Human Resource Practices and Firm Performance in China: The Moderating Roles of Regional Human Capital Quality and Firm Innovation Strategy

Li, Xiaobei; Qin, Xin; Jiang, Kaifeng; Zhang, Sanbao; Gao, Fei-Yi

doi:10.1017/mor.2015.12

Cited by 16 publications

(10 citation statements)

References 76 publications

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“…We acknowledge, however, that although there has been some support for the assumption that context is relevant in HRM research (Li et al, 2015;Wei & Lau, 2008), some scholars maintain that context (e.g. industry, strategy, culture) is largely irrelevant when exploring the HRM-performance relationship.…”

Section: Discussionmentioning

confidence: 96%

“…business strategy), as well as external contingency factors (e.g. region, industry: Li, Qin, Jiang, Zhang, & Gao, 2015). Since research indicates that perception and understanding of the world in general, and of HRM in particular, is more of a subjective than an objective process (Fiske & Taylor, 2013), a contingency approach would appear more appropriate to study HRM system strength.…”

Section: Introductionmentioning

confidence: 99%

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Conceptualizing HRM system strength through a cross-cultural lens

Farndale

Sanders

2016

The International Journal of Human Resource Management

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To date, literature on HRM system strength has been largely universalistic, that is, it has not considered the implications of context. This is problematic as it overlooks a more detailed exploration of the outcomes of HRM system strength in different situational settings. Adopting a contingency approach, we develop a multilevel conceptual framework and propositions for future research that incorporate context at a societal level, focusing on national culture values. By adopting a cross-cultural lens, we are able to explore the effects of cultural values on the relationship between employee perceived HRM system strength and employee attitudinal and behavioral outcomes. Furthermore, we apply the notion of cultural tightness/looseness, questioning the degree of national cultural value effects in all settings. Our work contributes to the HRM process field in general and HRM system strength in particular by questioning the assumption of universality, and highlights implications for practice and future research.

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Section: Discussionmentioning

confidence: 96%

Section: Introductionmentioning

confidence: 99%

Conceptualizing HRM system strength through a cross-cultural lens

Farndale

Sanders

2016

The International Journal of Human Resource Management

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“…(Jordan & Huitema, 2014) 2) Human Resource: Regarding human capital theory, human resource quality is adapted to regional innovation strategy. (Li, Qin, Jiang, Zhang, & Gao, 2015) The rapid development of innovation should focus on social benefits, job creation and human resource management. (Donate & Guadamillas, 2015) The human resource also is beneficial to strengthening the advantage of regional innovation.…”

Section: The Main Dimensions That Affect the Stpsmentioning

confidence: 99%

The Science and Technology Parks (STPs) Evaluation Model Approach to Eco-Innovation Key Indicator

Yami¹,

Gao²,

Gao³

2018

IBR

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Science and Technology Park (STP) is one of the most important innovation policies to develop the regional economy. To manage the STPs successfully, a standard evaluation system as a reference is needed. However, there is no consensus about the definition of successful STPs due to their different goals and regions. Hence, it is necessary to establish a reference framework to evaluate the success of different STPs and it is essential to assess their main goals as the competitive advantage by a set of innovation indicators. This study developed a research model to evaluate the competitiveness of STPs by analyzing the impact of innovation subjective externalities based on the Global Innovation Index (GII) and approach to the eco-innovation key indicator. This STP evaluation model is adopted and tested by two different fuzzy analyzing and examines the survey forms and questionnaires that have been filled by some STP experts and as a case study all the evidence has been gathered and analyzed from “Caohejing Hi-Tech Park” in Shanghai and the results evaluated the competitive advantage via innovation policies and performances and the rating rank contents some innovation main dimensions, key indicators and factors and also the important result as eco-innovation development and diffusion.

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“…Contingency theory predicts that the performance benefits associated with investments in HR practices may vary based on situational characteristics and the context in which they are applied (Boxall & Purcell, ; Colakoglu, Allen, Miah, & Bird, ; Wright & Snell, ). These characteristics can include both internal firm attributes (e.g., strategy, leadership, workforce features) and attributes of a firm's external environment (e.g., economic conditions, social norms and culture, competition) (see Li, Qin, Jiang, Zhang, & Gao, ; Schuler, Dowling, & De Cieri's, ). Building upon this research, we seek to provide greater clarity about whether WLS practices generate firm‐level benefits and if internal and external boundary conditions influence when this relationship occurs.…”

Section: Introductionmentioning

confidence: 99%

Work‐life support practices and customer satisfaction: The role of TMT composition and country culture

Cogin

Sanders

Williamson

2017

Human Resource Management

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Despite the growing prevalence of work-life support (WLS) practices in companies, there is a lack of theoretical and empirical clarity on their benefits to organizational performance. It is also unclear if the organizational performance effects of WLS practices vary based on an organization's internal and external environments. The dual objective of this paper is to investigate whether WLS practices relate to customer-focused outcomes and, if so, under which conditions WLS practices yield benefits. Drawing on contingency theory, we examine how the boundary conditions of internal firm characteristics (e.g., percentage of top management team [TMT] members with children) and external environmental factors (e.g., gender egalitarianism of the country) moderate the relationship between WLS practices and customer satisfaction. We shed light on these issues by examining multisource, longitudinal data collected over three years from a multinational corporation operating in 27 countries. The results show that both percentage of TMT members with children and gender egalitarianism of the country strengthen the relationship between WLS practices and customer satisfaction. The findings provide insights into the circumstances when WLS practices provide performance benefits for firms and the translatability of these benefits from one country to another. K E Y W O R D Scustomer satisfaction, gender egalitarianism, human resource management, upper-echelon perspective, work-family

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Human Resource Practices and Firm Performance in China: The Moderating Roles of Regional Human Capital Quality and Firm Innovation Strategy

Cited by 16 publications

References 76 publications

Conceptualizing HRM system strength through a cross-cultural lens

Conceptualizing HRM system strength through a cross-cultural lens

The Science and Technology Parks (STPs) Evaluation Model Approach to Eco-Innovation Key Indicator

Work‐life support practices and customer satisfaction: The role of TMT composition and country culture

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