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Purpose– Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This has major implications for international human resource management, because the importance of different situational job characteristics for employee job satisfaction should differ across cultures. The purpose of this paper is to analyse if and how national power distance levels moderate different situational job characteristics' influence on job satisfaction.Design/methodology/approach– The authors refer to three approaches to culture: the frameworks of Hofstede and GLOBE as well as to current scores provided in a meta-analysis. The empirical findings are derived using regression analyses on a sample covering 16 nations.Findings– The results are convincing regarding the basic job satisfaction driver model not involving culture. However, the results on power distance's impact as well as its moderating role are strongly dependent on the culture concepts utilised. The authors provide an analysis of differences along the measurements behind the different concepts.Originality/value– The authors can conclude that national differences in job satisfaction, as found in various studies, are a result of differences in situational dispositions to work life rather than a result of different cultural surroundings in terms of power distance. The question is whether this is due to power distance's lack of impact or due to other factors, such as the difficulties of measuring culture. The authors discuss the differences which are due to different measurements. For ultimately confirming power distance's moderating role and for advancing theorizing in this field, further research, which can build on the framework offered in this paper, is needed that directly measures the individual power distance facets in addition to the job characteristics and satisfaction values.

The alignment of workplace situation and work values is an important indicator of job quality. From an international comparative perspective, it can be assumed that countries differ regarding the respective mismatch levels owing to institutional differences. However, these differences may be dynamic, and globalization approaches posit a general trend towards convergence. This paper tests these assumptions by asking how countries differ in their mismatch levels and how these differences develop over time. The empirical analysis is based on employee data from 1989 and 2005 for the USA, Great Britain, West Germany, Norway, and Hungary. Findings show that in 1989, West Germany exhibited lower mismatch levels than the USA and Great Britain. In contrast, findings for Norway are mixed, while Hungary displays mostly higher mismatch levels. A partial convergence of job security and income mismatch levels has taken place between the USA, Great Britain, and West Germany. Moreover, our findings underline the persistence of institutional differences in job quality.

"Outsourcingprozesse im Personalbereich (HR-Outsourcing) tangieren die Mitwirkungs- und Mitbestimmungsrechte von Betriebsräten und können potenziell die Beziehung zwischen Management und Betriebsrat nachhaltig beeinflussen. Inwieweit diese auf die betriebliche Mitbestimmung bezogenen Wirkungen in den Entscheidungsprozessen des Managements über das HR-Outsourcing berücksichtigt werden, wird in diesem Beitrag anhand der Daten aus einer Management-Befragung empirisch untersucht. Die Ergebnisse zeigen äußerst heterogene Einschätzungen der einzelnen Wirkungen seitens der befragten Manager sowie eine eher begrenzte Relevanz der kollektiven Arbeitsbeziehungen für die HR-Outsourcing-Entscheidungen." (Autorenreferat)

This study complements the discussion on changes in work values by insights about the dimension of altruistic work values, which to date has been largely neglected. In particular, we analyze how a change in the structure of the workforce (gender, age, and generation) has affected the importance of altruistic work values in the past decades. Using German data from four different years (1989, 1997, 2006, and 2016), we found that work values' importance has increased during the observed periods, while extrinsic work values have become less important and intrinsic work values have not changed. An increase of women and an aging workforce marginally have contributed to a change in altruistic work values, while shifting generational distribution had no effect. Overall, the explanatory powers of the included determinants are, despite their importance in theoretical discussions, fairly small. Thus, we discuss alternatives for explaining the change in altruistic work values.