HRM from an international comparative perspective

This area of our research analyses the extent to which the effects of HRM depend on the institutional and cultural characteristics of a country. A fundamental assumption is that national institutional standards and cultural differences influence individual perceptions of working and employment conditions, which will lead to differentiated effects on employee well-being.

Furthermore, we adress the integration of international migrants (i.e. people who came voluntarily to Germany or have left their homeland due to political persecution, war, life-threatening emergencies, etc.) into local labour markets. Despite the increasing importance of international migration, there is very little research on this topic. In particular, there is a lack of studies on the individual, organisational and social factors influencing the integration success of international migrants. Our research objective is therefore to analyse the role of HRM activities and intercultural competences for the integration of international migrants.