This study draws on institutional theory to investigate why and how staffing effectiveness varies across countries. Utilizing data from multiple sources (CRANET, GLOBE, WEF, Transparency International, Tightness-Looseness Index), it covers 2,918 organizations in 11 countries. Extending earlier research on comparative staffing that focuses on cultural or regulatory differences separately, our findings show that companies in different countries implement staffing practices in line with their normative (i.e., cultural), regulatory, and cognitive institutions. A second key finding shows that institutionally embedded staffing practices are associated with organizational turnover, thus challenging dominant universalist perspectives on staffing effectiveness. Finally, we shed light on a central yet understudied boundary condition of contextual perspectives on staffing by identifying the strength of institutional pressures (i.e., societal tightness-looseness) as a moderator of the relationships between national institutions, staffing, and turnover.
Bibliographical note© 2021 The Authors. Human Resource Management Journal published by John Wiley & Sons Ltd.
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- Staffing Effectiveness
- Organizational Turnover
- Institutional Theory
- Multilevel Analysis