Do jobs matter more than nations? Cultural constraints on organizational performance

Abstract

Purpose

The purpose of this paper is to introduce new perspectives on the job position analysis practice rooted in the traditional person-job fit approach. It highlights selected theoretical assumptions and the case of a company challenged by hidden cultural constraints on the work environment. The author attempts to show how human resources management may benefit from incorporating the aspect of cultural traits in job position analysis. Next, the author provides a regulatory definition of a job position culture, followed by practical guidelines to facilitate a better person-job fit across various work environments.

Design/methodology/approach

The paper opts for a conceptual contribution by introducing a new term “job position culture” as, companies are challenged by new management difficulties when creating universal job position descriptions and a better person-job fit. The paper highlights the need of including additional, cultural aspects of the work environment to better manage organizational change.

Findings

The paper shows how cultural traits could be implemented in human resources management such as recruitment and selection, as well as efficient job position management. A regulatory definition of job position culture is proposed, and some practical implications for a more complete organizational change management in job cultures.

Research limitations/implications

The regulatory definition for the job position culture, presented in the paper, is at the preliminary and theoretical stage. It requires being operationalized and implemented it in each job analysis case.

Practical implications

The new, cultural perspective on the job analysis may serve for the more adequate fit of personnel to the work environment and better manage organizational change including distinct job cultures.

Social implications

The cultural perspective on a job analysis may serve a more adequate fit and work satisfaction of workers resulting in job attachment and better work performance.

Originality/value

The paper shows the need to study additional work environment traits on the bases of the regulatory definition of job position culture.

Citation

Wolonciej, M.T. (2018), "Do jobs matter more than nations? Cultural constraints on organizational performance", Journal of Organizational Change Management, Vol. 31 No. 3, pp. 494-511. https://doi.org/10.1108/JOCM-04-2017-0137