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Title: Impact of human resource management systems on firm performance in Hong Kong
Author: Wong, Alex Che Fat
ISNI:       0000 0004 2713 5829
Awarding Body: University of East Anglia
Current Institution: University of East Anglia
Date of Award: 2010
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There have been many studies conducted in the West supporting a positive relationship between HRM systems and firm performance. The black box underlying the HRM-firm performance relationship has however remained unlocked. In the current research conducted in Hong Kong, organizational capability was identified as the black box for investigation. HRM practices can build organizational capability as a source of competitive advantage. Organizational capability represents a firm's ability to manage its people to gain competitive advantage and is determined by the employees who are properly hired, how they feel about working for the organization, how they are trained and rewarded for meeting customer needs. Firm competitiveness is derived from organizational capability which is firm-specific. Additionally, differentiation strategy as moderator in the HRM-firm performance relationship was examined. Most MNCs and Chinese firms pursue differentiation strategies. While MNCs align differentiation strategies with appropriate HRM practices, Chinese firms do not much value the HRM function. Based on cross-sectional data collected through postal questionnaire survey across firms in various industries with two sources of data per sample firm, the current research adds to the RBV theory and fills the gap in knowledge by specifically examining the HRM-organizational capability-performance model. While conclusion of past studies drawn from the West on HRM-firm performance relationship is generalized to firms in Hong Kong, this research has also found support to the mediation and moderation perspectives. Organizations must constantly assess customer needs and modify the organizational capability to satisfy such needs. If HRM systems do not improve the organizational capability, firm performance will neither be enhanced. When this happens, managers must carefully check the design of HRM practices. Further, HR managers should adopt a system approach of HRM practices that should be designed to reinforce the firm's chosen business strategy in the combination of internal and external fit perspectives
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available