A social institutionalist perspective on HR diffusion: historical and cultural receptivity to HRM in a post-communist context
本文提出社会制度主义框架，以罗马尼亚为例，分析后共产主义东欧国家在历史制度与文化影响下如何接受和吸收国际人力资源管理理念，对管理学者和实践者理解跨文化管理有参考价值。
This research considers cross-national diffusion of international human resource management (IHRM) ideas and practices by applying an emergent frame of sociological conceptualisation – 'social institutionalism' (SI). We look at cultural filters to patterns of diffusion, assimilation and adoption of IHRM, using Romania as a case study. The paper considers the former Communist system of employment relations, suggesting that through institutionalisation former ways of thinking have a residual influence on definitions and practice of people management in post-Communist Eastern Europe. The paper provides a new perspective on HRM by discussing the value of SI as a general model for understanding cross-cultural receptivity to HR ideas, sensitising the HR practitioner and academic to institutionalised culture as a historical legacy influencing absorption of international management ideas.