15-16 April 2013EIASM Copenhagen Workshop HR Dr Ursula Schinzel EIASM 28 th Workshop on Strategic HRM 2013 15-16 April 2013 The Impact of Social Networking

15-16 April 2013EIASM Copenhagen Workshop HR Dr Ursula Schinzel

EIASM 28th Workshop on Strategic HRM 201315-16 April 2013

The Impact of Social Networking Technologies on Human Resources

Practices in Luxembourg

byDr Ursula Schinzel 00352.621.322.543

[email protected]

EIASM 28th Workshop on Strategic HRM 201315-16 April 2013

The Impact of Social Networking Technologies on Human Resources

Practices in Luxembourg

byDr Ursula Schinzel 00352.621.322.543

[email protected]

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Research Question:Research Question:

Why have HR specialists in Why have HR specialists in Luxembourg been reluctant to utilise Luxembourg been reluctant to utilise new social networking technologies, new social networking technologies, considering its special cultural considering its special cultural pattern following Geert Hofstede? pattern following Geert Hofstede?

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Review of the LiteratureReview of the Literature Participant Observation (Primary Data)Participant Observation (Primary Data) Interviews (Primary Data)Interviews (Primary Data) Questionnaires (Primary Data)Questionnaires (Primary Data)

My Research MethodologyMy Research Methodology

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Literature Review: HRLiterature Review: HR BadaBada BrattonBratton Collins & ClarkCollins & Clark Elms, Brammer, Harris & PhillipsElms, Brammer, Harris & Phillips English, Manton & WalkerEnglish, Manton & Walker Kraut & KormanKraut & Korman Kuvaas & DysvikKuvaas & Dysvik Mahoney & DeckopMahoney & Deckop MarchingtonMarchington Martin & ReddingtonMartin & Reddington RobertsonRobertson Ryan, Wiechmann & HemingwayRyan, Wiechmann & Hemingway Scullion, Collings & GunnigleScullion, Collings & Gunnigle SlagterSlagter SparrowSparrow TixierTixier

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Literature Review: Social Literature Review: Social NetworkingNetworking

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AulettaAuletta BarnesBarnes Beners-LeeBeners-Lee BoeseBoese CarrCarr Cross & ThomasCross & Thomas De SchweinetzDe Schweinetz Dodds, Muhamed & WattsDodds, Muhamed & Watts Fernandes, Castilla & MooreFernandes, Castilla & Moore Gilley & MaycunichGilley & Maycunich GodinGodin GranovetterGranovetter Guler & GuillenGuler & Guillen Hasgall & ShohamHasgall & Shoham JonesJones JarvisJarvis KirkpatrickKirkpatrick

Li & BernoffLi & Bernoff McLeanMcLean MilgramMilgram RauchRauch Recruitment MattersRecruitment Matters ReesRees SammartinoSammartino ShirkyShirky StengelStengel TapscottTapscott ZittrainZittrain


Literature Review: HofstedeLiterature Review: Hofstede The era before The era before

Hofstede:Hofstede: Maslow, AbrahamMaslow, Abraham McClelland, DavidMcClelland, David Herzberg, FrederickHerzberg, Frederick Rockeach, MiltonRockeach, Milton Hall, EdwardHall, Edward Kluckhohn, Florence and Strodtbeck, FredKluckhohn, Florence and Strodtbeck, Fred

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The era after Hofstede:The era after Hofstede: Triandis, HarryTriandis, Harry Smith, Peter, B.Smith, Peter, B. Schwartz, ShalomSchwartz, Shalom Trompenaars, Fons & Hamden-Turner, CharlesTrompenaars, Fons & Hamden-Turner, Charles De Mooij, MariekeDe Mooij, Marieke Inglehart, RonaldInglehart, Ronald The GLOBE, House, Robert; Hanges, Paul…The GLOBE, House, Robert; Hanges, Paul… Schein, EdgarSchein, Edgar Bond, Michael, HarrisBond, Michael, Harris Mintzberg, HenryMintzberg, Henry Minkov, MichaelMinkov, Michael Hofstede, Gert JanHofstede, Gert Jan McSweeneyMcSweeney

The era besides The era besides Hofstede:Hofstede:

Scholz, Christian; Böhm, HansScholz, Christian; Böhm, Hans Lewis, Richard D.Lewis, Richard D.

The era beyond Hofstede:The era beyond Hofstede: Aaker, JenniferAaker, Jennifer Briley, DonnelBriley, Donnel Nakata, CherylNakata, Cheryl Kirkman, Hong, Benet-Martínez, Leung, Hermans, Kempen….Kirkman, Hong, Benet-Martínez, Leung, Hermans, Kempen….


