Multilevel relational influences on HRM practices: a cross-country comparative reflective review of HRM practices in Asia

Ashish Malik; Vijay Pereira; Pawan Budhwar; Fabian Jintae Froese; Dana Minbaeva; James Sun; Anh Tuan Nguyen; Shanzi Xue

doi:10.1057/s41291-022-00208-z

Multilevel relational influences on HRM practices: a cross-country comparative reflective review of HRM practices in Asia

Ashish Malik
, Vijay Pereira
, Pawan Budhwar
, Fabian Jintae Froese
, Dana Minbaeva
, James Sun
, Anh Tuan Nguyen
, Shanzi Xue^*

^*Corresponding author for this work

University of Newcastle, Callaghan, Australia, GRID: grid.266842.c, ISNI: 0000 0000 8831 109X
NEOMA Business School, Mont-Saint-Aignan, France, GRID: grid.462778.8, ISNI: 0000 0001 0721 566X
University of Goettingen, Platz der Goettinger Sieben 5, Goettingen, 37073, Germany, GRID: grid.7450.6, ISNI: 0000 0001 2364 4210
University of Oxford, Departments of Experimental Psychology and Psychiatry, Oxford, UK, GRID: grid.4991.5, ISNI: 0000 0004 1936 8948; Oxford NHS Foundation Trust, Oxford, UK; Institute of Psychiatry, Psychology and Neuroscience, King’s College London, London, UK, GRID: grid.13097.3c, ISNI: 0000 0001 2322 6764
University of Auckland, Auckland, New Zealand, GRID: grid.9654.e, ISNI: 0000 0004 0372 3343
Vietnam National University, Hanoi, Vietnam, GRID: grid.267852.c, ISNI: 0000 0004 0637 2083

Research output: Contribution to journal › Review article › peer-review

35 Citations (Scopus)

74 Downloads (Pure)

Abstract

In this paper, we respond to the calls for context-specific scholarship and research on human resource management (HRM) in Asia. We provide an overview of and key insights into HRM in five Asian countries, representing five key regions: China (East Asia), India (South Asia), Kazakhstan (Central Asia), United Arab Emirates (West Asia), and Vietnam (Southeast Asia). Based on our comprehensive, pan-Asian review, we develop a reflective, comparative, and relational understanding of HRM practices. In doing so, we group the myriad contextual influences on the shaping of HRM practices at three broad levels: macro-, meso-, and microlevel influences. Specifically, we propose that influences from regionalization of economies, national business systems, industry, multinational enterprises, and individual-level predispositions collectively shape and variously influence the nature and extent of HRM practices. By considering the findings of prior research on convergence and divergence, we offer a nuanced perspective wherein each country and region in Asia possesses a distinct amalgam of national business systems, and where HRM practices respond to multilevel influences in varied ways.

Original language	English
Pages (from-to)	745-779
Number of pages	35
Journal	Asian Business and Management
Volume	21
Issue number	5
Early online date	21 Oct 2022
DOIs	https://doi.org/10.1057/s41291-022-00208-z
Publication status	Published - Nov 2022

Bibliographical note

Copyright © 2022, The Author(s). This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit https://creativecommons.org/licenses/by/4.0/

Funding: Open Access funding enabled and organized by Projekt DEAL.

Keywords

HRM practices
Cross-country comparative review
Asia
Convergence
Divergence

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10.1057/s41291-022-00208-zLicence: CC BY 4.0

Multilevel relational influences on HRM practices: a cross‑country comparative refective review of HRM practices in Asia
Copyright © 2022, The Author(s). This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit https://creativecommons.org/licenses/by/4.0/
Final published version, 895 KBLicence: CC BY 4.0

Cite this

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title = "Multilevel relational influences on HRM practices: a cross-country comparative reflective review of HRM practices in Asia",

abstract = "In this paper, we respond to the calls for context-specific scholarship and research on human resource management (HRM) in Asia. We provide an overview of and key insights into HRM in five Asian countries, representing five key regions: China (East Asia), India (South Asia), Kazakhstan (Central Asia), United Arab Emirates (West Asia), and Vietnam (Southeast Asia). Based on our comprehensive, pan-Asian review, we develop a reflective, comparative, and relational understanding of HRM practices. In doing so, we group the myriad contextual influences on the shaping of HRM practices at three broad levels: macro-, meso-, and microlevel influences. Specifically, we propose that influences from regionalization of economies, national business systems, industry, multinational enterprises, and individual-level predispositions collectively shape and variously influence the nature and extent of HRM practices. By considering the findings of prior research on convergence and divergence, we offer a nuanced perspective wherein each country and region in Asia possesses a distinct amalgam of national business systems, and where HRM practices respond to multilevel influences in varied ways.",

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AU - Froese, Fabian Jintae

AU - Minbaeva, Dana

AU - Sun, James

AU - Nguyen, Anh Tuan

AU - Xue, Shanzi

N1 - Copyright © 2022, The Author(s). This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit https://creativecommons.org/licenses/by/4.0/ Funding: Open Access funding enabled and organized by Projekt DEAL.

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AB - In this paper, we respond to the calls for context-specific scholarship and research on human resource management (HRM) in Asia. We provide an overview of and key insights into HRM in five Asian countries, representing five key regions: China (East Asia), India (South Asia), Kazakhstan (Central Asia), United Arab Emirates (West Asia), and Vietnam (Southeast Asia). Based on our comprehensive, pan-Asian review, we develop a reflective, comparative, and relational understanding of HRM practices. In doing so, we group the myriad contextual influences on the shaping of HRM practices at three broad levels: macro-, meso-, and microlevel influences. Specifically, we propose that influences from regionalization of economies, national business systems, industry, multinational enterprises, and individual-level predispositions collectively shape and variously influence the nature and extent of HRM practices. By considering the findings of prior research on convergence and divergence, we offer a nuanced perspective wherein each country and region in Asia possesses a distinct amalgam of national business systems, and where HRM practices respond to multilevel influences in varied ways.

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KW - Convergence

KW - Divergence

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U2 - 10.1057/s41291-022-00208-z

DO - 10.1057/s41291-022-00208-z

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EP - 779

JO - Asian Business and Management

JF - Asian Business and Management

IS - 5

ER -

Multilevel relational influences on HRM practices: a cross-country comparative reflective review of HRM practices in Asia

Abstract

Bibliographical note

Keywords

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