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By nature, a multinational is established in several countries or even continents, where it faces diverse cultures, sometimes vastly different. Among the criteria for differentiation are religious beliefs and the level of religiosity of populations. When it comes to managing religious matters in the...
Kaydedildi:
| Asıl Yazarlar: | , , |
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| Materyal Türü: | Article ou chapitre numérique |
| Dil: | Français |
| Baskı/Yayın Bilgisi: |
2024
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| Online Erişim: | Accès Université d'Orléans et IFPM |
| Özet: | By nature, a multinational is established in several countries or even continents, where it faces diverse cultures, sometimes vastly different. Among the criteria for differentiation are religious beliefs and the level of religiosity of populations. When it comes to managing religious matters in the workplace, this diversity of contexts can be a real challenge for the organization. Building on the neo-institutional framework, this article aims to provide a theoretical analysis framework for understanding how the policy for regulating religious matters at work in a multinational can evolve across different cultural and religious contexts. Thus, several variables emerge from the literature – the degree of cultural proximity on one hand and institutional pressures on the other – that can explain the evolution of this HR policy. |
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