跨文化差异对人力资源管理职能的影响——以科威特社区跨国公司为例

Abdulwahab Baroun
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引用次数: 0

摘要

目的随着全球化的加剧,提及跨文化背景的重要性在当代也在扩大。在今天的实践中,专门用于这种情况的模型、框架和维度越来越有礼貌。在适当考虑输入方式的推导后,一个组织的绩效也因其日益边缘化而被搁置一边。以下研究旨在考察在科威特石油行业运营的美国跨国石油和天然气公司,以评估其尊重程度。该分支机构共有600名员工,他们都被纳入了数据收集阶段。因此,得出的结果是领导力、权力距离和组织价值的累积方面对人力资源管理职能的影响。设计/方法/方法通过自适应问卷的定量方法,收集了101份回复,并通过SPSS版本22,结果是谨慎的。研究结果与手册一致认为,霍夫斯泰德的文化维度,即权力距离,对人力资源管理职能没有明显影响。而领导力和组织价值观对所选公司的人力资源管理职能产生了一系列影响。然而,人力资源管理的作用是显而易见的,它对领导力、权力距离和组织价值的影响是累积的。在未来的研究中,可以考虑更大范围的人口和变量,以获得更好的影响。研究局限性/含义该研究的主要局限性与受访者数量有关,因为该研究仅针对这家私营石油和天然气公司在科威特的选定分支机构进行,这使得其结果在分析阶段受到限制和缩小。此外,方法的选择并没有公正地对待由此产生的研究议程,因为疫情的情况,这一议程受到了限制。如果采用更好的、各自的方法,可以取得更好的结果。原创性/价值研究的基本原理是指商业领域内理论方面的差距。至于由此产生的研究,在跨文化管理环境中,人力资源管理职能与其透明度的相关性和含义尚未得到探讨。在全球范围内,在不同的行业中,已经进行了类似性质的研究,但尚未进行审查,尤其是化石燃料行业,这将是本研究的重点。
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The effects of cross-cultural differences on HRM functions: the case of multinational corporations in Kuwaiti community
Purpose With increasing globalization, the importance of referring to cross-cultural contexts is also amplifying in the contemporary era. The models, framework and dimensions devoted to such situations are increasingly mannered in practice today. With due consideration derivation to the input manner, an organization’s performance is also taken aside for its increasing marginality. The following study aims to examine the American multinational oil and gas company operating in Kuwait's oil sector to evaluate the respect. The branch has a total of 600 employees, which were all included in the data collection phase. Hence, the results derived with cumulative aspects of leadership, power distance and organizational value as their impact on human resource management (HRM) functions. Design/methodology/approach Through the quantitative approach of a self-adapted questionnaire, 101 responses were collected, and through SPSS Version 22, results were discreet. Findings The results reverted with the manual that the cultural dimension of Hofstede, i.e. power distance, did not have an apparent impact on the HRM functions. Whilst leadership and organizational values had their dissolved set of effects on HRM functions of the chosen firm. However, HRM functions were apparent enough to have its impact upon leadership, power distance (PD) and organizational value accumulated. Opening to the opportunities where in the future studies, a greater extent of population as well as variables could be considered for a better impact. Research limitations/implications The Major limitation of the study is related to the number of respondents as the research was conducted solely for the chosen branch of this private oil and gas firm in Kuwait, which makes its results limited and narrowed in the analysis phase. Moreover, the methodology selection did not do justice to the resulting research’s agenda, which was restricted due to the pandemic’s situation. Where with a better and respective methodology approach, better results could be attached. Originality/value The rationale of research refers to the gap concerning theoretical aspects within a field of business. As for the resulting study, in a cross-cultural management setting, the relevancy and implication of HRM functions concerning their transparency have not been explored. Globally, in different industries, the, study of similar nature has been conducted but has not examined, the fossil fuel industry particularly, which would be the focal point of this research.
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CiteScore
6.30
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8.30%
发文量
35
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