Organizational and environmental factors related to HRM practices in Hong Kong: a cross-cultural expanded replication
The International Journal of Human Resource ManagementPublished 1 December 1993
James B. Shaw, Sara F.Y. Tang, Cynthia D. Fisher, Paul S. Kirkbride
Citations53
SJR quartileQ1
SJR score2.23
SNIP2.33
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Abstract
Data were collected from 151 Hong Kong organizations to determine the relationship between culture, firm size, level of unionization and presence of an HRM department, and human resource management (HR) practices. Culture was a relatively weak predictor of HR practices. Existence of an HRM department and level of unionization were moderate predictors while firm size and the existence of a specialized training unit within the HRM department were the strongest predictors of HR practices.
Keywords
Social SciencesBusiness, Management and Accounting
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