Browsing by Author "Cieri, Helen De"
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- ItemA retrospective and prospective analysis of HRM research in Chinese firms: implications and directions for future study(2008) Zhu, Cherrie Jiuhua; Thomson, Stanley Bruce; Cieri, Helen DeBased on an extensive review and analysis of 182 articles published in the field of human resource management that focus on China since its economic reform, this article discusses the major reasons for the growth in this area of research. We identify five major categories spanning research and practice, ownership type, and research method. Further, we examine issues and deficiencies in the research literature. Based on our analysis of each research category, we present a substantial series of research questions and implications for future research on HRM in China.
- ItemDevolvement of HR practices in transitional economies: evidence from China(2008) Zhu, Cherrie Jiuhua; Cooper, Brian; Cieri, Helen De; Thomson, Stanley Bruce; Zhao, ShumingChina's progressive integration into the global economy has strengthened its position as a ‘magnet’ for foreign direct investment. The inevitably increased competition in the Chinese economy has led firms to adopt more market-oriented approaches to human resource management (HRM). Based on a survey of 618 managers in state-owned enterprises, domestic/private- and foreign-invested firms operating in the Jiangsu Province of China, this study investigates the extent to which HR practices have been strategically devolved to line managers, and the relationship between this devolvement and the performance of firms in China. Overall, there was little evidence of devolvement to line managers. We found no evidence of a relationship between the degree of devolvement and firm performance, although the provision of formal training to line/middle managers was predictive of performance.
- ItemExtending the investment development path model to include the human environment factor(2011) Zhu, Cherrie Jiuhua; Thomson, Stanley Bruce; Hutchings, Kate; Cieri, Helen DeThis article aims to address Dunning's call to include the 'human environment' (HE) as a new trend and trajectory for research in international business (IB). Dunning argues that the most important driver for economic advancement is knowledge, which arises from the HE. We extend Dunning's IB theory of the five stages of a country's investment development path (IDP) to include the HE factor. Further, we use China as an example in which to examine the role of human resource management (HRM). We identify and analyze an important link between foreign direct investment, multinational enterprises, and both domestic and global HRM.