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Déterminants et efficacité des stratégies de rémunération : Une étude internationale des entreprises à forte intensité technologique

  • Denis Chênevert
  • Bruno Sire
  • Michel Tremblay
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    The dilemma between cultural or sector predictors of compensation policies is more important than ever in a context of internationalization. If relations between sectors of activity and compensation practices are well established in a single country, international comparisons are less frequently encountered. Contrary to strategic human resource perspective, postulating human resource managers have a high autonomy in alignment of human resources with various business contingencies, as such strategy and structure (Bloom & Milkovich, 1999), institutional pressures in a particular country limit in some extent the power of firms to adopt well established international compensation policies. On the basis of data from 602 large firms in three countries (Canada, France, Great Britain) this study demonstrates that country is a more appropriate level of analysis than the high technology sector in understanding compensation policies. However, the results show that several compensation strategies are more adapted to firms in a high technology environment. Le dilemme entre la culture nationale et le secteur d'activité comme déterminant majeur des politiques de rémunération est plus que jamais fondamental dans un contexte d'internationalisation. Si la relation entre le secteur d'activités et les pratiques de rémunération a été passablement bien circonscrite au niveau national, les comparaisons internationales ont été pour leur part beaucoup moins documentées. Contrairement à la perspective stratégique en matière de GRH, stipulant que les gestionnaires ont un niveau élevé d'autonomie dans l'intégration des différentes pratiques de GRH avec, entre autres, les stratégies d'affaires et la structure organisationnelle (Bloom & Milkovich, 1999), les pressions institutionnelles reliées à chacun des pays limitent passablement le pouvoir qu'ont les entreprises d'instaurer des pratiques à succès. Cette recherche suggère, à partir d'un échantillon de 602 grandes entreprises provenant de trois pays (Canada, France, Grande-Bretagne), que la culture nationale est un niveau d'analyse plus approprié que le secteur de la haute technologie dans la compréhension des choix en matière de politiques de rémunération. Toutefois, les résultats de cette recherche révèlent que certaines stratégies de rémunération sont mieux adaptées au contexte de la haute technologie.

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    File URL: http://www.cirano.qc.ca/files/publications/2001s-34.pdf
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    Paper provided by CIRANO in its series CIRANO Working Papers with number 2001s-34.

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    Length: 25 pages
    Date of creation: 01 Apr 2001
    Date of revision:
    Handle: RePEc:cir:cirwor:2001s-34
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    1. Industrial Sociology (FCT-UNL)

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