An integrative framework for understanding cross-national human resource management practices
By: BUDHWAR, Pawan
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Contributor(s): SPARROW, Paul R.
Material type: 
ArticlePublisher: 2002Subject(s): IHRM | Comparative HRM | Integrative framework | Factors determining HRMHuman Resource Management Review 12, 3, p. 377-403Abstract: Currently, debate in the area of cross-national human resource management (HRM) suggests that both "culture-bound" and "culture-free" factors and variables are important determinants of HRN policies and practices. HRM is presented as being context-specific and it is argued that with the growth of new markets world-wide, and increased levels of competition and globalization of business, there is a strong need for more cross-national HRM studies. However, the literature shows the absence of an integrated framework, which can help to highlight the different role that context-specific facets of HRM practices play. The nature of different determinants in different national and regional settings is rarely analyzed. This paper develops and integrated framework. It delineates the main distinctive facets associated with national factors, contingent variables, and organizaational and human resource (HR) strategies and policies, that may be used to evaluate cross-national comparative HRM policies and practices
| Item type | Current location | Collection | Call number | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
| Periódico | Biblioteca Graciliano Ramos | Periódico | Not for loan |
Currently, debate in the area of cross-national human resource management (HRM) suggests that both "culture-bound" and "culture-free" factors and variables are important determinants of HRN policies and practices. HRM is presented as being context-specific and it is argued that with the growth of new markets world-wide, and increased levels of competition and globalization of business, there is a strong need for more cross-national HRM studies. However, the literature shows the absence of an integrated framework, which can help to highlight the different role that context-specific facets of HRM practices play. The nature of different determinants in different national and regional settings is rarely analyzed. This paper develops and integrated framework. It delineates the main distinctive facets associated with national factors, contingent variables, and organizaational and human resource (HR) strategies and policies, that may be used to evaluate cross-national comparative HRM policies and practices
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