Abstract
This paper examines the role of institutional and cultural differences in the link between employees' satisfaction with HR practices and their affective commitment by focusing on counter clerks in financial services workplaces in the UK and Thailand. The results show that while the connection between satisfaction and commitment is of similar magnitude in the UK and Thailand, that level of commitment is linked with different HR practices. The results are consistent with cultural and institutional differences between the two countries and serve as a reminder that managers should consider the specific conditions in which they operate rather than simply adopting a best-practice approach to HRM.
Published Version
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