“…In reality, company background, in terms of, for example, size, history, ownership form, industrial sector, and nationality, may have profound influence in shaping management strategy, policy and practice. The importance of context in SHRM research has been well argued by a number of scholars (Cascio, 2015; Jackson & Schuler, 1995; Jackson et al, 2014; Kaufman, 2015a; see also Filippaios, Annan‐Diab, Hermidas, & Theodoraki, 2019). For Paauwe and Boselie (2003, p. 56), “differences in embeddedness and in institutional settings between, for example, countries affect the nature of HRM.” They use the theory of new institutionalism to demonstrate “a better way to understand the shaping of HR policies and practices in different settings” (Paauwe & Boselie, 2003, p. 56).…”