ORCID Profile
0000-0001-6152-1115
Current Organisation
University of South Australia
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Publisher: Informa UK Limited
Date: 08-07-2022
Publisher: Informa UK Limited
Date: 31-05-2016
Publisher: Emerald
Date: 09-03-2020
DOI: 10.1108/IJCMA-09-2019-0159
Abstract: Drawing on conservation of resources theory, this study aims to investigate the processes underlying the linkages between job insecurity (JI) and work–family conflict (WFC) from a stress perspective, focusing on the mediating role of subordinates' work withdrawal (WW) and emotional exhaustion (EE). Specifically, the authors tested two distinct mediating mechanisms, namely, WW and EE that have received less attention in testing the JI and WFC linkage. The authors also tested the variable of perceived organizational justice (POJ) to moderate these relationships. Survey data collected at Time 1 and Time 2 included 206 professionals from different occupational sectors. The authors study independent variable (i.e. JI), moderator (POJ) and mediator (WW) were measured at Time-1, whereas the other mediator (EE) and outcome (WFC) were tapped by the same respondent at Time-2 with a time interval of one month between them. The findings suggest that subordinates’ EE and WW mediate the relationship between JI and WFC. Further, the authors found that EE is a relatively more effective mechanism than WW in explaining how and why JI translates into WFC. The results of the moderated mediation analysis revealed that the indirect effect of JI on WFC is strengthened when POJ is low. JI has adverse consequences on the employees’ well-being and a cost to the organization in terms of WW. HR and top management should anticipate the negative influence of WW and EE and should focus on nurturing positive work–family climates to help reduce WFCs. Managers should give employees opportunities for participation and foster a climate of fairness in the organization to mitigate the harmful consequences of JI. This study contributes to the employees’ burnout, counter work behavior and the WFC literature. By introducing EE and WW as underlying mechanisms and identifying POJ as a work contextual variable to explain the JI – WFC relationship, the authors extend the nomological network of JI. The authors respond to the calls by prior researchers as little research has examined how perceived fairness (unfairness) can induce WFC.
Publisher: American Society of Civil Engineers (ASCE)
Date: 11-2021
Publisher: Routledge
Date: 03-11-2016
Publisher: World Scientific Publishing House Ltd
Date: 03-05-2013
Publisher: Emerald
Date: 03-04-2007
DOI: 10.1108/01409170710736338
Abstract: The aim of this paper is to set a research agenda which will explore the link between strategic human resource management (HRM) and business performance of the coal industry in Central Queensland, Australia. Key performance indicators of coalmines are collected from official statistics and other publicly available records. A survey instrument is to be designed and used to collect data related to experiences and perceptions of managers and employees in coalmines. Statistical tools are used to test interrelationships between key variables. The research will be the first empirical study of the link between strategic HRM and business performance of the coal industry. The research outcomes will contribute to the body of knowledge concerning the relationship between strategic HRM and business performance. Studying people management practices in the coal industry enables us to paint a clearer picture of the key HRM issues currently faced by the industry. As management educators, we may be more able, as a result of this study, to provide solutions to some identified problems in the industry. The coal industry is very important to sustainable regional economic development. An analysis of the impact of people management approaches to business performance is likely to lead to identifying some best practices that can be potentially adopted in the wider regional business community.
Publisher: Emerald
Date: 31-07-2007
Publisher: IGI Global
Date: 2017
DOI: 10.4018/978-1-5225-1923-2.CH049
Abstract: This chapter uses a qualitative approach to explore the characteristics of newly-bred Chinese entrepreneurs among 14 technology-based companies in Mainland China, Taiwan, and Hong Kong. Internal and external perspectives on studying entrepreneurship were adapted to examine personality attributes and the impacts of social settings on shaping the characteristics of modern Chinese entrepreneurs. The findings show that Chinese entrepreneurs were strongly influenced by the Confucianism, in which learning was upheld as a key to develop internal innovative capabilities for sustaining enterprise growth in the dynamic environment. Chinese entrepreneurs leading technologically innovative companies were also found to be visionary, but with less risk taking they had exceptional networking capability and political dexterity to build strong relationships with government, industry and community. The tie between the Confucian entrepreneurial attributes and strong government support appears to enable the ‘innovation in Chinese way'. Implications of these results are discussed.
