{"citation":{"apa":"Prince, N. R., &#38; Kabst, R. (2019). Impact of national culture on organizations’ use of selection practices. <i>Employee Relations: The International Journal</i>, 1145–1161. <a href=\"https://doi.org/10.1108/er-10-2018-0284\">https://doi.org/10.1108/er-10-2018-0284</a>","bibtex":"@article{Prince_Kabst_2019, title={Impact of national culture on organizations’ use of selection practices}, DOI={<a href=\"https://doi.org/10.1108/er-10-2018-0284\">10.1108/er-10-2018-0284</a>}, journal={Employee Relations: The International Journal}, author={Prince, Nicholas Ryan and Kabst, Rüdiger}, year={2019}, pages={1145–1161} }","mla":"Prince, Nicholas Ryan, and Rüdiger Kabst. “Impact of National Culture on Organizations’ Use of Selection Practices.” <i>Employee Relations: The International Journal</i>, 2019, pp. 1145–61, doi:<a href=\"https://doi.org/10.1108/er-10-2018-0284\">10.1108/er-10-2018-0284</a>.","ieee":"N. R. Prince and R. Kabst, “Impact of national culture on organizations’ use of selection practices,” <i>Employee Relations: The International Journal</i>, pp. 1145–1161, 2019.","short":"N.R. Prince, R. Kabst, Employee Relations: The International Journal (2019) 1145–1161.","chicago":"Prince, Nicholas Ryan, and Rüdiger Kabst. “Impact of National Culture on Organizations’ Use of Selection Practices.” <i>Employee Relations: The International Journal</i>, 2019, 1145–61. <a href=\"https://doi.org/10.1108/er-10-2018-0284\">https://doi.org/10.1108/er-10-2018-0284</a>.","ama":"Prince NR, Kabst R. Impact of national culture on organizations’ use of selection practices. <i>Employee Relations: The International Journal</i>. 2019:1145-1161. doi:<a href=\"https://doi.org/10.1108/er-10-2018-0284\">10.1108/er-10-2018-0284</a>"},"year":"2019","author":[{"full_name":"Prince, Nicholas Ryan","last_name":"Prince","first_name":"Nicholas Ryan"},{"id":"42362","full_name":"Kabst, Rüdiger","last_name":"Kabst","first_name":"Rüdiger"}],"language":[{"iso":"eng"}],"doi":"10.1108/er-10-2018-0284","publication_identifier":{"issn":["0142-5455"]},"_id":"15269","publication_status":"published","type":"journal_article","title":"Impact of national culture on organizations’ use of selection practices","department":[{"_id":"274"}],"date_updated":"2022-01-06T06:52:20Z","publication":"Employee Relations: The International Journal","status":"public","date_created":"2019-12-10T12:42:32Z","abstract":[{"lang":"eng","text":"<jats:sec>\r\n<jats:title content-type=\"abstract-subheading\">Purpose</jats:title>\r\n<jats:p>The purpose of this paper is to investigate the impact of national culture on organizations’ use of selection practices, specifically to investigate the impact of in-group collectivism, uncertainty avoidance and power distance on interview panels, one-on-one interviews, applications forms, references, ability, technical and psychometric tests.</jats:p>\r\n</jats:sec>\r\n<jats:sec>\r\n<jats:title content-type=\"abstract-subheading\">Design/methodology/approach</jats:title>\r\n<jats:p>This study uses survey data from the 2008–2010 CRANET database. It uses OLS regression analysis to test the impact of national culture on organizations’ use of selection practices.</jats:p>\r\n</jats:sec>\r\n<jats:sec>\r\n<jats:title content-type=\"abstract-subheading\">Findings</jats:title>\r\n<jats:p>In-group collectivism increases the use of panel interviews and technical tests, and decreases the use of one-on-one interviews and application forms. Uncertainty avoidance increases the use of panel interviews and technical tests, and a decrease in one-on-one interviews, applications ability, and psychometric tests. Power distance leads to an increase in one-on-one interviews, applications and ability tests, and a decrease in panel interviews, psychometric tests and references.</jats:p>\r\n</jats:sec>\r\n<jats:sec>\r\n<jats:title content-type=\"abstract-subheading\">Originality/value</jats:title>\r\n<jats:p>This paper investigates the use of the impact of national culture on selection practices. Specifically, it looks at the use of a large number of selection practices panel interviews, one-on-one interviews, applications and references, and several different tests, ability, technical and psychometric.</jats:p>\r\n</jats:sec>"}],"user_id":"42362","page":"1145-1161"}