Convergence and Divergence in Asian Human Resource Management

Rowley, Chris; Benson, John

doi:10.2307/41166124

Cited by 141 publications

(97 citation statements)

References 38 publications

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“…At one level then, state policies have, for quite some time, encouraged convergence towards western norms in HRM in certain elements of the Chinese business system (Cousin 2011;Sachs and Woo 2001). That said, there is a large body of research which argues that Chinese cultural values may influence the implementation of HRM practices developed in the west leading to divergence and differentiation (Cooke 2013;Rowley and Benson 2002;Warner 2010). Another important source of divergence stems from differences in national level regulations and business systems.…”

Section: Introductionmentioning

confidence: 99%

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Performance appraisal in Western and local banks in China: the influence of firm ownership on the perceived importance ofguanxi

Nolan

2015

The International Journal of Human Resource Management

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The Chinese cultural factor guanxi has an important influence on the implementation and effectiveness of HRM practices in China (Chen and Chen 2013;Nolan 2011;Rowley and Benson, 2002;Warner 2014). However few studies have investigated how guanxi influences performance appraisal in organizations with different ownership structures. We investigated this issue by studying three banks operating in mainland China: a state-owned commercial bank, a foreign owned bank and a city commercial bank. Both quantitative data (survey of 308 employees) and qualitative data (22 in-depth interviews) was used. Macro-level convergence and micro-level divergence was found among the banks. The reform of the performance appraisal system in the state-owned commercial bank indicated a degree of convergence in the appraisal system towards a form commonly found in western banks, at least on the surface. However there were differences in implementation level in the three banks. The perceived influence of guanxi on performance appraisal was strongest in the state-owned bank and weakest in the western-owned bank. The reasons for this included generational differences in cultural values, the international experience of employees and managers, and the degree of alignment between senior managers and others over the purpose of appraisal.

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Section: Introductionmentioning

confidence: 99%

“…

AbstractThe Chinese cultural factor guanxi has an important influence on the implementation and effectiveness of HRM practices in China (Chen and Chen 2013;Nolan 2011;Rowley and Benson, 2002;Warner 2014). However few studies have investigated how guanxi influences performance appraisal in organizations with different ownership structures.

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confidence: 99%

Performance appraisal in Western and local banks in China: the influence of firm ownership on the perceived importance ofguanxi

Nolan

2015

The International Journal of Human Resource Management

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“…Therefore, it is necessary for managers to build their companies' competitiveness through management practices firmly anchored on the cultural traits of their countries, instead of looking for practices from successful companies elsewhere. Supporting this argument, Rowley and Benson (2002) in an analysis of key Asian economies find that in the context of globalization, many differences remain due to a variety of limiting factors, ranging from economic stages of development to business strategies, national culture and fixed enterprise mindsets. Similarly, based on a series of analysis of Southeast Asian countries, LaVan and Murphy (2007) illustrate relations between national culture, human development, and business and growth competitiveness.…”

Section: Review Of Literaturementioning

confidence: 95%

Relevance of country-level competitiveness indexes in Asian economies: a critical review

Das

Kaul

2017

AJER

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This paper investigates popular country-level competitiveness indexes, analyzes their structural validity and assesses their ability to explain performance of economies and firms in key Asian economies. Time series cross correlation technique has been used to identify (a) presence of relationship between indexes, (b) presence of relationship between an index and macroeconomic performance of the country and (c) presence of relationship between an index and firm-level performance in the country. Analysis shows issues with the construct of indexes, presence of a large number of interdependent variables and significant presence of subjective data points collected through opinion polls, leading to a lack of robustness. It is also found that indexes do not correlate with each other in time series analysis. Indexes are able to explain macroeconomic performance of a nation, but they fail to relate to firm-level performance, suggesting reducing practical applicability of the indexes. Practitioners who utilize country-level competitiveness indexes for policy decisions or business decisions will be find the results insightful.

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“…First, the reinvigoration and development of the important convergence and universalism debates in light of possible applications in different economies and trends such as globalization and 'best practices' (Rowley/Bae 2001;Rowley/Benson 2000;2002;2004). Within this is a sub-strand dealing with analysis of HRM at various levels and degrees (Rowley/Benson 2002;2004;. Second, there has been a broadening of comparisons, taking in not only more, but also somewhat different and under-researched, Asian economies (Rowley/AbdulRahman 2008).…”

Section: Introductionmentioning

confidence: 99%

Multinational Corporations (MNCs)

2012

SAGE Brief Guide to Corporate Social Responsibility

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In this introduction, we look at the management of human resources in the Asia Pacific region. We start with an overview of the countries involved, ranging from the hugely populated China to the city-State of Singapore, proposing three categories of economies and the people-management systems, namely the 'developed', the 'developing' and the 'transitional'. After this, we examine the labour markets and employment trends to be found in the region, raising a number of issues relating to future job prospects. We argue that these labour market/employment phenomena and peoplemanagement developments are closely intertwined. A further section sums up the findings of the contributors to this Special Issue. Finally, we present our conclusions.

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Convergence and Divergence in Asian Human Resource Management

Cited by 141 publications

References 38 publications

Performance appraisal in Western and local banks in China: the influence of firm ownership on the perceived importance ofguanxi

Performance appraisal in Western and local banks in China: the influence of firm ownership on the perceived importance ofguanxi

Relevance of country-level competitiveness indexes in Asian economies: a critical review

Multinational Corporations (MNCs)

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