This study explores the process of transferring knowledge from multinational-corporation (MNC) hotels to their subsidiaries to advance company strategies. In particular, it examines critical factors that can forestall knowledge transfer through the lens of absorptive capacity. This study revisits the four dimensions of absorptive capacity (acquisition, assimilation, transformation, and exploitation) to understand the challenges involved in transferring knowledge from MNCs to subsidiaries. We argue that several fundamental aspects of the process influence absorptive capacity, potentially interfering with knowledge transfer. Using a qualitative approach, semi-structured interviews were conducted with four different types of actors (expatriate and local managers, a regional executive, and a policymaker). The results reveal that competencies (e.g. education) regulate the process of acquiring knowledge, while insufficient experience (technical skills and expertise) and historical background (explicitly related to the consequences of colonisation, including a local inferiority complex) affect the assimilation and transformation of knowledge. Next, limited opportunities, notably a reluctance to hire local managers and local managers with uneven qualifications, affect transformation and exploitation. Finally, cultural discord (e.g. recognising cultural differences, such as ethnic groups, religion, and customs) and communication barriers (e.g. verbal and non-verbal communications) influence the acquisition, assimilation, and transformation process, which, in the end, arbitrate knowledge exploitation. The findings suggest that the country's historical experience has considerable ramifications for absorptive capacity.

本研究探讨了将知识从跨国公司 (MNC) 酒店转移到其子公司以推进公司战略的过程。特别是，它通过吸收能力的视角检查了可以阻止知识转移的关键因素。本研究重新审视吸收能力的四个维度（获取、吸收、转化和利用），以了解将知识从跨国公司转移到子公司所涉及的挑战。我们认为，该过程的几个基本方面影响吸收能力，可能会干扰知识转移。使用定性方法，对四种不同类型的参与者（外籍和本地管理人员、区域执行官和决策者）进行了半结构化访谈。结果表明，能力（例如 教育）调节获取知识的过程，而经验不足（技术技能和专业知识）和历史背景（与殖民的后果明确相关，包括当地的自卑情结）影响知识的吸收和转化。其次，有限的机会，特别是不愿聘用当地经理和资质参差不齐的当地经理，影响了转型和剥削。最后，文化不和谐（例如承认文化差异，如种族、宗教和习俗）和沟通障碍（例如语言和非语言交流）影响获取、吸收和转换过程，最终仲裁知识开发。研究结果表明，该国“