The transfer of human resource management technology in Sino‐U.S. cooperative ventures

Problems and solutions

Mary Ann Von Glinow, Mary Teagarden

Research output: Contribution to journalArticle

106 Citations (Scopus)

Abstract

Differences between Chinese and U.S. human resource management systems are described with respect to fundamental organization and work‐related assumptions about people and performance, rewards, training and development, and educational background of HR practitioners. We identify key differences that present impediments to the modernization of HRM practices in Sino‐U.S. cooperative ventures, and then, present a normative framework for the introduction of modem HRM practices into these ventures. We conclude with implications for both research and practice that focus primarily on integrating individuals and the enterprise, as well as integrating the enterprise with social and economic goals.

Original languageEnglish (US)
Pages (from-to)201-229
Number of pages29
JournalHuman Resource Management
Volume27
Issue number2
DOIs
StatePublished - 1988
Externally publishedYes

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Modems
Human resource management
Social Change
Reward
Economics
Organizations
Technology
Modernization
Research
Industry
Transfer (Psychology)
Venture
HRM practices
Human resource management systems
Impediments
Training and development
Education

ASJC Scopus subject areas

  • Management of Technology and Innovation
  • Organizational Behavior and Human Resource Management
  • Strategy and Management
  • Applied Psychology

Cite this

The transfer of human resource management technology in Sino‐U.S. cooperative ventures : Problems and solutions. / Von Glinow, Mary Ann; Teagarden, Mary.

In: Human Resource Management, Vol. 27, No. 2, 1988, p. 201-229.

Research output: Contribution to journalArticle

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