Publisher: Routledge
Date: 20-05-2019
Publisher: Emerald
Date: 24-12-2007
Publisher: Emerald
Date: 07-04-2015
Abstract: – Work-life balance (WLB) is an issue of focus for organisations and in iduals because in iduals benefit from having better health and wellbeing when they have WLB and this, in turn, impacts on organisational productivity and performance. The purpose of this paper is to explore relevant WLB factors contributing to employee health and wellbeing, and to understand the interactive effects of in idual WLB strategies and organisational WLB policies rogrammes on improving employee health and wellbeing. – Using the data collected from 700 employees located in Queensland, Australia, multiple regression analysis was conducted to examine the variables related to in idual WLB strategies and organisational WLB programmes. Several multiple regression models were used to evaluate interrelated relationships among these variables and their combined effects on employee health and wellbeing. – The authors found that employees exercising their own WLB strategies showed better health conditions and wellbeing that those who do not they were also more capable of achieving WLB. Both availability and usage of organisational WLB programmes were found to help employees reduce their stress levels, but interestingly to have no direct association with WLB and employee health. Several control variables such as age, working hours, education level and household incomes were found to have moderate effects on employee health and wellbeing. – Employee health and wellbeing are determined by multiple factors. In distinguishing from prior research in this field, this study discovers an important interface between in idual WLB strategies and organisational provision of WLB policies rogrammes supplemented by several exogenous factors in addressing overall employee health and wellbeing. The results have implications for organisational delivery of WLB policies and other human resource management practices to support employees.
Publisher: Palgrave Macmillan UK
Date: 2015
Publisher: IGI Global
DOI: 10.4018/978-1-4666-1601-1.CH002
Abstract: This paper explores the sayings and stories of the ancient Chinese philosophers Guanzi, Hanfeizi, Xunzi and Yanzi. Their way of ruling the state and managing the people are analysed and discussed in line with thoughts from the mainstream and modern Western management gurus, such as Warren Bennis, Peter Drucker, Mary Parker Follett, Douglas McGregor, Rosabeth Moss Kanter, Elton Mayo, and Jeffrey Pfeffer. Striking similarities call for addressing key issues in human resource management. East and west thinkers across 3000 years are identified. The principles-based ruling and management were found difficult to be taken seriously in ancient times as it is today. However, these principles must be rekindled to protect organisations and the world from mischievous behaviour that has caused much human suffering.
Publisher: Springer International Publishing
Date: 2014
Publisher: World Scientific Publishing House Ltd
Date: 02-04-2010
Publisher: Emerald
Date: 07-01-2019
Abstract: The purpose of this paper is to examine the relationship between mindfulness and work engagement, with a particular focus on exploring the extent to which four facets of mindfulness, i.e. “attention”, “awareness”, “present focus” and “acceptance” impact on work engagement. Exploratory factor and multiple regression analyses were used to test the hypothesised relationships among a s le of 130 employees. The findings show that mindfulness as a single construct is positively related to work engagement. The analysis from the facet level of mindfulness illustrates that each of four facets is also significantly related to work engagement. In particular, employees with refined attentional skills and accepting the present moment reality were found to contribute more to work engagement. Organisational programs that focus on building personal resources could use the meditation-based mindfulness programs to help in iduals widen attention span as well as to develop non-judgemental attitude. Focussing on developing mindful employees and promoting mindfulness practices at workplace, especially, by working on specific strategies, to expand “attentional skills” and the “attitude of accepting the present moment reality” may be another promising strategy to enhance work engagement.
