The role of human resource management: an exploratory study of cross‐country variance

Bowen, David; Galang, Carmen; Pillai, Rajnandini

doi:10.1002/hrm.10022

Cited by 93 publications

(26 citation statements)

References 60 publications

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“…Deriving regional categories brings some complexities. Latin and Central America, in several instances countries had been compiled into a single category (Bowen, Galang and Pillai 2002;Huo, Huang and Napier 2002). Where possible individual countries -that were part of a combined measure -were included as separate entries into our analysis, with a primary focus on economic and cultural distinctions (Thomas, Shenkar and Clarke 1994).…”

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confidence: 99%

“…Within-region comparative studies focused on Europe (5) and Asia (3), whereas cross-region studies also included data from North America and Oceania. A key finding in this emerging body of literature is that, as Bowen et al (2002) and de Guzman, Neelankavil and Sengupta (2011) demonstrate, strategic HRM as prescribed in the western literature may not exist and/or that strong regional characteristics can be found (Kramar and Parry 2014). This finding has important implications for MNCs that seek to manage their subsidiaries globally through the operationalization of strategic HRM.…”

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confidence: 99%

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What do we know about cross-country comparative studies in HRM? A critical review of literature in the period of 2000-2014

Cooke

Veen

Wood

2016

The International Journal of Human Resource Management

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Significant progress has been made in the research on variations in human resource management (HRM) across national boundaries, in both the quantity of studies and theoretical advancements since the mid-1980s. The aim of this paper is to provide a systematic review of existing literature on cross-country comparative studies of HRM as an important strand of the international HRM field in order to shed new light on dominant key concerns and themes, and emerging syntheses. More specifically, we conducted a systematic review of cross-country comparative HRM studies published in academic journals in the English language in the 15-year period of 2000-2014. Our paper charted the development of cross-country comparative studies of HRM as a sub-field of HRM research. Our analysis of 125 articles from 30 business and management journals shows the countries/regions that have been studied, topics, and research methods used. We also highlight a number of research avenues for further study in this field. Although there are a number of distinct strands to the literature, our study concludes that there is an emerging common ground in underlying concerns and theoretical assumptions both within the field, and with other areas of management inquiry.

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What do we know about cross-country comparative studies in HRM? A critical review of literature in the period of 2000-2014

Cooke

Veen

Wood

2016

The International Journal of Human Resource Management

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“…According to Schuler (1994), in a worldwide IBM study, 67% of the CEOs and 72% of the executives believed that the HR is critical to the success of business today. Similar concern regarding the HR role and effectiveness in the new business context has been articulated across the world (Shandur & Teo, 1999;Schular, Dowling and Decieri, 1993;Scarpello, 1994;Ulrich, 1998;Wright and McMahan, 2001;Bowen, Galang & Pillai, 2002;Mitsuhashi, Park, Wright & Chua, 2000;Tung-Chun Huang, 2002;and Agarwala, 2002. Empirical studies have also found that efficient use of HR has been instrumental in forging larger gains.…”

Section: Review Of Literaturementioning

confidence: 67%

A Comparative Study of Human Resource Management Practices and Its Impact on Organizational Performance in Indian Public Sector Banks

Gulzar

2017

IJHRS

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The main purpose of this study was designed to explore and compare Human Resource Management practices and their impact on organizational performance in Indian Public Sector Banks. Human Resource Management is very important for banks because banking is a service industry. Research suggests that service quality has been increasingly recognized as a crucial factor that determines the level of success of any business Human input is the single largest input to the banking industry. The level of efficiency/productivity of this input is reflected in the quality of service offered by the banks to its customers, as also in its ultimate growth, productivity and profitability. Human Resource Management Practices has been studied extensively in Multinational companies, education sector and manufacturing sector. However only a few research has been conducted in banking industry. Even these researchers have not compared Human Resource Management Practices Public Sector banks in Jammu and Kashmir. The research was based on self-administered questionnaire survey of total 266 employees. It consists of 11 managers and 33 subordinates from PNB and 18 managers and 54 subordinates from SBI. The main HRM practices studied were General climate, OCTAPACE culture, Selection, job definition, career planning, training, performance appraisal and compensation. The data were analyzed statistically and finding revealed that HRM practices have huge impact on the organizational performance in banking sector. At the end research also depicted some limitation as well as future research directions.

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“…Most of the studies (Pfeffer, 1994;Chew & Chong, 1999;Bowen, Galang & Pillai, 2002) on the influence of SHRM on organizational performance discussed more about the intermediary performance factors such as absenteeism, employee commitment, service delivery and satisfaction of the customers. As a result, Richard and Johnson (2001) suggested that it is necessary to examine the bottom-line indicators such as profitability and return on equity/investment.…”

Section: Integration Of Hrm With Corporate Strategies and Managementmentioning

confidence: 99%

Does Effective Leadership Style Drive Financial Performance of Banks? Analysis in the Context of UAE Banking Sector

Cherian¹,

Farouq²

2013

IJEF

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The success for any organization in its competitive business arena depends upon an effective human resource system that is lien with its organizational strategy. In today's world banks play an important role in the social economy. The banking industry falls under the service domain where efficient risk management cannot be possible without efficient and skilled manpower. The banking sector will be termed as "People Business". The two key challenges facing banks are management of people and management of risk to determine success in the banking business. "Soft skill" is the call for today in the banking sector more than operational skills which is needed to fulfill the requirement of the customers at the counter. A combination of new technologies, diversification of products, quicker credit and risk appraisal, managing treasury and human resource at the priority would take the bank industry to the heights of international excellence. In the Gulf region, UAE is considered as a fast developing country with a strong interest for the best management practices to improve overall performance. This study targeted banks which were listed with two different markets Abu Dhabi Securities Exchange (ADX) and Dubai Financial Market (DFM). In the present study researched adopted judgment sampling approach and identified a total of 18 banks for whom selective historical financial data was available.From the results of the study it is evident that there is a direct impact of leadership style on performance of the organization. Since leadership style is one of the facets of organizational HR practices, by extension the researcher concludes that leadership style is related to the level of financial performance of an organization.

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The role of human resource management: an exploratory study of cross‐country variance

Cited by 93 publications

References 60 publications

What do we know about cross-country comparative studies in HRM? A critical review of literature in the period of 2000-2014

What do we know about cross-country comparative studies in HRM? A critical review of literature in the period of 2000-2014

A Comparative Study of Human Resource Management Practices and Its Impact on Organizational Performance in Indian Public Sector Banks

Does Effective Leadership Style Drive Financial Performance of Banks? Analysis in the Context of UAE Banking Sector

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