A multi-method analysis of work-related preferences in three nations: implications for inter-and intra-national human resource management

Abstract

This study explores the structure of the work-related preferences (WRPs) of 175 Australian, 283 Mexican and 159 USA respondents through multidimensional scaling and a covariance structure analytic approach. The complexities inherent in interpreting multidimensional scaling solutions and the contribution confirmatory factor analysis can make in testing hypothesized WRP structures are highlighted. Empirical support is found for a six-factor structure of WRPs that is common (or etic) across samples, although more restrictive tests identified equivalence between the Australian and Mexican samples but, surprisingly, not the USA sample. These empirical findings have implications for international HRM policies and practices of multinational enterprises, as well as intra-national human resource management. Importantly, the present study provides quantitative empirical evidence supporting the aphorism in the international management literature 'think global, act local'.