Publisher: Emerald
Date: 05-09-2016
Abstract: The purpose of this paper is to examine the relationship between employee perceived well-being and the four dimensions of organisational justice, namely, procedural, distributive, interpersonal and informational justice, and how dimensions of organisational justice affect employee well-being in the Australian tourism industry. The s le is selected from employees who work in the tourism industry in Australia, and the survey was conducted online ( n =121). Factor analysis is used to identify key items related to perceived organisational justice, followed by multiple regression analysis to assess the magnitude and strength of impacts of different dimensions of organisational justice on employee well-being. The results support the established view that organisational justice is associated with employee well-being. Specifically, informational justice has the strongest influence on tourism employee well-being, followed by procedural justice, interpersonal justice and distributive justice. The authors acknowledge key limitations in the study such as a relatively small s le size and gender imbalance in the s le. The authors provide strategies for managers to increase levels of organisational justice in the tourism sector such as workgroup interactions, a consultation process, team culture and social support. This study builds on limited literature in the area of inclusion and organisational justice in tourism organisations. The study provides a new path to effective organisational management within the context of a erse workforce, adding to the current debate on which dimensions of organisational justice contribute to improving employee well-being.
Publisher: MDPI AG
Date: 03-11-2022
DOI: 10.3390/SU142114413
Abstract: (1) Background: Practising mindfulness has been suggested in several recent media reports to help employees reduce stress in their effort to balance work and life pressures, especially during the pandemic when they have to work from home. During COVID-19, organisations have also struggled to effectively engage, retain and sustain employees when managing their work remotely. It is uncertain whether there is a close link between mindfulness and sustained workforce engagement. Although data were collected prior to COVID-19, this study contributes to adding new knowledge to this line of research by investigating how the flow-on effect of being mindful and psychological flourishing helps create positive effects on workforce engagement. (2) Methods: Path analysis was run to test the hypothesised relationships among key constructs with a s le of 229 participants. Direct and indirect effects were further tested with organisational mindfulness training program. (3) Results: The findings show that positive emotions gained from being mindful and maintaining a high level of psychological flourishing enhance workforce engagement. Organisational mindfulness training programs moderated the mediating effect of psychological flourishing on the relationship between mindfulness and workforce engagement, in which the indirect effect of mindfulness on workforce engagement via psychological flourishing is stronger when employees participated in mindfulness exercises and training programs. (4) Conclusions: Positive emotions attained from being mindful and experiencing psychological flourishing help sustain workforce engagement. (5) Implication: In order to sustain an engaged workforce, organisations need to implement effective mindfulness training programs that help the workforce broaden and build their personal resources via psychological flourishing and positive emotions, especially in times of facing difficult circumstances and managing uncertainty in challenging circumstances.
Publisher: Emerald
Date: 03-08-2015
Abstract: – The purpose of this paper is to investigate small business owner/manager’s exposure to unethical behavior, and to examine the influence of unethical exposure on organizational intention to implement ethical policies and practices. – Using a s le of 209 Australian small accounting firms with a path analysis, this paper adopts a modified ethical decision-making model to test the relationship between exposure and personal attitudes toward unethical behavior, and the relationship between exposure and intentions to implement ethical policies and practices at firm level. – The results show that increased exposure to unethical behavior triggered stronger personal attitudes with small accounting firm owners/managers tending toward accepting unethical behavior. In contrast, at the firm level, more exposure to unethical behavior creates cautious overtones and motivates owners/managers to take action and implement more ethical policies, with the underlying aim of addressing serious ethical issues. – The study tests the ethical decision-making model but focuses only on three constructs (i.e. exposure, attitude and response). The aim is to examine whether extensive exposure to unethical behavior would change personal attitudes toward accepting such behavior, and whether unethical exposure would trigger firm owner/managers to take action and address the ethical dilemma by establishing some ethical guidelines. Other important variables (such as subjective norm, personal locus of control) embedded in the ethical decision-making model should be included in future research. – The study draws attention to ethical dilemmas encountered by many small accounting professionals and their organizations. It addresses the importance of upholding the ethical standard and avoiding the extensive exposure to unethical behavior. It also emphasizes the needs for small businesses to establish some ethical policies and practices. – The paper is purposely set out to reduce the gap in studying how small accounting firms make decisions in implementing their ethical policies and practices to address the r ant ethical dilemma faced by their employees as a result of many corporate scandals and financial crises of the past decade. The results are particularly valuable for small accounting firm owners/managers. The findings also have educational and policy implications.
