Professor Paul N. Gooderham, is a graduate of the University of Bergen with a doctoral degree in sociology from the University of Trondheim, Norway.
In addition to being an associate professor at Middlesex University Business School he is a full-time tenured Professor of International Management at NHH -The Norwegian School of Economics & Business Administration (1994-). He is bi-lingual – English/Norwegian.
Bi-lingual – English/Norwegian
He has co-authored two master-level textbooks within his teaching specialism of international management:
He has written the IHRM module for the Open University Business School's MBA-programme
His current interests are concerned with global integration and governance systems in multinational companies.
Wang, J. and Gooderham, P.N. (2013). Institutional change and regional development in China: The case of commodity trading markets. Environment & Planning C: Government & Policy.
Espedal, B., Gooderham, P.N. and Stensaker, I. (2013). Developing social capital or prima donnas? Human Resource Management (US), 52(4), 607-625.
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) 68-79.
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)123-150
Fenton-O'Creevy, M., Gooderham, P.N. and Nordhaug, O. (2008) Human resource management in US subsidiaries in Europe: Centralization orautonomy? Journal of International Business Studies 39(1) 151-166.
Døving, E. and Gooderham, P.N. (2008). Small firm accountancy practices as business advisors: A dynamic capabilities view of their scope of services (2008). Strategic Management Journal, 29, 841-857.
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), 2041-2056
Gooderham, Paul and Mayrhofer, Wolfgang and Brewster, Chris (2018) A framework for comparative institutional research on HRM. The International Journal of Human Resource Management . ISSN 0958-5192 (Published online first)
Gooderham, Paul and Fenton-O'Creevy, Mark and Croucher, Richard and Brookes, Michael (2018) A multilevel analysis of the use of individual pay-for-performance systems. Journal of Management, 44 (4). pp. 1479-1504. ISSN 0149-2063
Dasí, Àngels and Pedersen, Torben and Gooderham, Paul and Elter, Frank and Hildrum, Jarle (2017) The effect of organizational separation on individuals’ knowledge sharing in MNCs. Journal of World Business, 52 (3). pp. 431-446. ISSN 1090-9516
Gooderham, Paul and Morley, Michael J. and Parry, Emma and Stavrou, Eleni (2015) National and firm-level drivers of the devolution of HRM decision making to line managers. Journal of International Business Studies, 46 (6). pp. 715-723. ISSN 0047-2506
Gooderham, Paul and Navrbjerg, Steen E. and Olsen, Karen Modesta and Steen, Christina Roe (2015) The labor market regimes of Denmark and Norway – one Nordic model? Journal of Industrial Relations, 57 (2). pp. 166-186. ISSN 0022-1856
His current research on global integration in multinational companies is funded by the Norwegian multinational mobile company, Telenor.
His current research on governance systems in multinational companies is funded by the Norwegian multinational petroleum company, Statoil.
His previous research - The GOLD Project (2007-2010) was centered on knowledge sharing in multinational companies. His research team received substantial funding from three Scandinavian multinationals and the Research Council of Norway. In addition the project involved substantial interaction with the companies and regular reporting of research findings to senior managers. http://paraplyen.imaker.no/paraplyen/paraplyen_/english_ve/english_ve/gold-hits-/