Organizational and HRM Strategies in Korea: Impact on Firm Performance in an Emerging Economy

Future research on human resource management systems in Asia

“…Few scholars have initiated such examinations in the Asian context. For example, Bae and Lawler (2000) in Korea, Huang (1998) in Taiwan, andAgarwala (2003) and Singh (2003) in India have pointed to the importance of efficient HRM for successful operations. Expectedly, the messages emerging from these investigations are mixed and less conclusive.…”

“…Research is required on the dynamics of diversity management in the Asian context and strategies for managing diversity Pilling (2003) HRM and organizational performance Bae and Lawler (2000), Huang (1998), Agarwala (2003), Singh (2003) Have noted the mixed and less conclusive results relating to the contribution of HRM to firm performance in the Asian context Research also needed to highlight the nature and kind of legislation suitable to safeguard the increasing diverse workforce Kao et al (1999), Kidd et al (2001) Research limited to simplistic comparisons, correlational analysis providing no insight into underlying processes and skewed, idiosyncratic sampling It is necessary to examine this relationship in the Asian context and to shed light on which school of thought (universal-best practices, contingency or bundles) is more applicable in Asian organizations Researchers need to continuously develop, test and re-test constructs suitable for conducting research in the Asian Context.…”

Guanxi and leader member relationships between American managers and Chinese employees: open-minded dialogue as mediator

“…However, as empowerment researchers have emphasized, managers want to be reassured that employees have the competence to complete the tasks successfully before they assign jobs and promotions (Bae & Lawler, 2000;Ramus & Steger, 2000). Foreign managers then should know their local employees and appreciate their abilities and limitations so that they can assign them appropriate tasks and promote them effectively.…”

Using social exchange theory to predict the effects of high‐performance human resource practices on corporate entrepreneurship: Evidence from China

“…After specifying the domains of human resource practices, we generated items for each domain based on an extensive literature review and in-depth interviews with human resource managers. Two measures reported in the literature provided the initial pool of items: Bae and Lawler's (2000) measure, which Snell and Dean (1992) developed originally and then Delery and Doty (1996) measured. Interviews with human resource managers assured the relevance of these items, with these managers suggesting several additional items.…”