Impact of Nationality on Employees’ Perception towards Human Resource Management Policies

Abstract

Globalisation has led to opening up avenues when it comes to business opportunities. Multinational Organizations nowadays tend to have a presence in various nations and also have a tendency to employ a diverse work force. Therefore the HR department has had to make a lot of changes in the way their organizations work culture is developed since they have to incorporate the views and culture of employees from diverse backgrounds. It is important to understand their views and to determine how the HRM policies affect them. This study delves into the concept of employee perceptions on various HRM policies from the perspective of one's nationality. A cross sectional survey and quantitative survey methodology was adopted for this study. The study determines that if individuals perceive certain practices in a positive light, then there's a very good chance that they will consider the rest of the HR practices with the same positive outlook and vice versa.

Effects of HRM Practices on Chinese Firms’ Organizational Performance: The Moderating Effect of CEO Support

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Creating resource passageways in cross-cultural virtual work teams: a longitudinal field study

“…Thus, their perspective is important to have a comprehensive understanding of HR policies. A cross-sectional study was conducted with employees from various nationalities, showing that nationality significantly influences an individual's perceptions regarding training and development programs (Jacob and Jolly, 2012). Also, past researchers (e.g.…”

Correlates of HRM Practices and Organisational Commitment of Retail Employees in Delhi-NCR

“…They found a positive relationship between HRM practices and organisational commitment in a study of 50 business units from a large food service corporation. Studies by Gartner and Nollen (1989), Appelbaum, Bailey, Berg and Kalleberg (2000) and Thite, Wilkinson & Shah (2012) (cited by Jacob & Jolly, 2012) show that not only the presence of HR practices but also their perceptions of these practices at the workplace are factors that affect employee satisfaction and commitment. According to Guest (1997), the implementation of HRM pre-empts that enhanced performance of employees is accomplished in the firm.…”

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