The purpose of this paper is to explore varieties of capitalism (VoC) as a moderator of the effect of: the strategic HR function role; and the level of union presence on the adoption of different human resource management (HRM) practices categorized as either person-centered or performance-centered.,The authors use data on both multinationals and locally owned firms from 14 OECD countries, collected through the Cranet 2009 survey. The hypotheses of the proposed model were tested using hierarchical multiple regression analysis.,Evidence shows that the strategic HR function is positively related to the adoption of both types of HRM practices, whereas higher levels of union presence inhibit the adoption of performance-centered practices and promote the adoption of person-centered practices. In addition, although VoC does not show any significant direct effects on HR practices, there is a moderating effect of VoC on the HR function role – HRM practices and union presence – HRM practices relationships.,The use of survey data with single respondents might produce reliability problems. Additionally, the data used are cross-sectional, which means that causality cannot be determined.,Managers in multinationals corporations and local firms must be aware of the distinct effects of the strategic HR function and trade union presence in different market economies. In particular, special attention must be paid when a firm expands globally, “outside the reach” of the national market economy or type of capitalism, and operates in different VoC.,The present paper contributes to better understanding the influence of VoC, not only on HRM practices, as in previous research, but also on the relationships between the HR function role and the level of union presence and the types of practices promoted.

中文翻译：

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人力资源职能，工会与资本主义的变体

本文的目的是探索各种形式的资本主义（VoC），其作用是以下方面的作用：战略性HR功能角色；以及通过采用不同的以人为中心或以绩效为中心的不同人力资源管理（HRM）做法采用工会的水平。作者使用了从Cranet收集的14个经合组织国家的跨国公司和本地公司的数据2009年调查。提出的模型的假设使用分层多元回归分析进行了检验。证据表明，战略人力资源功能与两种人力资源管理实践的采用都呈正相关，而较高的工会存在则抑制了以绩效为中心的实践和促进采用以人为本的做法。此外，尽管VoC不会对HR行为表现出任何直接的直接影响，但是VoC会对HR职能角色（HRM行为和工会存在-HRM行为）之间的关系产生调节作用。使用调查数据与单个受访者可能会产生可靠性问题。此外，所使用的数据是横断面的，这意味着无法确定因果关系。跨国公司和本地公司的经理必须意识到战略性人力资源职能和工会在不同市场经济中的存在所产生的不同影响。特别是，当一家公司在全球范围内扩张，在国家市场经济或资本主义类型的“影响力之外”，并在不同的VoC中开展业务时，必须特别注意。本文有助于更好地理解VoC的影响关于人力资源管理的做法，