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題名 Strategic HRM in China: Configurations and competitive advantage
作者 Chow, I. H.;Huang, Jia-Chi ; Liu, S.
黃家齊
貢獻者 企管系
日期 2008.10
上傳時間 27-Mar-2014 09:29:47 (UTC+8)
摘要 The strategic HR literature suggests that a firm will perform better through internal appropriate fit among HRM practices (the configuration fit) and through external appropriate fit between a firm`s HRM practices and business strategy. The present study adopts a configuration approach to identify unique patterns of HR practices and business strategy that are posited to be maximally effective. The proposed relationships were empirically tested by surveying with a sample of 241 business firms in Guangzhou, South China, to find out the extent that four HR configurations could be successfully adopted in the Chinese context. The results revealed that HR configurations are significantly related to effect in predicting overall outcome performance and turnover, but not significantly related to effect on sales growth and profit growth rates. Research findings showed not only competitive strategies are significantly related to effect on HR configurations. The results also showed significant interaction effects between HR configurations and business strategy in their effect on profit and sales growth. These results further extended support for a contingency perspective in strategic HRM to the Chinese context, with significant practical implications for managing HRM in China.
關聯 Human Resource Management,47(4), 687-706
資料類型 article
dc.contributor 企管系en_US
dc.creator (作者) Chow, I. H.;Huang, Jia-Chi ; Liu, S.en_US
dc.creator (作者) 黃家齊-
dc.date (日期) 2008.10en_US
dc.date.accessioned 27-Mar-2014 09:29:47 (UTC+8)-
dc.date.available 27-Mar-2014 09:29:47 (UTC+8)-
dc.date.issued (上傳時間) 27-Mar-2014 09:29:47 (UTC+8)-
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/64931-
dc.description.abstract (摘要) The strategic HR literature suggests that a firm will perform better through internal appropriate fit among HRM practices (the configuration fit) and through external appropriate fit between a firm`s HRM practices and business strategy. The present study adopts a configuration approach to identify unique patterns of HR practices and business strategy that are posited to be maximally effective. The proposed relationships were empirically tested by surveying with a sample of 241 business firms in Guangzhou, South China, to find out the extent that four HR configurations could be successfully adopted in the Chinese context. The results revealed that HR configurations are significantly related to effect in predicting overall outcome performance and turnover, but not significantly related to effect on sales growth and profit growth rates. Research findings showed not only competitive strategies are significantly related to effect on HR configurations. The results also showed significant interaction effects between HR configurations and business strategy in their effect on profit and sales growth. These results further extended support for a contingency perspective in strategic HRM to the Chinese context, with significant practical implications for managing HRM in China.en_US
dc.format.extent 253895 bytes-
dc.format.mimetype application/pdf-
dc.language.iso en_US-
dc.relation (關聯) Human Resource Management,47(4), 687-706en_US
dc.title (題名) Strategic HRM in China: Configurations and competitive advantageen_US
dc.type (資料類型) articleen