An empirical study of high performance HRM practices in Chinese SMEs
By Connie Zheng, Mark Morrison, G. O'Neill. 2006
240 citations recorded by the source corpus.
This paper explores the performance effects of human resource management (HRM) practices in 74 Chinese small and medium-sized enterprises (SMEs). Four high performance HRM practices are identified: performance-based pay, participatory decision-making, free market selection, and performance evaluation. Regression analysis results support the conventional idea that the adoption of HRM practices generates better HRM outcomes and, in turn, better HRM outcomes contribute positively to firm performance. However, not all HRM practices, and their effects, led to improved SME performance. Among the Chinese SMEs investigated, a high level of employee commitment was identified as being the key HRM outcome for enhancing performance.
Subfields: Accounting, Economics and Econometrics, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/9f8072efd6ea690f6b110f0c167f04e12df2f5e4
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In Accounting
In Economics and Econometrics
In Organizational Behavior and Human Resource Management
- A. Som
- Angappa Gunasekaran
- M. Abdulrahman
- Zhong‐Xing Su
- Patrick M. Wright
- Nachiappan Subramanian
- J. Paauwe
- David P. Lepak
Citations in the corpus
- Innovative human resource management and corporate performance in the context of economic liberalization in India (2008, background): “Zheng, Morrison and O'Neill ( 2006 ) explored high performance HRM practices in 74 Chinese SMEs and with performance-based pay, participatory decision-making, free market selection and performance evaluation, only high-level employee commitment was identified as the key HRM outcome for enhancing per”
- The effective human resource management system in transitional China: a hybrid of commitment and control practices (2012, background): “Zheng, Morrison and O'Neill ( 2006 ), Sun, Aryee and Law ( 2007 ), and Zhang and Li ( 2009 ) demonstrated that high-performance human resource practices are positively related to firm performance.”
- Critical barriers in implementing reverse logistics in the Chinese manufacturing sectors (2014, background): “Past studies highlight the challenges faced in using representative sampling techniques in China, where a general distrust of outsiders results in low response rate to mail-based surveys (Tabachnick and Fidell, 2000; Zheng et al., 2006).”