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Developing an Integrative International Human Resource Model: The contribution of Chinese Multinational Enterprises

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  • Jie Shen
  • Vincent Edwards
  • Gloria Lee

Abstract

This study develops an integrative international human resource IHRM framework in Chinese MNEs mainly by examining the relationship between the intervening factors and IHRM policies and practices. It confirms that IHRM is associated with a variety of contextual and firm-specific factors, including political, legal, economic, socio-cultural factors, international strategy, organizational structure, organizational culture, stage and mode of internationalization, type and niche of industry, international experience, size of international operation, the reliance on international markets and top management perceptions of home HRM systems. These factors have differentiated impact and are changing over time. It also explores the impact of IHRM policy and practice on each other, arguing that there is interplay between IHRM policies and practices.

Suggested Citation

  • Jie Shen & Vincent Edwards & Gloria Lee, 2005. "Developing an Integrative International Human Resource Model: The contribution of Chinese Multinational Enterprises," Asia Pacific Business Review, Taylor & Francis Journals, vol. 11(3), pages 369-388, September.
    • Handle: RePEc:taf:apbizr:v:11:y:2005:i:3:p:369-388
    DOI: 10.1080/13602380500068466
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    Cited by:

    1. Patel, Parth & Bhanugopan, Ramudu & Sinha, Paresha & Prikshat, Verma & Boyle, Brendan, 2024. "Home country and firm-specific advantage influences on HRM replication versus adaptation in EMNEs operating in advanced economies: A qualitative comparative analysis," Journal of Business Research, Elsevier, vol. 170(C).

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