Cultural influences on employee termination decisions : firing the good, average or the old?
By: SEGALLA, Michael
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Contributor(s): JACOBS-BELSCHAK, Gabriele | MULLER, Christiane.
Material type: 
ArticlePublisher: 2001Subject(s): Employee Dismissal | Employee Termination | Organizational Downsizing | International Management | Cros-cultural Values | Managerial Decision-making | International Human Resource Management | Organizational Justice | Social Justice | Intergenerational ConflictEuropean Management Journal 19, 1, p. 58-72Abstract: This paper reports the results of an empirical study of the cultural influences on the choice of whose employment to terminate in a general wrokforce reduction. The authors report the conclusions reached during the first phase of a large European study on managerial decision-making. Nearly 300 managers participated in this phase, which surveyed 25 firms form the financial sectors of France, German, Italy, Spain, and the United Kingdom. Models built upon classical economic theory and social justice theory are examined. The results of this study indicated that nationality is a good determinant of the choice of whom to dismiss. Some nationalities are more concerned about the social effects of dismissal on the individual and work group. Others are more concerned about the economic benefits or costs to the firm. The authors conclude that humana resource programs designed to standardize career management policy across Europe may fail because of intentional and unintentional barriers
| Item type | Current location | Collection | Call number | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
| Periódico | Biblioteca Graciliano Ramos | Periódico | Not for loan |
This paper reports the results of an empirical study of the cultural influences on the choice of whose employment to terminate in a general wrokforce reduction. The authors report the conclusions reached during the first phase of a large European study on managerial decision-making. Nearly 300 managers participated in this phase, which surveyed 25 firms form the financial sectors of France, German, Italy, Spain, and the United Kingdom. Models built upon classical economic theory and social justice theory are examined. The results of this study indicated that nationality is a good determinant of the choice of whom to dismiss. Some nationalities are more concerned about the social effects of dismissal on the individual and work group. Others are more concerned about the economic benefits or costs to the firm. The authors conclude that humana resource programs designed to standardize career management policy across Europe may fail because of intentional and unintentional barriers
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