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The configurations of HRM bundles in MNCs by their contributions to subsidiaries’ performance and cultural dimensions
International Journal of Cross Cultural Management Pub Date : 2021-03-10 , DOI: 10.1177/1470595821997488
Marzena Stor 1
Affiliation  

The main goal of the paper is to determine whether the HQs of MNCs evaluate the significances of particular HRM subfunctions to their foreign subsidiaries’ performance differently depending on a specific cultural context and—as a consequence—various configurations of HRM subfunctions may be identified in different cultural contexts. The theoretical assumptions are based on a combination of the configurational and contextual perspectives through a cross-cultural lens. In the empirical research an abductive reasoning process is applied. The research sample covers 200 headquarters of MNCs. To analyze the collected data both descriptive and correlational statistical methods are used. Two patterns of configurational bundle of HRM have been identified: A and B. Pattern A tends to be more system oriented and Pattern B more centralization oriented. Pattern A covers the subsidiaries which, with comparison to their HQ, are of lower power distance, higher individualism, higher masculinity, lower uncertainty avoidance, longer time orientation, and higher indulgence. Pattern B is composed of the subsidiaries with the opposite signs of the cultural distance index. The originality of the study consists in the application of the abductive research model. Thanks to it, we were able to search and find the simplest and most probable explanations for our observations. And the value of the research itself lies in the evidence that the contextual perspective with its configurational implications in the HRM research field is useful in identifying the phenomena that are difficult to identify or unidentifiable otherwise. The findings of the present study provide some knowledge on how cultural distance (external variable) and the significance of HRM to the subsidiary’s performance results (internal variable) interact in impacting on different configurational bundles of HRM subfunctions, their centralization practices and knowledge flows in MNCs.



中文翻译:

跨国公司中人力资源管理包的配置,取决于它们对子公司绩效和文化规模的贡献

本文的主要目的是确定跨国公司的总部是否根据特定的文化背景来评估特定HRM子功能对其外国子公司的绩效的重要性,因此,可能会在不同的地方识别出各种HRM子功能的配置。文化背景。理论假设是基于跨文化视角的结构和情境视角的组合。在实证研究中,采用了归纳推理过程。研究样本涵盖了200家跨国公司总部。为了分析收集的数据,使用描述性和相关性统计方法。已经确定了HRM的配置束的两种模式:A和B。模式A倾向于更多地面向系统,而模式B倾向于更集中化。模式A涵盖的子公司与总部相比具有更低的权力距离,更高的个人主义,更高的男性气概,更低的不确定性回避,更长的时间取向和更高的沉迷感。模式B由具有与文化距离指数相反的符号的子公司组成。研究的独创性在于归纳研究模型的应用。多亏了它,我们才能够搜索并找到最简单,最可能的观察结果解释。研究本身的价值在于证据,即上下文视角及其在HRM研究领域中的构型含义对于识别难以识别或无法识别的现象非常有用。

更新日期:2021-03-15
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