The Effect of National Culture and Institutions on Training and Development Practices
Open Access
Author:
Chung, Andrea
Area of Honors:
Labor and Employment Relations
Degree:
Bachelor of Arts
Document Type:
Thesis
Thesis Supervisors:
Elaine Farndale, Thesis Supervisor Mark Sebastian Anner, Thesis Honors Advisor
Keywords:
National Culture Institutions Training Development
Abstract:
This study explores how culture and institutions influence the type of training and
development programs organizations implement. Institutional Theory and institutional
isomorphism, in particular coercive and normative mechanisms, are used as a framework. As little research has previously been done on training and development in the context of culture and institutions, this work is largely explorative. The study utilizes a 3x5 design, with the three countries (France, Germany, and the U.S.) as the independent group, and the five training methods (succession planning, formal career planning, high-flier programs, mentoring programs,and job rotation) as the dependent variables. The data used in this study is taken from the 2010 Cranet Survey, which collects data on human resource management practices used in organizations of various sizes and sectors from countries all over the world. Results indicate that a country’s culture and institutions have little influence over the training and development practices of organizations. Other factors such as strategic choice may offer alternate explanations.