Publisher: IGI Global
Date: 2011
Abstract: This paper explores the sayings and stories of the ancient Chinese philosophers Guanzi, Hanfeizi, Xunzi and Yanzi. Their way of ruling the state and managing the people are analysed and discussed in line with thoughts from the mainstream and modern Western management gurus, such as Warren Bennis, Peter Drucker, Mary Parker Follett, Douglas McGregor, Rosabeth Moss Kanter, Elton Mayo, and Jeffrey Pfeffer. Striking similarities call for addressing key issues in human resource management. East and west thinkers across 3000 years are identified. The principles-based ruling and management were found difficult to be taken seriously in ancient times as it is today. However, these principles must be rekindled to protect organisations and the world from mischievous behaviour that has caused much human suffering.
Publisher: IGI Global
Date: 2013
DOI: 10.4018/978-1-4666-2652-2.CH006
Abstract: This paper explores the sayings and stories of the ancient Chinese philosophers Guanzi, Hanfeizi, Xunzi and Yanzi. Their way of ruling the state and managing the people are analysed and discussed in line with thoughts from the mainstream and modern Western management gurus, such as Warren Bennis, Peter Drucker, Mary Parker Follett, Douglas McGregor, Rosabeth Moss Kanter, Elton Mayo, and Jeffrey Pfeffer. Striking similarities call for addressing key issues in human resource management. East and west thinkers across 3000 years are identified. The principles-based ruling and management were found difficult to be taken seriously in ancient times as it is today. However, these principles must be rekindled to protect organisations and the world from mischievous behaviour that has caused much human suffering.
Publisher: Pluto Journals
Date: 06-2012
DOI: 10.1080/08109028.2012.668304
Abstract: This paper has two aims. First, we clarify the belief that many Chinese firms have operated quite successfully both onshore and offshore by following cost-cutting strategies, through process efficiency rather than innovation. Second, we explain the reasons why Chinese firms are not all innovative by means of a review of empirical studies, as well as our own examination of two technology companies. We argue that there might be a dynamic sort of innovation that combines strategic costing with organisational and technological changes, and which has contributed to the fast growth and business success of some Chinese firms on the global stage in recent years. We use institutional theory and a resource-based view of the firm to explain why firms follow either innovative or imitative strategies. In analysing the three areas of innovation in two technology-based firms, we detect both innovative and imitative behaviour in Chinese firms. Our conclusion is that not all Chinese firms are innovative. Most Chinese firms follow an imitative strategy because of an imperfect institutional environment which diminishes the protection of intellectual property rights, which we regard as a prerequisite for innovation. Where Chinese firms do exhibit innovative behaviour, this is still predominantly strategic cost innovation, not innovation as it is commonly perceived and understood by researchers in the West .
Publisher: World Scientific Publishing House Ltd
Date: 07-10-2014
DOI: 10.1108/JCHRM-07-2014-0020
Abstract: – This paper aims to examine the Chinese indigenous concept of suzhi (素质) by analyzing its historical evolution and its contemporary implications for human resource management (HRM) research and practice at the national and organizational levels. – An integrated review of literatures in sinology, political science, anthropology and sociology concerned with suzhi-related research, combined with recent incidents associated with suzhi. – Suzhi is an indigenous concept embedded in the centuries-long historical context of China. Suzhi development has been focused on three key dimensions, moral, physical and mental, as a way of building quality employees and citizens. Yet developing and quantifying the moral aspects of suzhi is more challenging than measuring its physical and mental dimensions. Linking suzhi development to human capital theory enriches the understanding of this indigenous concept at both organizational and national levels. – By analyzing a three-dimensional suzhi composite, the article offers an ex le of how suzhi may be linked to human capital theory and identifies directions for future research. – By analyzing suzhi at organizational and national levels for HRM purposes, this article broadens the suzhi literature from its place in the political sciences and social anthropology to encompass a theoretical analysis in HRM and development for the benefit of organizations and the society.
