Does national culture constrain organization culture and human resource strategy? The role of individual level mechanisms and implications for employee selection
It is generally recognized that multinational enterprises must take into account country differences in deciding the degree to which it makes sense to localize their human resource management (HRM) strategies and organization cultures to fit with the host country or rather standardize HRM strategies...
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Published in | Research in Personnel and Human Resources Management Vol. 28; pp. 1 - 48 |
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Main Author | |
Format | Book Chapter |
Language | English |
Published |
United Kingdom
Emerald Group Publishing Limited
01.01.2009
Emerald Publishing Limited |
Subjects | |
Online Access | Get full text |
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Abstract | It is generally recognized that multinational enterprises must take into account country differences in deciding the degree to which it makes sense to localize their human resource management (HRM) strategies and organization cultures to fit with the host country or rather standardize HRM strategies and organization cultures across countries. However, an important vein of academic work assumes that country differences, especially in national culture, are so important that management is “culturally dependent” (Hofstede, 1983) and that “national culture constrains variation in organization cultures” (Johns, 2006). I critically evaluate the logical and empirical evidence (including methodological issues regarding effect size) used to support such constraint arguments and conclude that the evidence is much weaker than widely believed. One implication then is that organizations may be less constrained by national culture differences in managing workforces in different countries than is often claimed. A second implication is that researchers may wish to re-think how they study such issues. I provide suggestions for future research. |
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AbstractList | It is generally recognized that multinational enterprises must take into account country differences in deciding the degree to which it makes sense to localize their human resource management (HRM) strategies and organization cultures to fit with the host country or rather standardize HRM strategies and organization cultures across countries. However, an important vein of academic work assumes that country differences, especially in national culture, are so important that management is “culturally dependent” (Hofstede, 1983) and that “national culture constrains variation in organization cultures” (Johns, 2006). I critically evaluate the logical and empirical evidence (including methodological issues regarding effect size) used to support such constraint arguments and conclude that the evidence is much weaker than widely believed. One implication then is that organizations may be less constrained by national culture differences in managing workforces in different countries than is often claimed. A second implication is that researchers may wish to re-think how they study such issues. I provide suggestions for future research. |
Author | Gerhart, Barry |
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CitedBy_id | crossref_primary_10_1016_j_hrmr_2013_08_010 crossref_primary_10_1177_0170840613517602 crossref_primary_10_1016_j_jbusres_2020_09_021 crossref_primary_10_1057_jibs_2011_9 crossref_primary_10_1108_01409171111158965 crossref_primary_10_1287_mnsc_2015_2331 crossref_primary_10_3390_businesses2040035 crossref_primary_10_1177_1470595812439867 crossref_primary_10_1177_0149206320978799 crossref_primary_10_5937_bhekofor2001071H crossref_primary_10_1016_S1674_8301_11_60046_8 crossref_primary_10_1177_1059601115583579 crossref_primary_10_1108_JMP_09_2013_0318 |
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Title | Does national culture constrain organization culture and human resource strategy? The role of individual level mechanisms and implications for employee selection |
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