The Research-Practice Gap in Human Resource Management: A Cross-Cultural Study
In this study, we examine the cross-cultural differences in human resource (HR) managers’ beliefs in effective HR practices by surveying HR practitioners in Finland (N = 86), South Korea (N = 147), and Spain (N = 196). Similar to previous studies from the United States, the Netherlands, and Australi...
| Autores: | , , , , , |
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| Formato: | artículo |
| Fecha de publicación: | 2014 |
| País: | España |
| Recursos: | IE |
| Repositorio: | Repositorio IE |
| OAI Identifier: | oai:repositorio.ie.edu:20.500.14417/3858 |
| Acesso em linha: | https://doi.org/10.1002/hrm.21656 https://hdl.handle.net/20.500.14417/3858 https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.21656 |
| Access Level: | acceso abierto |
| Palavra-chave: | 53 Ciencias Económicas::5311 Organización y dirección de empresas ODS 8 - Trabajo decente y crecimiento económico |
| Resumo: | In this study, we examine the cross-cultural differences in human resource (HR) managers’ beliefs in effective HR practices by surveying HR practitioners in Finland (N = 86), South Korea (N = 147), and Spain (N = 196). Similar to previous studies from the United States, the Netherlands, and Australia, there are large discrepancies between HR practitioner beliefs and research findings, particularly in the area of staffing. In addition, we find that interpersonal-oriented aspects of HR practices tend to be more culturally bound than technical-oriented aspects of HR practices. We interpret the differences using Hofstede's cultural dimensions (Power Distance, Individualism versus Collectivism, Masculinity versus Femininity, Long-Term Orientation versus Short-Term Orientation, and Uncertainty Avoidance). We discuss the overall nature of the science-practice gap in HR management, and the implications for evidence-based management. © 2014 Wiley Periodicals, Inc. |
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