Open Access. Powered by Scholars. Published by Universities.®
- Discipline
- Keyword
-
- China (1)
- Compensation (1)
- Cross-Cultural Comparison (1)
- Culture (1)
- Employee retention (1)
-
- High and low context cultures (1)
- Hofstede (1)
- Human Resource Management (HRM) (1)
- Human resource Information System (HRIS) (1)
- Income (1)
- Individualism and collectivism (1)
- Ireland (1)
- Job satisfaction (1)
- Management (1)
- Multinational company (1)
- Organisational Commitment (1)
- Organizational climate (1)
- Performance appraisal process (1)
- Readymade garments (1)
- Publication
Articles 1 - 4 of 4
Full-Text Articles in Human Resources Management
Impact Of Adopting Hris On Three Tiers Of Hrm: Evidence From Developing Economy, Irfan Saleem
Impact Of Adopting Hris On Three Tiers Of Hrm: Evidence From Developing Economy, Irfan Saleem
Business Review
In information based economies, cross-sectional studies are needed to uncover missing linkage between Human Resource Management and Information Technology. Consequently Human Resource (HR) researchers and managers need to rethink about achieving organizational objectives with and through the people added by modernized technology in this information age. The main objective of this study is to identify the contribution of Human Resource Information System (HRIS) adoption impact on three tiers i.e. Operational, Functional and Strategic Human Resource Management (HRM). Findings show that that HRIS adoption significantly impacts HRM Operational Processes and moderately facilitates its Functional Processes and provides insignificant support for Strategic …
The Effects Of Employees' Perceptions Of Performance Appraisal Process Of Readymade Garments Industries In Bangladesh : An Empirical Study, Dhasro Miah, A.K.M. Mominul Haque Talukder
The Effects Of Employees' Perceptions Of Performance Appraisal Process Of Readymade Garments Industries In Bangladesh : An Empirical Study, Dhasro Miah, A.K.M. Mominul Haque Talukder
Business Review
This study investigates the effects of employees' perception of performance appraisal process on organizational commitment, job satisfaction, and employee retention in readymade garments sectors. Results indicate a significant positive relationship between employee retention with performance appraisal process. Conversely, organizational commitment indicates a negative but not significant relationship with performance appraisal process. Study recommends that Readymade Garments sector requires fair performance appraisal system to enhance employee's job satisfaction and organizational commitment. It also asserts employers positive perception to employees regarding the performance appraisal implications. Finally, the study commends that collaboration between employers and employees is essential to build an effective performance …
Cultural Context And Its Affect On Management Practices In Organizations - A Special Focus Of Compensation Practices, Shandana Shuaib
Cultural Context And Its Affect On Management Practices In Organizations - A Special Focus Of Compensation Practices, Shandana Shuaib
Business Review
Management practices are carried out in organizations which operate in some sort of environment. The environment is basically divided into two types: internal environment and external environment. In both these environments culture constitutes the main part. Thus, in order to fully comprehend the management practices in organizations it is utmost necessary to understand the cultural context of that society in which it operates. Many management practices if enforced without taking into consideration its cultural context may not yield the expected results. Similarly a management practice which might be very effective in one culture may not be so in another cultural …
Is Organisational Commitment Culturally Bound?, Helen Chen, John Murray
Is Organisational Commitment Culturally Bound?, Helen Chen, John Murray
Irish Business Journal
The paper investigates whether organisational commitment is culturally bound. Literature was reviewed on the impact of Hofstede’s four dimensions of culture on organisational commitment. Three hypotheses were put forward in relation to the cultural impact on the three components of organisational commitment: affective, normative and continuance commitment. Data was collected from two branches of an American multinational corporation with operations in China and Ireland. The two cultures were chosen as they demonstrate differences as well as similarities on Hofstede’s dimensions, which provided an opportunity to explore the cultural impact. The results supported two of the hypotheses that Chinese employees have …