A Comparison of HRM Systems in the USA, Japan and Germany in their Socio-Economic Context
A Comparison of HRM Systems in the USA, Japan and Germany in their Socio-Economic Context
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美国、日本和德国人力资源管理系统的社会经济背景比较
DOI：
10.1111/j.1748-8583.2006.00009.x
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发表时间：
2006
影响因子：
5.5
通讯作者：
Markus Pudelko
中科院分区：
文献类型：
--
作者：
Markus Pudelko
本文对美国、日本和德国公司的人力资源实践进行了比较分析。起点是对三个人力资源系统的管理、经济、社会政治和文化背景的调查。我们将证明，美国和日本人力资源系统的社会经济背景因素在许多方面处于相反的两端，而德国因素则介于两者之间。随后，对这三个人力资源系统本身进行了分析。数据显示，同样的模式（美国和日本处于极端，德国处于中间位置）也适用于人力资源系统。这表明相关的社会经济背景与人力资源体系的建立高度相关。这一结果并不排除将国外人力资源模式的人力资源实践融入国内人力资源实践或跨国公司人力资源实践的标准化工作，而是将跨文化学习和标准化的潜力限制在“适合”相关社会文化背景的范围内。
This article provides a comparative analysis of the HR practices of American, Japanese and German companies. The starting point is an investigation of the managerial, economic, socio-political and cultural contexts of the three HR systems. It will be demonstrated that the socio-economic contextual factors of the American and Japanese HR systems are in many ways at opposite ends of the spectrum, with the German factors in between. Subsequently, the three HR systems themselves are analysed. The data show that the same pattern, USA and Japan at the extremes and Germany taking a middle position, is valid also for the HR systems. This suggests that the relevant socio-economic context is highly pertinent for the establishment of an HR system. This outcome does not exclude either the integration of HR practices from a foreign HR model into the domestic one or standardisation efforts of HR practices of multinational companies, but confines the potential for cross-cultural learning and standardisation to what is within the ‘fit’ of the relevant socio-cultural context.