In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.
If the inline PDF is not rendering correctly, you can download the PDF file here.
Aycan Z. (2001). Human resource management in Turkey - Current issues and future challenges. International Journal of Manpower 22 (3) 252-260.
Aycan Z. (2005). The interplay between cultural and institutional/structural contingencies in human resource management practices. International Journal of Human Resource Management 16 (7) 1083-1119.
Björkman I. & Lu Y. (1999). The management of human resources in Chinese-Western joint ventures Journal of World Business 34 (3) 306-325.
Bogićević Milikić B. (2009). The influence of culture on human resource management processes and practices: the propositions for Serbia. Economic Annals 54 (181) 93-118.
Brewster Ch. Sparrow P. & Vernon G. (2007). International Human Resource Management. London: Chartered Institute of Personnel and Development CIPD House.
Briscoe R. D. Schuler S. & Claus L. (2009). International human resource management: policy and practice for multinational enterprises. Abingdon: Routledge.
Chiang F. (2005). A critical examination of Hofstede’s thesis and its application to international reward management. International Journal of Human Resource Management 16 (9) 1545-1563.
Chi-Ching Y. & Noi L. S. (2001). Learning styles and their implications for cross-cultural management in Singapore. Journal of Social Psychology 134 (5) 593−600. (Quoted in Stone D. L. Stone-Romero F. E. & Lukaszewski M. K. (2007). The impact of cultural values on the acceptance and effectiveness of human resource management policies and practices Human Resource Management Review 17 (2) 152-165.).
Gomes Sh. (2012). International Human Resource Management Retrieved from: http://xisspm.files.wordpress.com/2012/02/chap-2-concept-of-ihrm.pdf. Accessed 6. July 2015.
Đorđević B. Ivanović-Đukić M. (2013). Challenges of the International Business Communication and Implication for Human Resource Management Function. Economic Themes51 (2) 273-292.
Hills M. D. (2002). Kluckhohn and Strodtbeck's Values Orientation Theory. Online Readings in Psychology and Culture 4 (4) Retrieved from: http://dx.doi.org/10.9707/2307-0919.1040 Accessed 6. July 2015.
Hofstede G. (1980). International Differences in Work-Related Values. Beverly Hills: Sage Publication.
Hofstede G. (1983). The cultural relativity of organizational practices and theories. Journal of International Business Studies 14 (2) 75-89.
Hofstede G. & Bond M. H. (1984). Hofstede's Culture Dimensions: An Independent Validation Using Rokeach's Value Survey. Journal of Cross-Cultural Psychology 15 (4) 417-433.
Hofstede G. (1997). Cultures and Organizations. Software of the Mind New York: McGraw Hill.
Hofstede G. (2001). Culture`s Consequences. Thousand Oaks CA: Sage Publications.
Hofstede G. (2002). Images of Europe: past present and future. U: Warner M. & P. Joynt (Eds) Managing Across Cultures (pp. 89-103). London: Thompson.
House R. J. Hanges P. J. Javidan M. Dorfman P. W. & Gupta V. (2004). Culture Leadership and Organizations. The GLOBE Study of 62 Societies. Thousand Oaks CA: Sage.
Janićijević N. (2013). Organizaciona kultura i menadžment. Beograd: Centar za izdavačku delatnost Ekonomskog fakulteta u Beogradu.
Kluckhohn F. R. & Strodtbeck F. L. (1961). Variations in value orientations. Evanston IL: Row Peterson. (Quoted in Hills M. D. (2002). Kluckhohn and Strodtbeck's Values Orientation Theory. Online Readings in Psychology and Culture 4 (4) Retrieved from: http://dx.doi.org/10.9707/2307-0919.1040 Accessed 6. July 2015.).
Leung K. R. Bhagat S. Buchan N. R Erez M.& Gibson C. B. (2005). Culture and international business: recent advances and their implications for future research. Journal of International Business Studies 36 (4) 357-378.
McIntyre T. (1996). Does the way we teach create behavior disorders in culturally different students? Education and Treatment of Children 19 (3) 354−370. (Quoted in Stone D. L. Stone-Romero F. E. & Lukaszewski M. K. (2007). The impact of cultural values on the acceptance and effectiveness of human resource management policies and practices Human Resource Management Review 17 (2) 152-165).
Milliman J. Nason S. Gallagher E. Huo P. Von Glinow M. A & Lowe K. B. (1998). The impact of national culture on human resource management practices: The case of performance appraisal. In: Cheng J. L. & Peterson R. B. (Eds.) Advances in International Comparative Management (pp. 157-183). Greenwich: JAI Press.
Ralston D. A. Holt D. H. Terpstra R. H. & Yu K.-C. (1997). The Impact of National Culture and Economic Ideology on Managerial Work Values: A Study of the United States Russia Japan and China. Journal of International Business Studies 28 (1) 177-207.
Reiche S. B. Lee Y. T. & Quintanilla J. (2012). Cultural perspectives on comparative HRM. In: Brewster C. & Mayrhofer W. (Eds.) Handbook of Research in Comparative Human Resource Management (pp. 51-68). Cheltenham: Edward Elgar.
Scullion H. (2005). International HRM: an introduction. In: Scullion H. & Lineham M. (Eds.) International Human Resource Management. A critical text (pp. 3-10). London/NY: Palgrave Macmillan.
Stone D. L. Stone-Romero F. E. & Lukaszewski M. K. (2007). The impact of cultural values on the acceptance and effectiveness of human resource management policies and practices Human Resource Management Review 17 (2) 152-165.
Stone-Romero E. F. & Stone D. L. (2002). Cross-cultural differences in response to feedback: Implications for individual group and organizational effectiveness. In: Ferris G. R. (Ed.) Research in personnel and human resource management (pp. 275-372). Greenwich: JAI Press.
Tayeb M. (2004). International Human Resource Management: A Multinational Company Perspective. Oxford: Oxford University Press.
Taylor S. Beechler Sch. & Napier N. (1996). Toward an integrative model of strategic international human resource management. The Academy of Engagement Review 21 (4) 959-985.
Thomas C. D. (2008). Cross-cultural management: Essentials concepts (2nd ed). Thousand Oaks: SAGE Publishing.
Triandis H. C. (1995). Individualism and collectivism. Boulder: Westview.
Trompenaars F. & Hampden-Turner C. (1997). Riding the Waves of Culture: Understanding Cultural Diversity in Business (2nd ed). London: Nicholas Brealey Publishing. (Quoted in Vance M. Ch. & Paik Y. (2006). Managing a global workforce: challenges and opportunities in international human resource management. New York: M.E: Sharpe Inc.).
Vance M. Ch. & Paik Y. (2006). Managing a global workforce: challenges and opportunities in international human resource management. New York: M.E: Sharpe Inc.