What did he do?What did he do? Born in the Netherlands in 1928Born in the Netherlands in 1928 IBM HRM research in the 1960sIBM HRM research in the 1960s 116,000 questionnaires116,000 questionnaires Identified 4 cultural dimensions, later added more:Identified 4 cultural dimensions, later added more:

IDV/COLL, UAI, PDI, MAS/FEM, IDV/COLL, UAI, PDI, MAS/FEM, LTO, IVR, MON.LTO, IVR, MON.

Dared to contradict Maslow, Herzberg, McClellandDared to contradict Maslow, Herzberg, McClelland Brought cultural research from the US to EuropeBrought cultural research from the US to Europe Emeritus Professor at Maastricht UniversityEmeritus Professor at Maastricht University http://www.geerthofstede.nl/

Start at 2:36Start at 2:36

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Geert Hofstede (1928- )Geert Hofstede (1928- )


LuxembourgLuxembourg

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Queen Mary II and Marie-Astrid


LuxembourgLuxembourg

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Unitary parliamentary democracy and constitutional monarchyUnitary parliamentary democracy and constitutional monarchy Grand Duke: HenriGrand Duke: Henri Prime Minister: Jean-Claude JunckerPrime Minister: Jean-Claude Juncker Official languages: Luxembourgish, French, GermanOfficial languages: Luxembourgish, French, German Capital Luxembourg (90,000 inhabitants)Capital Luxembourg (90,000 inhabitants) Size: 2,586 km2Size: 2,586 km2 Population total: 511,800Population total: 511,800 Motto: “Mir wëlle bleiwe wat mir sinn” Motto: “Mir wëlle bleiwe wat mir sinn” “We want to remain what we are” “We want to remain what we are”

Anthem: “Ons Heemecht” – “Our Homeland”Anthem: “Ons Heemecht” – “Our Homeland” Population total: 511,800Population total: 511,800 290,500 (56.76%) are Luxembourgers, 221,300 (43.24%) foreigners290,500 (56.76%) are Luxembourgers, 221,300 (43.24%) foreigners During the day-time 138,700 cross-border workers come to Lx to During the day-time 138,700 cross-border workers come to Lx to

work: 74,100 French, 37,800 Belgian and 37,500 German.work: 74,100 French, 37,800 Belgian and 37,500 German. 357,800 people are working in Lx, out of them 219,100 residents 357,800 people are working in Lx, out of them 219,100 residents

(138,700 cross-borderers = 39%).(138,700 cross-borderers = 39%).


History of HRMHistory of HRM

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Then: Then: Motivation, recruiting and Motivation, recruiting and

staffing, training, staffing, training, evaluation, recognitionevaluation, recognition

Twenty years ago: Twenty years ago: HR Administration: Salary, HR Administration: Salary,

vacation, absence, work vacation, absence, work hours, headcount, hours, headcount,

accountingaccounting

Recently: Recently: Communication, Communication, international HR, international HR,

recruiting in Globalised recruiting in Globalised HR world, networking, HR world, networking,

e-HRMe-HRM


Social Networking TechnologiesSocial Networking Technologies

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Clay Shirkey: Clay Shirkey:

GoogleGoogle

FacebookFacebook

LinkedInLinkedIn TwitterTwitter

ViadeoViadeo

XingXing

InternetInternet

BlogBlog

http://www.ted.com/talks/clay_shirky_how_cognitive_surplus_will_change_the_world.htmlStart at 3:18 Start at 3:18

GinGin TVTV

Social Social SurplusSurplus

15-16 April 2013EIASM Copenhagen Workshop HR Dr Ursula Schinzel 12

Hypothesis 1: Native Luxembourgers scores on PDI, UAI, IDV, MAS, LTO, IVR,

MON cultural dimensions are significantly different from the scores of non-Luxembourgers in Luxembourg

Hypothesis 2: There are significant differences between Hofstede et al.’s PDI, UAI,

IDV, MAS, LTO, IVR, MON cultural dimensions estimates for Luxembourg and the empirical values found in this study for

Luxembourgers with Luxembourgish Nationality

Hypothesis 3:HR specialists in Luxembourg are reluctant to utilise new social

networking technologies due to their specific cultural identity. HR practices remain therefore largely unchanged.