Publisher: Elsevier BV
Date: 07-2008
Publisher: Routledge
Date: 06-08-2018
Publisher: Informa UK Limited
Date: 26-12-2019
Publisher: Routledge
Date: 28-11-2017
Publisher: Routledge
Date: 11-08-2023
Publisher: Emerald
Date: 12-11-2020
DOI: 10.1108/LODJ-11-2019-0476
Abstract: This study contributes to the leadership literature by examining how and when despotic leadership jeopardizes employees' performance. Specifically, we examine whether employees' job performance could be harmed by despotic supervision through employees' work withdrawal behaviour. Moreover, we investigate whether the quality of work-life (QWL) helps in toning down the harmful effects of despotic supervision on work withdrawal. We used a multi-wave research design with data collected from 195 employees and their supervisors working in Pakistan's manufacturing sector. At time 1, we measured the independent variable (i.e. despotic leadership) and moderator (QWL), whereas, at time-2, the mediator (work withdrawal) was tapped by the same respondent with a time interval of three weeks between them. At time 3, the outcome (supervisor-rated job performance) was assessed directly by the supervisors. The results support the mediating effect between despotic leadership and employees' performance through an enhanced level of work withdrawal behaviour. The effect of despotic leadership on job performance via work withdrawal behaviour was found to be weaker among employees with a higher level of QWL. For in iduals, QWL serves as an enhancement of personal resources to deal with despotic leaders at the workplace for organizations, our study results alert managers and leaders at the workplace to address employees' need for QWL as this positive resource may discourage work withdrawal behaviour and stimulate employees to perform well in their jobs despite facing despotic supervision. This study contributes to the leadership literature by introducing work withdrawal as an underlying mechanism to explain the despotic leadership – job performance relationship. Further, we examined how the harmful effects of despotic leadership can be toned down through the moderating variable of QWL thus having practical implications for both employers and employees.
Publisher: Springer Science and Business Media LLC
Date: 23-07-2009
Publisher: Elsevier BV
Date: 12-2020
Publisher: Emerald
Date: 09-10-2009
DOI: 10.1108/09564230910995107
Abstract: Skill shortages worldwide have intensified the need for talent management. Few papers examine the pattern of human resource (HR) and talent management practices that help retain competent employees among service multinational companies (MNCs) in Asia. The purpose of this paper is to map out a number of HR practices used by service companies and to examine the effect of talent retention as perceived by MNC managers on service delivery capacity and business growth. A survey data of 281 service MNCs in six Asian countries (namely Indonesia, Malaysia, Philippines, Singapore, Taiwan, and Thailand) are used to compare country and sectoral differences. Standard multiple regression analysis is conducted to test the link between HR practices, employee retention, and service firm performance. The results confirm that there are statistically significant linkages between HR practices, talent retention and firm performance. In particular, various skill training and development programs are seen to be significantly associated with capacity to deliver quality service and on firm growth as perceived by managers surveyed. Informal recruitment methods that are used more by Asian‐bred firms have contributed to better retention rates. Not all formalised HR practices lead to talent retention and the degree to which HR is perceived to have impacted on firm performance varies. The paper focuses on examining the perceptual impacts of human resource management (HRM) practices on firm performance, rather than actual HRM impacts. The interpretation of results should be taken with caution. Talent management is influenced by country specific variables. This paper shows how important it is for service firms to focus on strategic selection of both formal and informal HR practices in order to deliver high quality service and to drive service firm growth.
