Purpose-The conceptual framework developed in the present study highlights the importance of HR practices as a mediator between national culture and employees' careers. Design/methodology/approach-Literature study and the development of a conceptual model Findings-The article contributes to the literature by focusing on how culture via HR practices might influence career success. Drawing on Hofstede's cultural dimensions, five propositions are developed regarding the impact of culture on career-relevant HR practices, and how these practices are likely to influence employee career success. Research limitations/implications-Culture's effect should not be overstated. Looking at our propositions, it is possible that the influence of HR practices on career success is more pronounced than the direct effects of culture on career success. Future work is needed to measure and compare the relative strength of different associations as well as the possibility that other HR dimensions relevant to the study of career success may exist Originality/value-At a general level, there is ample evidence of the impact of culture on the effectiveness of a variety of individual outcomes. We focused on the mediating role of HR practices as opposed to advancing hypotheses about direct relationships between culture and career success.

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