• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Baltic Journal of Management >Is the standardization of human resource practices perceived as fair across national cultures?: The cases of China, Lithuania, and Norway
【24h】

Is the standardization of human resource practices perceived as fair across national cultures?: The cases of China, Lithuania, and Norway

机译：人力资源实践的标准化是否在整个民族文化中被认为是公平的？：中国，立陶宛和挪威的案例

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Purpose – The purpose of this paper is to investigate perceptions of fairness of a standardized performance appraisal in a multinational enterprise. The paper looks at the first step in understanding fairness perceptions by examining whether national culture influences the view on standardization itself and by comparing China, Lithuania, and Norway. Design/methodology/approach – An experiment using a scenario that outlined a performance appraisal tool in a multinational company is conducted. National culture and individual cultural values are the independent variables and the perception of fairness of the practice is the dependent variable. A sample of 80 management respondents from Lithuania, China, and Norway is taken. Findings – The findings suggest that national culture influences perceptions of fairness of a standardized performance appraisal tool. Employees from countries undergoing profound economic and political change, that score low on the cultural dimension of self-expression, tend to see the standardized tool as more fair than employees from a stable country high on self-expression. Differences in fairness perception at the individual level are found, where respondents high on power distance had higher perceptions of fairness of a standardized tool. Both national and individual levels measures of culture affected perceptions. Research limitations/implications – The sample is small; however, the differences are strong and indicate that perceptions of fairness vary. The experimental design allows good control, although it can limit generalizability to the field. Practical implications – Multinational companies must understand that before analysis and choice of specific human resource practices it is important that they are aware of national and individual cultural differences towards standardization itself. Cultural differences affect reactions not only to the specific human practice but also to the standardization. Companies can use dimensions such as power distance and the survival/self-expression dimension to understand the response of their employees. Being aware of this challenge may lead multinationals to pursue more fine-tuned ways of communicating and implementing a standardized practice. Originality/value – Using experiments to understand the implementation of practices in multinational organizations it is identified that, before deciding whether a practice should be locally adapted or standardized, the first step is to find out how standardization itself is perceived.
机译：目的–本文的目的是调查跨国企业中标准化绩效评估的公平性。本文通过研究民族文化是否影响标准化本身，并比较中国，立陶宛和挪威，探讨了理解公平观念的第一步。设计/方法/方法–进行了使用概述跨国公司绩效评估工具的方案的实验。民族文化和个人文化价值观是自变量，实践的公平感是因变量。抽取了来自立陶宛，中国和挪威的80位管理层受访者作为样本。调查结果–调查结果表明，民族文化影响着标准化绩效评估工具公平性的观念。在经历了深刻的经济和政治变革的国家中，在自我表达的文化方面得分较低的国家的雇员倾向于将标准化的工具视为比来自稳定国家的具有较高自我表达能力的雇员更为公平。在个人层面上，人们对公平感的理解存在差异，在权力距离上高的受访者对标准化工具的公平感更高。国家和个人对文化的衡量都会影响人们的观念。研究的局限性/意义–样本很小；但是，差异很大，表明对公平的看法有所不同。实验设计允许良好的控制，尽管它可能会限制该字段的通用性。实际意义–跨国公司必须了解，在分析和选择特定的人力资源实践之前，重要的是，他们必须了解针对标准化本身的国家和个人文化差异。文化差异不仅影响对特定人类实践的反应，还影响对标准化的反应。公司可以使用诸如功率距离和生存/自我表达等维度来了解员工的反应。意识到这一挑战可能会导致跨国公司采用更精细的方式交流和实施标准化做法。原创性/价值–通过实验了解跨国组织中实践的实施情况，可以确定，在决定一种实践应该本地化还是标准化之前，第一步是找出如何看待标准化本身。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号