Publisher: World Scientific Publishing House Ltd
Date: 07-10-2014
DOI: 10.1108/JCHRM-07-2014-0019
Abstract: – The purpose of this paper is to explore suzhi requirements and expectations to double-shouldered academics as middle-level cadres (双肩挑处级干部) in a Chinese higher education institute (HEI) as an initial step to examine the interplays between suzhi requirement and expectations and organizational operational mechanism in the Chinese context. – The study adopted an exploratory single-case approach for the study. In this study, 22 participants composed of middle-level cadres, other stakeholders at the university, college/department and business unit levels were interviewed. – Suzhi requirements for the cadres followed the Communist Party of China’s (CPC) guideline, the required de, neng, qin, ji and lian (德, 能, 勤, 绩, 廉) was abstract and vague. With the parallel systems, the CPC and administrative lines, there were discrepancies between the CPC required suzhi and those expected by the stakeholders. A social phenomenon, “official rank-oriented standard” (ORS, guan ben wei, 官本位), was found significantly intertwining with the self suzhi expectation of the cadres, unveiling a more complex dynamics than most research reported for the Chinese public sector organizations (PSOs). – With the initial qualitative findings unveiling suzhi as an organizational construct, this study informs future empirical research in the indigenous suzhi phenomenon in organizational setting. The conceptualized results of our study offer new insight for future indigenous Chinese management research in all PSOs including state-owned enterprises (SOEs). – As an initial step, this study endeavored to explore suzhi as an organizational construct in a Chinese HEI. The paper contributes to the literature by unveiling the complexity of PSOs in the interplays of dual management systems and ORS coupled with dual-role suzhi requirements for the cadres.
Publisher: Wiley
Date: 02-2018
DOI: 10.1002/PA.1697
Publisher: Informa UK Limited
Date: 11-2009
Publisher: Informa UK Limited
Date: 11-05-2022
Publisher: Elsevier BV
Date: 02-2019
Publisher: Emerald
Date: 06-02-2009
Publisher: Emerald
Date: 09-10-2009
DOI: 10.1108/17506140911007459
Abstract: The purpose of this paper is to explore the relevant sayings and stories of the ancient Chinese sages in relation to the style of Chinese human resource management (HRM). Related texts generated from the quotations and stories from four Chinese sages, Guanzi, Hanfeizi, Xunzi and Yanzi, were translated and analyzed and their thinking regarding ruling the state and managing the people was discussed in line with the thoughts from the mainstream and modern Western management gurus such as Warren Bennis, Peter Drucker, Mary Parker Follett, Douglas McGregor, Rosabeth Moss Kanter, Elton Mayo and Jeffrey Pfeffer. It was found that there were striking similarities in thoughts and call for actions to address key issues in HRM by both old and contemporary, east and west thinkers across 2,500 years. The main concerns are to select the right leaders and managers and recruit the right people create attractive organisational culture and environments that promote a participative management approach to encourage, empower and engage employees to achieve desirable outcomes uphold the people‐centred management principles and focus on designing reward schemes that emphasise service and contribution instead of position and profits. There is much to be learned from the past to address the present people management issues among modern organisations both inside China and perhaps from other parts of the world. It was as difficult to take seriously the principles‐based ruling and management approaches in ancient times as it is today. However, if these principles had been put into practice, the world would have had fewer of the corporate corruption scandals and less of the mischievous behaviour in the state that are manifested in today's society, but more productive population, effective organisations, ethical governments and harmonious environment hence less global human suffering.
Publisher: IGI Global
Date: 2015
DOI: 10.4018/978-1-4666-6441-8.CH003
Abstract: This chapter reviews the legacy of several ancient Chinese sages (i.e. Guanzi, Hanfeizi, Shangyang, Xunzi, and Yanzi) and explores their thinking of ruling the state and managing the people. The thoughts of the old are compared with those known in the mainstream Western management texts. Striking similarities in thoughts and key organization and management issues of old and new are identified. For contemporary organizations to be successful, essential people-management principles must be espoused to sustain organizations for a long term as to preserve ancient states. Nonetheless, the world is in ceaseless change, dynasties and nations rise and fall as organizations acquire, merge, die, or emerge as new. Despite perpetual principles, management techniques require constant adaptation to meet modern challenges.
