The Transformative Impact of Cultural Values on HRM: Shaping Global Practices

Year 2025, Volume: 9 Issue: 18, 145 - 162, 30.09.2025

Meryem Uslu , Hatice Özutku

https://doi.org/10.29064/ijma.1754176

Abstract

This study explores the transformative impact of cultural values on human resource management practices through the lens of Hofstede’s cultural dimensions individualism-collectivism, power distance, and uncertainty avoidance. Drawing on a comprehensive review, the study analyzes how cultural values affect key HR functions, including HR planning, training and development, performance appraisal, compensation and rewards, recruitment and selection, and career planning. The findings reveal that while some practices are universally applied, their implementation vary significantly across cultural contexts. For instance, individual performance-based reward systems may be more effective in individualistic cultures, whereas collectivist societies benefit more from team-based incentives. The paper reveals the importance of culturally sensitive HR strategies. It also identifies key areas for future empirical research and calls for greater integration of cultural awareness into HR policies and organizational strategies.

Keywords

Culture , HRM , Individualism-collectivism , Power distance , Uncertainty avoidance

Kültürel Değerlerin İk Yönetimi Üzerindeki Dönüştürücü Etkisi: Küresel Uygulamaların Şekilllendirilmesi

Abstract

Bu çalışma, kültürel değerlerin insan kaynakları yönetimi (İKY) uygulamaları üzerindeki dönüştürücü etkisini, Hofstede’nin kültürel boyutlarından bireycilik-toplulukçuluk, güç mesafesi ve belirsizlikten kaçınma çerçevesinde incelemektedir. Kapsamlı bir literatür taramasına dayanan çalışma, kültürel değerlerin İK planlaması, eğitim ve geliştirme, performans değerlendirme, ücretlendirme ve ödüllendirme, işe alım ve seçim ile kariyer planlaması gibi temel İK fonksiyonlarını nasıl etkilediğini analiz etmektedir. Bulgular, bazı uygulamaların evrensel olarak kullanılıyor olmasına rağmen, bu uygulamaların hayata geçirilme biçimlerinin kültürel bağlamlara göre önemli ölçüde farklılık gösterdiğini ortaya koymaktadır. Örneğin, bireysel performansa dayalı ödül sistemleri bireyci kültürlerde daha etkili olabilirken, toplulukçu toplumlar takım temelli teşviklerden daha fazla fayda sağlamaktadır. Çalışma, kültürel hassasiyete sahip İK stratejilerinin önemini vurgulamakta, gelecekte yapılacak ampirik araştırmalar için temel alanları belirlemekte ve İK politikaları ile örgütsel stratejilere kültürel farkındalığın daha fazla entegre edilmesi çağrısında bulunmaktadır.

Keywords

Kültür , İKY , Bireycilik-toplulukçuluk , Güç mesafesi , Belirsizlikten kaçınma

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