Étude du rôle de la culture nationale dans la relation entre les pratiques de GRH et de la performance organisationnelle : le cas des banques de vingt-deux pays d'Amérique du Nord, d'Europe et d'Asie

Abstract : The trend toward globalization seems to be stronger than event for the business community nowadays. Businesses set up new activities in foreign countries in order to gain access to new markets and to increase their sales. Although globalization is gaining in importance, many factors must be taken into account if one aspires to succeed abroad. One of those factors is national culture. National culture is the topic of this dissertation. The goal is to investigate how national culture can impact the relationship between human resources practices and organizational performances of banks in twenty-two countries of North-America, Europe and Asia. Our study looks more closely at the influence of eight dimensions linked to human resources (HR) practices (incentive income, training, recruiting, selection, employee s performance appraisal, work organization, communication, and job security) on organizational performances (social performances, economic performances, financial performances). We were able to establish that HR practices lead to different outcomes in different countries. For instance, some HR practices can have a positive influence in France but a negative influence in Japan because of the existence of a distinct culture. In order to measure national culture, we have used Geert Hofstede (1991) framework, which identifies national culture with four dimensions, power distance, individualism, uncertainty avoidance, and masculinity, in each country.
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Guy Arcand. Étude du rôle de la culture nationale dans la relation entre les pratiques de GRH et de la performance organisationnelle : le cas des banques de vingt-deux pays d'Amérique du Nord, d'Europe et d'Asie. Gestion et management. Université Paul Verlaine - Metz, 2006. Français. ⟨NNT : 2006METZ018L⟩. ⟨tel-01777249⟩

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