.N. (2004). Institutional context and HRM: US subsidiaries in Europe. In F. McDonald et al. The Process of Internationalization. Basingstoke: Palgrave.

5 Functional flexibility, strategic Adaptation, and competence orientation: The Norwegian case (with Nordhaug, O. and Løwendahl, B.). In V. Gupta (ed.) Transformative Organization: Perspectives and Evidence from Across the Globe, Sage. Book chapter Knowledge transfer between parent and developing country subsidiaries: a conceptual framework (with Ulset, S.). In International Business. F. McDonald and H. Tüselmann (eds). London: Palgrave. Book chapter Is the governance of transnationals really beyond the M-form? A critical review of Bartlett and Ghoshal s New Organisational Model (with Ulset, S.). In J. Taggart, (ed.) The Multinational in the Millennium: Changes and Choices. London: Palgrave. Book chapter. 2001