Hofstede’s Dimensions of CultureHofstede’s Dimensions of Culture

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Masculinity versusFemininity (MAS)

Power Distance Index (PDI)

Long-Term versus Short-Term

Orientation(LTO)

Indulgence versusRestraint (IVR)

UncertaintyAvoidance (UAI)

Individualism versus Collectivism

(IDV)

Monumentalism(MON)

Hofstede's Dimensions of Culture - Explained Easily :http://www.youtube.com/watch?v=6gJzRS0I7tA&feature=relatedhttp://www.youtube.com/watch?v=i2YG6Wb3j0s&feature=youtube_gdata_player


Hofstede’s Cultural Dimension:Interviews’ and Questionnaires’ Results in Collaboration with Lindab Buildings Diekirch

Table 1 Comparison Luxembourg – Luxembourg with Luxembourgish nationality (Lux. Nat.) – Hofstede’s estimates on Luxembourg (On a scale from 1-100, 1 being the lowest and 100 the highest score)

Luxembourg Lux. Nat. Hofstede’s estimates on Luxembourg

PDI 36 29 40UAI 97 95 70IDV 51.5 34 60MAS 47 54 50LTO 69 65 64IVR 53.5 55 56MON 10 24 -


Cultural dimensions in Luxembourg - Lux. Nat. – France – Germany – UK – Belgium FR – Belgium NL – Italy – the Netherlands NL – China – USA – Japan (on a scale from 0-100) (0=lowest, 100=highest)

Luxbg Lux.Nat.

France Germany UK Belgium FR

Belgium NL

Italy NL China USA Japan

PDI 36 29 68 35 35 68 61 50 38 80 40 54UAI 97 95 86 65 35 93 97 75 53 30 46 92IDV 51.5 34 71 67 89 71 78 76 80 20 91 46MAS 47 54 43 66 66 60 43 70 14 66 62 95LTO 69 65 63 83 51 82 82 61 67 87 26 88IVR 53.5 55 48 40 69 57 57 30 68 24 68 42MON 10 24 16 10 35 - - 35 11 0 57 4.0


Language as IdentifierLanguage as Identifier

Assure national Assure national identityidentity

World War 1 World War 1 and 2and 2

Discriminating Discriminating factor for factor for

identificationidentification

NationalityNationality

Access to Access to advantagesadvantages

ImportanceImportance


What means is your company What means is your company using in recruiting?using in recruiting?


Which digital social networks does Which digital social networks does your company use?your company use?


During the recruitment process, During the recruitment process, how does your company gather how does your company gather information about a candidate?information about a candidate?


After the recruitment process, how After the recruitment process, how does your company gather does your company gather

information about a candidate?information about a candidate?


Which internet pages are Which internet pages are accessible in your company (is accessible in your company (is

Facebook accessible?)Facebook accessible?)


How is Networking mainly done in How is Networking mainly done in Luxembourg?Luxembourg?


Correlation among all variables in SPSSCorrelation among all variables in SPSS

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PDI UAI IDV MAS LTO IVR MON HAPPY

GENDER AGE EDUCATION

PDI -

UAI -.021 -

IDV .135 -.011 -

MAS .206* -.060 .517** -

LTO .138 .059 .030 .000 -

IVR .031 .043 .318** .272** .042 -

MON .068 .023 .245** .129 -.089 .244** -

HAPPY .038 .160 .045 .014 .268** .293** .001 -

GENDER -.030 .073 -.041 -.012 .004 -.029 -.105 .029 -

AGE -.117 .031 -.059 .022 -.076 .108 -.312** .040 -.128 -

EDUCATION.037 -.155 .106 .094 .119 .112 .060 .082 .120 -.025 -

RANK.

.230** .210* -.001 .016 .080 -.043 .090 .006 .162 -.490** -.084

N=134; * p<.05; ** p<.001


What does this correlation What does this correlation matrix mean in recruiting?matrix mean in recruiting?

LuxembourgersLuxembourgers use their use their language as identifierlanguage as identifier are highly are highly uncertainty avoidant uncertainty avoidant

areare reluctant to utilising new social networking technologies (or reluctant to utilising new social networking technologies (or anything new)anything new)

are are long-term orientedlong-term oriented have have low power distancelow power distance

are are highly collectivisthighly collectivist and are and are happyhappy

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Hypothesis 1, 2, 3 are confirmed


Thank you for your attention

Dr Ursula Schinzel [email protected]

Documents

15-16 April 2013EIASM Copenhagen Workshop HR Dr Ursula Schinzel EIASM 28 th Workshop on Strategic HRM 2013 15-16 April 2013 The Impact of Social Networking