The debate on convergence versus divergence or stasis in human resource management (HRM) practices over time is still ongoing. We look at configurations of organisations' personnel selection practices and empirically analyse the role of geographic, cultural and regulatory institutional distance between countries for emerging similarity or dissimilarity in these practices. We also examine whether convergence occurred between 1995 and 2015. Based on the Cranet data of 25,869 organisations from 42 countries and statistical tests using energy distance, we find a pattern over time, moving from stasis to divergence. In addition, personnel selection configurations relate to cultural and regulatory institutional differences in the sense that smaller distances lead to higher similarity. This is not the case, however, for geographic distance. Our study adds to the debate on HRM convergence and offers a new method of analysis for other areas of HRM research where configurations instead of single HRM practices play a role.

中文翻译：

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嵌入情境：时间和距离如何影响人员选拔实践的融合

随着时间的推移，关于人力资源管理 (HRM) 实践中趋同与分歧或停滞的争论仍在继续。我们着眼于组织人员选拔实践的配置，并根据经验分析各国之间地理、文化和监管制度距离对这些实践中出现的相似或不同点的作用。我们还检查了 1995 年至 2015 年之间是否出现了收敛。基于来自 42 个国家/地区的 25,869 个组织的 Cranet 数据和使用能量距离的统计测试，我们发现了一种随时间推移的模式，从停滞到发散。此外，人员选择配置与文化和监管制度差异相关，因为距离越小，相似性越高。然而，对于地理距离而言，情况并非如此。