Gooderham, PN,Morley, MJ,Parry, E,Stavrou, E

2015

August

Journal Of International Business Studies

National and firm-level drivers of the devolution of HRM decision making to line managers

Published

()

human resource management (HRM) talent management line managers HR role institutions and international business comparative HRM HUMAN-RESOURCE MANAGEMENT ORGANIZATIONAL PRACTICES INSTITUTIONAL THEORY CULTURAL-VALUES POWER DIMENSIONS HOFSTEDE DISTANCE GLOBE CONSEQUENCES

46

715

723

Multinational companies must understand the influences on responsibility for managing people so that they can manage talent consistently thus ensuring that it is transferable across locations. We examine the impact of firm and national level characteristics on the devolution of HRM decision making to line managers. Our analysis draws on data from 2335 indigenous organizations in 21 countries. At the firm level, we found that where the HR function has higher power, devolution is less likely. At the national level, devolution of decision making to line management is more likely in societies with more stringent employment laws and lower power distance.

10.1057/jibs.2015.5