National culture and human resource management: assumptions and evidence

摘要: It is generally understood that human resource practices and strategies differ according to contextual factors such as size, industry so forth. However, the globalization of business means country differences in environment for organizations have received increasing attention. Although countries can many important ways (e.g. institutional regulatory environments, labour-force characteristics education), a dominant focus international management literature on national culture, especially cultural values (Hofstede, 1980). We examine assumptions underlie this emphasis importance culture re-analyse findings from previous research, Hofstede's, test these assumptions. find, contrary interpretations original authors, receive only weak support when effects are evaluated using variance explained estimates, rather than relying ...