Browsing by Author "Zhu, Cherrie Jiuhua"
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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.
- ItemEmployer attitudes towards social insurance compliance in Shanghai, China(2011) Nyland, Chris; Thomson, Stanley Bruce; Zhu, Cherrie JiuhuaManaging employer social insurance compliance is a particularly difficult governance challenge in emerging economies that have weak regulatory regimes. Utilizing qualitative evidence from eight case studies conducted in Shanghai, the People’s Republic of China, this article details how employers respond to attempts by the State to manage social insurance behaviour. Five concerns arose from employers’ perceptions and responses to the established policies and regulatory structures: construction of an effective policy, level playing field, cost control, firm reputation, and recruitment and retention. Further, the findings indicate that there are three enterprise features that could affect compliance behaviour: risk factors, skill composition of the workforce, and form of ownership. It was anticipated that firm size may affect compliance behaviour, but no clear pattern emerged
- 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.
- ItemShaming and employer social insurance compliance behaviour in Shanghai(2012) Nyland, Chris; Hartel, Charmine; Thomson, Stanley Bruce; Zhu, Cherrie JiuhuaSocial security regimes must be underpinned by enforcement mechanisms designed to compel employers to fulfil their contribution requirements. In this paper we extend debate on China’s social security system by discussing whether the inclusion of re-integrative shaming in the repertoire of mechanisms the state utilises to enforce employer compliance is likely to prove effective. Drawing on audited data provided by the Shanghai Bureau of Labour and Social Security and on interviews with employers and Bureau staff we argue that though shaming has the potential to become an important social security enforcement mechanism in China, optimism that this will occur in the near future is not justified.
- ItemStrategic integration of HRM and firm performance in a changing environment in China: the impact of organisational effectiveness as a mediator(2013) Zhu, Cherrie Jiuhua; Cooper, Brian K.; Thomson, Stanley Bruce; De Cieri, Helen; Zhao, ShumingIn the context of dramatic changes in China, this paper investigates the role of organisational effectiveness as a mediator in the relationship between the strategic integration of human resource management (HRM) and firm financial performance. Our study is based on the survey responses of 618 managers in state-owned and private (domestic and foreign-invested) enterprises in China. While most studies of the linkage between HRM practices and firm performance in China have measured firm financial performance or used an ad hoc combination of financial and non-financial indicators, we argue for a distinction to be made between non-financial organisational effectiveness and financial performance. As hypothesised, controlling for sector (state-owned vs. private), we find positive relationships between perceived changing business environment and strategic integration of HRM, and between strategic integration of HRM and organisational effectiveness. Our research adds an important conceptual link by showing that organisational effectiveness plays an important role as a mediator in the HRM and firm financial performance relationship and reinforces the importance of the organisational and environmental context for HRM.