Strategic human resource management, firm performance, and employee relations climate in China

被引：132
|
作者：
Ngo, Hang-Yue [1 ]
Lau, Chung-Ming [1 ]
Foley, Sharon [2 ]
机构：
[1] Chinese Univ Hong Kong, Dept Management, Shatin, Hong Kong, Peoples R China
[2] Tsinghua Univ, Sch Econ & Management, Beijing 100084, Peoples R China
来源：
HUMAN RESOURCE MANAGEMENT | 2008年 / 47卷 / 01期
关键词：
D O I：
10.1002/hrm.20198
中图分类号：
B849 [应用心理学];
学科分类号：
040203 ;
摘要：
We examined strategic human resource management (SHRM)and human resource practices in the People's Republic of China to assess the impact of these practices on firm performance and the employee relations climate. We also tested whether firm ownership moderates the above relationships. Empirical results from a sample of Chinese firms from various industries and regions showed that the levels of adoption of SHRM and HR practices were lower in state-owned enterprises (SOEs) than in foreign-invested enterprises (FIEs) and privately owned enterprises (POEs). Both SHRM and HR practices were found to have direct and positive effects on financial performance, operational performance, and the employee relations climate. However, the moderating effect of ownership type was significant for financial performance only. (c) 2008 Wiley Periodicals, Inc.
引用
收藏
页码：73 / 90
页数：18
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