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Impact of national culture on e-recruitment practices in Luxembourg

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  • Ursula Schinzel

Abstract

The purpose of this research is to investigate the impact of national culture on e-recruitment practices in Luxembourg. The reluctance to use e-recruitment techniques is shown on the example of Luxembourg. The data collected in this investigation provide insight regarding the relationship between national cultural identity, language and the organisation's decision to change their practices as new technologies and tools become available. The paper's design is a case study approach consisting of participant observation, semi-structured interviews with HR specialists, and survey questionnaires. The paper finds that national culture impacts e-recruitment practices. HR managers were found to be reluctant to use e-recruitment, keeping traditional HRM practices surprisingly mainly unchanged in Luxembourg. Discussion, conclusions and suggestions for future research opportunities follow.

Suggested Citation

  • Ursula Schinzel, 2016. "Impact of national culture on e-recruitment practices in Luxembourg," World Review of Entrepreneurship, Management and Sustainable Development, Inderscience Enterprises Ltd, vol. 12(2/3), pages 318-336.
    • Handle: RePEc:ids:wremsd:v:12:y:2016:i:2/3:p:318-336
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    References listed on IDEAS

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    1. Heikkilä, Jukka-Pekka & Smale, Adam, 2011. "The effects of 'language standardization' on the acceptance and use of e-HRM systems in foreign subsidiaries," Journal of World Business, Elsevier, vol. 46(3), pages 305-313, July.
    2. Huub Ru‰l & Tanya Bondarouk & Jan Kees Looise, 2004. "E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-based HRM," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 15(3), pages 364-380.
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