Publisher: IGI Global
Date: 2015
DOI: 10.4018/978-1-4666-8462-1.CH002
Abstract: This chapter uses a qualitative approach to explore the characteristics of newly-bred Chinese entrepreneurs among 14 technology-based companies in Mainland China, Taiwan, and Hong Kong. Internal and external perspectives on studying entrepreneurship were adapted to examine personality attributes and the impacts of social settings on shaping the characteristics of modern Chinese entrepreneurs. The findings show that Chinese entrepreneurs were strongly influenced by the Confucianism, in which learning was upheld as a key to develop internal innovative capabilities for sustaining enterprise growth in the dynamic environment. Chinese entrepreneurs leading technologically innovative companies were also found to be visionary, but with less risk taking they had exceptional networking capability and political dexterity to build strong relationships with government, industry and community. The tie between the Confucian entrepreneurial attributes and strong government support appears to enable the ‘innovation in Chinese way'. Implications of these results are discussed.
Publisher: Emerald
Date: 14-08-2007
DOI: 10.1108/01409170710822044
Abstract: This paper aims to propose a conceptual framework to explore the link between strategic human resource management (SHRM) and firm performance of the coal mining companies in Central Queensland (CQ), Australia. The paper reviews literature relating to the process and issues of transforming human resource practices and industrial relations of the coal industry in Australia for the past decade. Theoretical development and empirical studies on the SHRM‐performance linkage are discussed. Based on the literature review, the paper develops an integrated model for testing the relationship between SHRM and firm performance in the context of CQ's coalmines and proposes a number of research propositions. Three perceivable outcomes are likely derived from application of this framework in the field. First, a testing of the linkage between strategic HRM and firm performance in the coal industry, using an integrated approach, would complement the empirical deficiency of treatments on the prior SHRM models. Second, data at firm level could be collected to develop a better understanding of how the adoption of strategic HRM practices in coal companies can affect firm performance. Third, the extent of flexibility practices, use of contractors and associated management practices could be identified. The coal industry is central to economic development of regional Queensland. The industry contributes substantially to GDP via employment, investment and product export. An exploration of the impact of SHRM on the coal industry will likely result in identifying some best practices that could be potentially adopted in the wider business community to foster regional economic development in Australia and worldwide.
Publisher: Emerald
Date: 24-04-2007
DOI: 10.1108/17506140710757991
Abstract: The existing research on multinational companies (MNCs) tends to emphasise the diffusion of knowledge and skills in information, communication and technology (ICT) from the more advanced industrialised nations to less‐developed or latecomer countries. Few studies have examined the ICT work force supply and development of local ICT skills among MNCs' overseas subsidiaries. This paper aims to fill the gap by evaluating the issues relating to the host country's ICT work force planning and supply and the recruitment and retention of ICT skills among MNCs at their local subsidiary. A survey of 100 MNCs in Taiwan, Republic of China was used for analysis. The self‐administered questionnaire was designed to examine the extent of difficulty experienced by MNCs in recruiting high, medium and low levels of ICT skills in the manufacturing and service sector. Attrition rate of the ICT skilled workers in Taiwan was also examined. The results suggest some degree of ICT skill deficiency at the firm level, despite many efforts attempted by the Taiwanese government to develop and supply ICT skills at the national level. A gap between national advancement in technology and firm level of skills deficiency exists. These findings lead to consideration of a better alignment in providing local government support programs to meet MNCs specific skill requirements. The study provides some insights especially for the emerging economy of China, which tends to heavily impose government intervention in developing strategic industries.
Publisher: Informa UK Limited
Date: 2013
Publisher: Informa UK Limited
Date: 10-2006
Publisher: Elsevier BV
Date: 02-2014
Publisher: IEEE
Date: 2009
Publisher: Routledge
Date: 28-11-2019
No related grants have been discovered for Connie Shao-mei Zheng.