Comparative Impact of Cross-Cultural

Management of Human Resource Practices

on Job Satisfaction
(A Case Study Banking Sectors of China And
Pakistan)

Cross-Cultural Management
 WHAT IS CULTURE
 The collection of beliefs, values, behaviors, customs,
and attitudes that distinguish the people of one society
from those of another (Steers, 2005)
 Culture has been defined as pertaining to the values,
ideas, symbolism and their related materials which
together impact human behavior (Kroeber and Parsons,
1958).
 The way of life, especially the general customs and
beliefs, of a particular group of people at a particular
time (Cambridge, Dictionary)
 WHAT IS CROSS CULTURE
 Cross cultural management can be defined as global
management, which studies the behavior of people in
organizations around the world and trains people to
work in organizations with employee and client
populations from several cultures (Burke, 1983).
 Dealing with or offering comparison between two or
more different cultures or cultural areas (Merriam-
Webster)
 THEORIES
 Social exchange theory is a broad conceptual paradigm
that spans a number of social scientific disciplines,
such as management, social psychology, and
anthropology. Despite its name, it is not a single theory
but is better understood as a family of conceptual
models (Cropanzano & Mitchell, 2005).
 Geert Hofstede’s theory about cultural values and
dimensions is probably the best known and most
quoted approach that relates to business organizations.
His point is that different cultures can be distinguished
“based on differences in what they value” (Steers,
2005).
 SIGNIFICANCE OF STUDY
 The significance of this study to investigate the
comparative impact of cross-cultural management of
human resource practices on job satisfaction,
 In this study China Pakistan cross-cultural
management to find the comparative impact and
determine significant differences.
 The significance of this study is unique in terms of its
population and location, this project will add the
existing knowledge about human resource practices.
 It will be benefits to the managers to help to take
organizational decisions and cross cultural dimensions.
 METHODOLOGY
 To examine the impact the data will collect from the
banking sectors of China Pakistan and survey approach
will be used for data collection through a questionnaire
the sample size is 500 employees of banks of both
countries. The regression test used for analysis and
tests dimensions.
THEORETICAL FRAMEWORK
 HYPOTHESES
 H1: All Predictors are predicted the job satisfaction.
 H2: There is a significant relationship between organizational supports
and job satisfaction in reward assumption of social exchange theory
then cost assumption.
 H3: There is a significant relationship between achievement reward and
job satisfaction in reward assumption of social exchange theory then
cost assumption.
 H4: There is a significant relationship between teamwork and job
satisfaction in collectivism cultures then individualism culture.
 H5: There is a significant relationship between ability to balance one’s
work and life, and job satisfaction in individualistic cultures than in
collectivistic cultures.
THANKS