HR practices from the perspective of managers and employees in multinational enterprises in China: Alignment issues and implications

Zhu, Cherrìe Jiuhua; Cooper, Brian; Fan, Di; Cieri, Helen De

doi:10.1016/j.jwb.2012.07.008

Cited by 38 publications

(42 citation statements)

References 76 publications

(102 reference statements)

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“…Existing research on employee management tends to study factors such as personal characteristics (Meyer & Allen, 1984), job characteristics (Meyer & Maltin, 2010), supervisor-subordinate relations (Zhu, Cooper, Fan, & Cieri, 2013), organizational characteristics (Allen & Shanock, 2013), and role states (Biswas & Bhantnagar, 2013) from the perspective of HRM practices. Relatively less research has tended to investigate the links between such factors and organizational performance (Sun, Aryee, & Law, 2007).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…The result suggests that if POEs pay more attention to IMO, they will in return have better employee commitment, retention and organizational performance. This is understandable as POEs face more challenges in terms of recruiting and retaining skilled staff in the competitive Chinese labor market (Zhu et al, 2013). Unlike SIEs which are constrained by their historical heritage, i.e.…”

Section: Ownership Types Mattermentioning

confidence: 99%

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Enhancing firm performance through internal market orientation and employee organizational commitment

Yen

Barnes

et al. 2017

The International Journal of Human Resource Management

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Considering the importance of retaining key staff and managing the negative impact of high labor turnover on firm performance, this study investigates the notion of internal market orientation (IMO) as an employee management tool for helping companies retain employees and leverage performance via their organizational commitment. Drawing on data from three different managerial respondents in 275 companies based in China, the findings demonstrate the precedential effect of IMO on corporate performance through employees' organizational commitment and retention. Interdepartmental relationship and interdepartmental communication, together with ownership types are identified as potential moderating variables, which may vary IMO's effectiveness in the framework. This study provides scholars and practitioners with empirical evidence of IMO's contribution to different industries and markets. Building on a western perspective, this study extends the literature in an emerging market context and specifically has implications for managing Chinese employees.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Section: Ownership Types Mattermentioning

confidence: 99%

Enhancing firm performance through internal market orientation and employee organizational commitment

Yen

Barnes

et al. 2017

The International Journal of Human Resource Management

View full text Add to dashboard Cite

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“…Some of these theories (e.g., expectancy theory, behavioural and motivation theory, human capital theory, systems theory, exchange theory, human relations theory, normative theories of HRM, etc ) provide insights into how HR practices affect employee performance ( 2,31,(33)(34)(35) .…”

Section: "Ss Antonio E Biagio E Cesare Arrigo" Working Paper Of Publmentioning

confidence: 99%

The Effect of Human Resource Practices on Employee Performance in Hospitals: A Systematic Review

Gile

2013

Work Paper Public Hlth

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“…Employees may be acquired from within the organization in question or on the job market (Bohlander, Snell, 2013). The recruitment process itself begins by looking for new employees using these two resource modalities, includes their selection based upon the methods and criteria designated (Zhu et al, 2013) and terminates with the submission of the employment application (Hitka, Balážová, 2015;Pilková et al, 2013;Armstrong, 2007). The objective underlying employee acquisition is ensuring the greatest possible selection of candidates suitable for a particular position (Osoian, Zaharie, 2014).…”

Section: Introductionmentioning

confidence: 99%

“…Such an agency collaborates with the organization and recommends only suitable candidates. Candidates who do not meet preselection criteria do not get interviewed by the organization (Zhu et al, 2013;Bohlander, Snell, 2013). Armstrong (2007) further notes that the fi rst step in obtaining candidates from the external environment consists of analyzing the strong points and weak points present in the organization's employee recruitment process, as well as analyzing the position to be fi lled.…”

Section: Introductionmentioning

confidence: 99%

Methods of Recruitment in the Czech and Slovak Organizations

Urbancová

Stachová

Stacho

2015

Acta Univ. Agric. Silvic. Mendelianae Brun.

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In the existing highly competitive environment, every organization's goal is to hire quality employees. To be able to acquire quality employees, the HR processes related to employee hiring must be conducted properly within the organization. This paper uses primary research to identify and assess recruitment methods used by organizations in the Czech Republic and Slovakia, taking the employer's brand building into account. The research was conducted on the basis of a questionnaire distributed among Czech (n = 364) and Slovak (n = 340) organizations. The results showed that employers in the Czech Republic most frequently present themselves to potential candidates via their organizations' websites (43.7%), positive references (38.7%) and media advertisements (32.4%). A similar ranking obtains for Slovakia. Organization websites are used 47.5% of the time, positive references 42.5% of the time and media advertisements 33.2% of the time. In both countries, employees are hired for managerial positions primarily using the organization's own resources, promoting the building of the employer's brand.

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HR practices from the perspective of managers and employees in multinational enterprises in China: Alignment issues and implications

Cited by 38 publications

References 76 publications

Enhancing firm performance through internal market orientation and employee organizational commitment

Enhancing firm performance through internal market orientation and employee organizational commitment

The Effect of Human Resource Practices on Employee Performance in Hospitals: A Systematic Review

Methods of Recruitment in the Czech and Slovak Organizations

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