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Gender equality and comparative HRM: A 40-year review
Affiliation:1. The University of Texas at El Paso, Department of Marketing, Management, and Supply Chain El Paso, TX 79968-0539, USA;2. Zayed University, Department of Business Transformation, Suwaihan Road, Khalifa City A, Abu Dhabi, United Arab Emirates;3. Southwestern University, Department of Economics and Business, Georgetown, TX 78626, USA;1. College of Business Administration, University of Sharjah, Sharjah, United Arab Emirates,;2. NUST Business School, National University of Sciences and Technology (NUST), Islamabad, Pakistan;1. NUST Business School, National University of Sciences and Technology (NUST), H-12, Islamabad, Pakistan;2. College of Business Administration, University of Sharjah, Sharjah, United Arab Emirates,
Abstract:Guided by comparative human resource management (HRM) research, we review and critically assess the literature on gender equality in work settings. To this end, we consider quantitative articles published between 1980 and 2021. We apply a multi-level and multi-dimensional framework focused on three gender equality perspectives (i.e., Hofstede, GLOBE, and socioeconomic) and the HRM chain (e.g., policies and practices) as well as individual and organizational outcomes. Consistent with previous literature in the field of comparative HRM, we find that the three gender equality perspectives explain significant differences in the HRM chain as well as in both individual-level and organizational-level outcomes. Extending comparative HRM literature, we find that the three gender equality perspectives influence our research community differently, show similarities and differences in outcomes, associate with different effects (i.e., enabling and enhancing), and differ in the direction of such effects. Our study contributes to evidence-based policy and practice in organizations that align their HR strategies to the United Nations Sustainable Development Goal 5 (Gender Equality).
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