We propose that individual-level knowledge transfer between subsidiaries within a multinational enterprise depends on the perceived relative power of the subsidiary and the cultural intelligence of individuals. Using a sample of 333 research and development (R&D) subsidiary employees of foreign Multinational Enterprises (MNEs) in India, we find that the perceived subsidiary power has a direct positive significant effect on knowledge sharing, and an indirect significant effect, through organizational identification, on knowledge seeking. Further, cultural intelligence moderates the effect of organizational identification on knowledge seeking, and the indirect effect of the perceived subsidiary power on it. The findings highlight the role of organizational identification and cultural intelligence in explaining the impact of the perceived subsidiary power on interpersonal knowledge transfer within the MNE.

我们建议，跨国企业内子公司之间的个人级知识转移取决于子公司的感知相对能力和个人的文化智慧。通过对印度的外国跨国公司（MNE）的333名研发（R＆D）子公司员工进行抽样调查，我们发现，感知到的子公司权力对知识共享具有直接的积极显着影响，而通过组织识别，则具有间接的显着影响，寻求知识。此外，文化情报会适度降低组织认同对知识寻求的影响，以及所感知的辅助力量对其的间接影响。