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Managing cross-cultural differences: Testing human resource models in Latin America

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  • Bonache, Jaime
  • Trullen, Jordi
  • Sanchez, Juan I.

Abstract

This study examines whether firms should adapt their Human Resource Management (HRM) practices to cross-cultural differences. The authors introduce three different positions, namely, the culturalist, the universalist, and an integrated position that reconciles the former two named the culturally-animated universalist position. The study compares the effectiveness of these three positions in a sample of 138 firms located in Latin-America. Results suggest that, contrary to common wisdom in the International HRM literature, firms following a universalist approach outdo those using a culturalist one. However, the effect of universal HR practices on HR performance is also contingent on the country's performance orientation. The authors advocate the culturally-animated universalist position.

Suggested Citation

  • Bonache, Jaime & Trullen, Jordi & Sanchez, Juan I., 2012. "Managing cross-cultural differences: Testing human resource models in Latin America," Journal of Business Research, Elsevier, vol. 65(12), pages 1773-1781.
    • Handle: RePEc:eee:jbrese:v:65:y:2012:i:12:p:1773-1781
    DOI: 10.1016/j.jbusres.2011.10.037
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    References listed on IDEAS

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    Cited by:

    1. Newburry, William & Gardberg, Naomi A. & Sanchez, Juan I., 2014. "Employer Attractiveness in Latin America: The Association Among Foreignness, Internationalization and Talent Recruitment," Journal of International Management, Elsevier, vol. 20(3), pages 327-344.
    2. Mendoza, Xavier & Carneiro, Jorge, 2012. "Introduction to the special issue of best papers Business Association of Latin American Studies 2010," Journal of Business Research, Elsevier, vol. 65(12), pages 1749-1751.
    3. Mette Zølner, 2014. "Voices on HRM Practices: Employee Interpretations at the Subsidiary of a Danish MNC in Bangalore," International Journal of Business and Social Research, MIR Center for Socio-Economic Research, vol. 4(11), pages 43-59, November.
    4. Julian Andrés Diaz Tautiva & Felipe Ignacio Rifo Rivera & Sebastian Andrés Barros Celume & Sergio Andrés Rifo Rivera, 2024. "Mapping the research about organisations in the latin american context: a bibliometric analysis," Management Review Quarterly, Springer, vol. 74(1), pages 121-169, February.
    5. Hayek, Mario & Thomas, Christopher H. & Novicevic, Milorad M. & Montalvo, Daniel, 2016. "Contextualizing human capital theory in a non-Western setting: Testing the pay-for-performance assumption," Journal of Business Research, Elsevier, vol. 69(2), pages 928-935.
    6. Mette Zølner, 2014. "Voices on HRM Practices: Employee Interpretations at the Subsidiary of a Danish MNC in Bangalore," International Journal of Business and Social Research, LAR Center Press, vol. 4(11), pages 43-59, November.
    7. Tony Edwards & Rocío Sánchez-Mangas & Patrice Jalette & Jonathan Lavelle & Dana Minbaeva, 2016. "Global standardization or national differentiation of HRM practices in multinational companies? A comparison of multinationals in five countries," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 47(8), pages 997-1021, October.

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