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Organisational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang, Cynthia D. Fisher
Organisational And Environmental Factors Related To Hrm Practices In Hong Kong: A Cross-Cultural Expanded Replication, James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang, Cynthia D. Fisher
Cynthia D. Fisher
Data were collected from 151 Hong Kong organisations to determine the effect of culture, firm size, level ofunionsation and several indices related to the presence of an HRM department within the firm on Human Resource Management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionisation were moderate predictors while firm size and the existence of specialised training departments within the HRM department were the strongest preditors of HR practices.
Human Resource Practices In Hong Kong And Singapore: A Comparative Analysis, James B. Shaw, Paul S. Kirkbride, Cynthia D. Fisher, Sara F. Y. Tang
Human Resource Practices In Hong Kong And Singapore: A Comparative Analysis, James B. Shaw, Paul S. Kirkbride, Cynthia D. Fisher, Sara F. Y. Tang
Cynthia D. Fisher
Extract:Due to the explosive growth of the Asian economies over the past two decades, considerable attention has been focused on the human resource management (HRM) practices of Asian businesses. In the 1980's, numerous authors described Japanese HRM practices and debated their applicability and transferability to firms in other Asian and Western nations. Although interest in Japanese HRM practices continues, increasing attention is being drawn to management practices of firms in the "little dragons" of East Asia --- Hong Kong, Singapore, Taiwan and South Korea. These "little dragons" have had phenomenal economic success in the last 20 years, with many authors …