Organisational and environmental factors related to HRM practices in Hong Kong: a cross-cultural expanded replication
James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang and Cynthia D. Fisher (1992) Organisational and Environmental Factors Related to HRM Practices in Hong Kong: A Cross-Cultural Expanded Replication
School of Business Discussion Paper ; No. 26, Jun. 1992
© Copyright James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang, Cynthia D. Fisher and the School of Business, Bond University
Data were collected from 151 Hong Kong organisations to determine the effect of culture, firm size, level ofunionsation and several indices related to the presence of an HRM department within the firm on Human Resource Management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionisation were moderate predictors while firm size and the existence of specialised training departments within the HRM department were the strongest preditors of HR practices.
James B. Shaw, Paul S. Kirkbride, Sara F. Y. Tang, and Cynthia D. Fisher. "Organisational and environmental factors related to HRM practices in Hong Kong: a cross-cultural expanded replication" School of Business Discussion Papers (1992).
Available at: http://works.bepress.com/james_shaw/7