Institutionalism and its effect on HRM in the ASEAN context: Challenges and opportunities for future research

Do, Hoa; Patel, Charmi; Budhwar, Pawan; Katou, Anastasia A.; Arora, Bimal; Dao, Manh

doi:10.1016/j.hrmr.2019.100729

Cited by 22 publications

(24 citation statements)

References 124 publications

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“…Further, as noted by Schuler and Jackson ( 2014), an HRM system is always positioned at the centre of a complex set of relationships between organizational conditions (such as business strategies) and outcomes (both employees and organizational). In more straight words, an organizational business strategy is a key predecessor of HR practices, and when a business strategy rightly aligns with HR practices, the complementarity is likely to positively influence operational and other employee outcomes (Do et al, 2019). Through a sample of 108 Greek organizations, Katou (2017) has also empirically established that HRM systems mediate the positive effect of business strategies, including innovation, quality and cost, on employee outcomes.…”

Section: Mediating Effect Of High-performance Work Systemsmentioning

confidence: 99%

“…Indeed, the context in which the organizations operate may restrict or strengthen the effectiveness of SHRM due to the dissimilarities in culture, legislative frames and other institutional factors that are considered country-contingent and have the capability to influence on almost all aspects of work and organization (Dastmalchian et al, 2020;Kundu and Mor, 2017;Wright and Ulrich, 2017). Therefore, examining this relationship in Indian context, given the dearth of research on SHRM and turnover relationship in developing country context (Kundu and Gahlawat, 2016), responds to the calls of widening the international human resource (HR) perspective (Do et al, 2019) and to the concerns regarding boundary conditions concerning SHRM theory (Wright and Ulrich, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Strategic human resource management and employees' intention to leave: testing the moderated mediation

Kundu

Mor

Gahlawat

2020

IJPPM

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PurposeThe purpose of this study is to examine the relationship between business strategies (i.e. cost reduction, quality enhancement and innovation strategy) and employees' intention to leave (ITL), through the mediating role of high-performance work system (HPWS). It also attempts to study variability in the relationship between business strategies, HPWS and employees' ITL on the basis of nature and ownership forms of the firms.Design/methodology/approachPrimary data based on 573 respondents from 192 organizations operating in India were analysed using structural equation modelling and conditional process modelling.FindingsThis study has revealed that HPWS mediates the relationship between business strategy (specifically innovation and quality-enhancement strategy) and employees' ITL. Findings further indicate that the mediated relationships between quality enhancement and innovation strategy, HPWS and ITL do not vary across nature and ownership forms of the firms.Practical implicationsIn context of dynamic business environments in developing countries, the findings provide some important insights in exploring the relevance of strategic human resource management in improving employees' behavioural intentions.Originality/valueBy applying a three dimensional business strategy system (innovation, quality and cost) and by exploring the relevance of several contextual factors, this study attempts to expand the focus of turnover research.

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Section: Mediating Effect Of High-performance Work Systemsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Strategic human resource management and employees' intention to leave: testing the moderated mediation

Kundu

Mor

Gahlawat

2020

IJPPM

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“…Проблема оцінки ефективності функціонування системи управління персоналом є широко обговорюваною серед представників міжнародної та вітчизняної професійних спільнот [1][2][3][4][5][6][7]. В ідзначаючи цінні здобутки дослідників у сфері розбудови системи управління персоналом на сучасному етапі, доцільно відмітити, що питання оцінки сучасного стану та ефективності управління персоналом на підприємствах України в контексті реалізації концепції сталого розвитку та запровадження корпоративної соціальної відповідальності потребують більш детального розгляду.…”

Section: Zaichenko Yevheniia O -Graduate Student Of the Department Ounclassified

“…[10] Дослідження спрямоване на виявлення загальних тенденцій переходу від управління персоналом до концепції управління людськими ресурсами Xiao M., Cooke F. L., Xu J., Bian H. [12] Особливості імплементації практик корпоративної соціальної відповідальності в систему управління персоналом на підприємстві Kutaula S., Gillani A., Budhwar P. [9] Аналіз трудових взаємовідносини на азійських підприємствах в умовах застосування теорії психологічного контракту Do H., Patel C., Budhwar P., Katou A. A., Arora B., Dao M. [4] Дослідження спрямоване на аналіз інституціональних передумов створення дієвої системи управління персоналом на підприємствах Le H., Newman A., Menzies J., Zheng C., Fermelis J. [5] Питання знаходження балансу «робота -життя» та роль менеджера по роботі персоналу в даному процесі Cooke F. L., Schuler R., Varma A.…”

Section: Zaichenko Yevheniia O -Graduate Student Of the Department Ounclassified

The Current State of Human Resources Management at Enterprises: Challenges and Prospects

Zaichenko¹

2020

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HR management provides for the availability of administrative tasks related to hiring and remuneration of employees of the company. As a separate management function, it aims to recruit and maintain the high-quality workforce required by the organization to achieve its goals. The article is aimed at studying the existing experience of development of the human resources management system at enterprises in the conditions of compliance with the principles of corporate social responsibility. In the course of achieving the goal of the study, a number of such tasks were solved, in particular: the directions of research in the sphere of HR management were analyzed; an assessment of existing international framework documents and initiatives in the sphere of HR management was carried out; the changes in the management of activities on work with staff of enterprises were examined; proposals to improve existing HR management trends at enterprises were scientifically substantiated. It is substantiated that the methodological principles of policy development and internal organizational-regulatory documents on HR management and its development require further research. The organization of the manager’s work depends on the organizational structure and type of activity of the enterprise. It is stressed that the responsibility for human rights is a global standard of expected behavior for all enterprises wherever they operate. It exists regardless of the ability and/or willingness of the countries to fulfill their own human rights obligations and does not diminish these obligations. The work of the HR manager is of particular importance at the present stage of implementation of the concept of focus on the creation of human capital as the most valuable asset of enterprise. The main instruments for counteracting the challenges of building up an effective human resources management system at the enterprise are the development of a roadmap of actions with further control over the implementation of the actions and measures; disclosure and transparency of activities to the employees of the enterprise; involving employees in the implementation of certain elements of the human resources management system. The methodological principles of policy development and internal organizational-regulatory documents on HR management and its development require further research.

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“…Given Vietnam’s institutional complexity (Do et al, 2019a, 2019b), this study draws upon both resource-based theory (RBT) and institutional theory (IT) to measure how salient firm resource abundance is to forecasting accuracy. Two variables are utilized: firm ownership and firm size (O’Toole and Newman, 2017).…”

Section: Introductionmentioning

confidence: 99%

Institutionalism and its effect on labour forecasting in Vietnamese firms

Nguyen

2020

Journal of General Management

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This study examines factors that influence firm forecasting regarding their labour expansion in Vietnam. Conventional wisdom has it that foreign-owned and large private firms make more accurate forecasts since they have more resources and experience than their smaller and state-owned counterparts. However, this study empirically shows that state-owned and small firms make more accurate forecasting values. There are two possibilities that can explain this counterintuitive result: (1) the institutional incompleteness in the post-communist economy and (2) systematic underestimation of their own performance by foreign and large private firms, which results from the institutional complexity in Vietnam. These unique findings provide valuable information for both academia and practitioners.

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Institutionalism and its effect on HRM in the ASEAN context: Challenges and opportunities for future research

Cited by 22 publications

References 124 publications

Strategic human resource management and employees' intention to leave: testing the moderated mediation

Strategic human resource management and employees' intention to leave: testing the moderated mediation

The Current State of Human Resources Management at Enterprises: Challenges and Prospects

Institutionalism and its effect on labour forecasting in Vietnamese firms

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