Abstract
Approaching management sciences is based on empirical analysis of the facts and phenomena. In the research field of Human Resource Management (HRM) there has always been a need to explore and explain the similarities and differences in HRM practice of diverse countries. To do so, various national cultural and institutional characteristics used to be considered by comparative HR research on IHRM practices. The studies also target not only to examine whether country groups or regions can be detected with distinctive HRM characteristics but also to search for the explanatory factors of it. Following contextual research paradigm this paper is trying to find an answer for the question: what characteristic features the HRM practice of Central and Eastern European countries show compared to the current global tendencies. In addition to theoretical approaches related to HRM, the study follows the conceptual framework provided by cultural clusters and comparative economics.
Highlights
The relationship between socio-economic development and culture has been the focus of researchers for several decades
Data about Hungary appears as a separate „cluster“ in the analysis. (Comments: Since most of the authors live in this country, we considered it is useful to analyse data of a Hungarian cluster as well.) Only the countries involved in the CRANET survey of 2008-2010 and 2014-2016 were included in the sample
The research based on the latest two CRANET surveys focuses on the changes in HR area since the recent economic crisis
Summary
The relationship between socio-economic development and culture has been the focus of researchers for several decades. A need has been developed in the field of management research to find an explanation for the Global, Regional and Local Similarities and Differences in HRM. The expansion of globalization has led to increasing demand for comparative research (Brewster, 2007); this tendency can be observed in a special field of management sciences – the HRM. There have been numerous explanations to promote the understanding of differences between the regions and countries, and a number of researchers have pointed out the correlations between culture and the behavioral patterns in the economy and economic performance Since there are country and regional differences in human resource management, another important issue is, whether these differences are decreasing or increasing; and the increasing globalization of business life results in similarities or even more differences in HR practices of different regions (Brewster, 2004)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: Journal of Eastern European and Central Asian Research
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
