Traditional Chinese Thinking on HRM Practices [electronic resource] : Heritage and Transformation in China /
Yuan, L.author.
Suggests important ramifications for both Western and Eastern Human Resources Practices and is the first research of its kind to empirically investigate the effect of Chinese core values, which originated from Chinese traditional thinking, on HRM practices in China.
Description based upon print version of record.
Cover; Half-Title; Title; Copyright; Contents; List of Tables; List of Figures; Preface; Acknowledgements; 1 Introduction; China's economic competitiveness; Particularity of Chinese HRM; Chinese traditional thinking and its derived core values; Structure of the book; 2 Western HRM and HRM in China; Western HRM theories and practices; The rise of HRM; The definition of HRM; Dominant HRM models; HRM and personnel management; HRM practices; Critical perspective on HRM; HRM in China; Rise of HRM thinking in China; HRM research studies in China; Research on Chinese culture and its influence on HRM
Conclusion3 Philosophical Underpinnings of HRM Theory; Introduction; Individualism; Individualism and its philosophical pedigree; Individualism-collectivism; Individualism and HRM; Meritocracy; Meritocracy and the American Dream; Meritocracy and its philosophical bases; Meritocracy and HRM; Reason and instrumental rationality; What is rationality?; Rationality and its epistemology traditions in Western; philosophy; Rationality and HRM; Short-termism; Short-term orientation and Western philosophy; Representation of Western short-termism in art, medicine and business; Short-termism and HRM
Conclusion4 Re-examining Traditional Chinese Thinking; Chinese history: outline and implications; Timeline of Chinese history; Summary of Chinese ancient history; Key features of Chinese traditional thinking; Holistic, naive thinking; Fuzzy, processual thinking; Indirect and long-term thinking; Conclusion; 5 Chinese Traditional Values - Implication for HRM in China; Introduction; He (harmony) and collectivism; He (harmony); He and Chinese organization; Zhong Yong ( ); Zhongyong , the Doctrine of Mean; Zhongyong and Chinese organization; Hierarchy, seniority and loyalty (Zhong); Hierarchy
SeniorityLoyalty ( ); Hierarchy, seniority, loyalty and Chinese organization; Renqing and Guanxi ( ); Renqing ( ); Guanxi ( ); Guanxi , Renqing and Chinese organization; Face ( Mianzi and Lian ); Mianzi and Lian; Three characteristics of face; Face and Chinese organizations; Conclusion; 6 Research Findings and Analyses; The role of Chinese traditional thinking; He (harmony ); Zhongyong (the Doctrine of Mean ??????); Hierarchy, seniority and loyalty; Guanxi / Renqing; Face ( Mianzi and Lian ); Discussion and managerial implications; 7 Conclusion; East-West comparisons
Summary of the main findings of the researchChinese HRM style and its importance; Limitations of the research and suggestions for future studies; Appendices; 1 Informant Pseudonyms and Background; 2 Endnotes with Original Text and Quotations; Notes; References
Includes bibliographical references.
Suggests important ramifications for both Western and Eastern Human Resources Practices and is the first research of its kind to empirically investigate the effect of Chinese core values, which originated from Chinese traditional thinking, on HRM practices in China.
International business enterprises.
Management.
Personnel management.
Asia—Economic conditions.
International economics.
International Business.
Management.
Human Resource Management.
Asian Economics.
International Economics.