Do HR practices for employee lifecycle influence organisational outcomes equally in Asia? Evidence from the Indo-Thai food sector

Sarawut Pathomphatthaphan, Simanchala Das, Keytapark Virat
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Abstract

PurposeThe primary purpose of this contextual study was three-fold: (1) to study the effect of HR practices on employee lifecycle (ELC) on organisational outcomes; (2) to investigate the mediating role of employee outcomes in the relationship between HR practices and organisational outcomes; (3) to assess the differences in HR practices of the Indian and Thai food processing industries.Design/methodology/approachThe study used random sampling to select 574 (278 Indian and 296 Thai) HR managers in food processing industries. A structured questionnaire was administered. The PLS-SEM was used to validate the relationships, while multiple group analysis (MGA) was employed to compare the HR practices.FindingsThe results revealed a significant influence of HR practices on organisational outcomes. Employee outcomes also mediate this influence. MGA results showed no significant variation in the effect of HR practices on organisational outcomes between India and Thailand.Practical implicationsHR practices must be aligned to suit country-specific business contexts to achieve organisational outcomes by improving employee outcomes. The findings would guide managers of the Indian and Thai food industries to develop tailor-made HR strategies.Originality/valueThis study contributes to comparative HRM in the Asian context by offering an empirically tested framework. Additionally, this comparative research offers insightful information on convergent best practices among Asian nations.
在亚洲,针对员工生命周期的人力资源实践是否同样影响组织成果?来自印泰食品行业的证据
目的这项背景研究的主要目的有三个方面:(1)研究员工生命周期(ELC)方面的人力资源实践对组织成果的影响;(2)调查员工成果在人力资源实践与组织成果之间关系中的中介作用;(3)评估印度和泰国食品加工业人力资源实践的差异。采用了结构化问卷。研究结果表明,人力资源实践对组织结果有显著影响。员工成果也是这种影响的中介。MGA 结果显示,印度和泰国的人力资源实践对组织成果的影响没有明显差异。研究结果将指导印度和泰国食品行业的管理者制定量身定制的人力资源战略。此外,这项比较研究还提供了有关亚洲各国最佳实践趋同的深刻信息。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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