Show simple item record

dc.contributor.authorWright, Patrick M.
dc.contributor.authorVan de Voorde, Karina
dc.date.accessioned2020-11-25T14:55:34Z
dc.date.available2020-11-25T14:55:34Z
dc.date.issued2007-09-07
dc.identifier.other450743
dc.identifier.urihttps://hdl.handle.net/1813/77365
dc.description.abstract[Excerpt] While neither denying that differences in HR systems exist, nor that some of the variety of practices is due to real differences across countries, we will attempt to dissect the issue of International HRM using ideas, concepts, and models emerging from multilevel theory and research. We posit that three ideas are critical to this line of research: Mean differences in the use of HR practices across countries, the amount of variance in HR practices that is explained by countries, and the extent to which countries (or specifically culture) moderates the relationships between HR practices and outcomes. Our conclusion is that these differences may not be as large as we think they are, and may in fact be due less to differences in culture and more to differences in institutional contexts.
dc.language.isoen_US
dc.subjecthuman resource systems
dc.subjectinternational HRM
dc.subjectHR practices
dc.subjectoutcomes
dc.titleMulti-Level Issues in International HRM: Mean Differences, Explained Variance, and Moderated Relationships
dc.typepreprint
dc.description.legacydownloadsWP07_13.pdf: 9230 downloads, before Oct. 1, 2020.
local.authorAffiliationWright, Patrick M.: pmw6@cornell.edu Cornell University
local.authorAffiliationVan de Voorde, Karina: Tilburg University


Files in this item

Thumbnail

This item appears in the following Collection(s)

Show simple item record

Statistics