外资制造企业在孟加拉国的人力资源管理实践:比较研究

IF 1.4 Q3 MANAGEMENT
M. K. Miah, Mashita Khasro Sarah, Yoshi Takahash
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引用次数: 0

摘要

本研究旨在调查和比较在孟加拉国经营的外国制造子公司之间的人力资源管理(HRM)实践。我们采访了36名来自三种公司的管理人员,根据他们的原籍国:两名日本公司、两名英国公司和两名美国公司。研究结果表明,外国子公司通过模仿本国和东道国的做法,采用了混合的人力资源管理实践。结果发现,日本子公司受母公司的影响很大,这影响了其在孟加拉国的公司的核心人力资源管理实践。另一方面,英国和美国在孟加拉国的子公司采取了不同的路线。他们适应和调整了东道国的人力资源管理实践,并将其与国际化阶段结合起来实施。这项研究进一步表明,通过民族文化的框架,母国和东道国的辩论可能需要重新审视。本研究通过分析东道国的社会文化和制度影响,填补了跨文化人力资源管理实践、跨国公司人力资源管理实践和外国子公司关系之间的趋同-分歧辩论文献中的知识空白。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Human Resource Management Practices of Foreign Manufacturing Companies in Bangladesh: A Comparative Study
This study aims to investigate and compare human resource management (HRM) practices among the foreign manufacturing subsidiaries operating in Bangladesh. We interviewed 36 managerial employees from three types of companies based on their country of origin: two Japanese, two British and two American. The findings reveal that a blend of HRM practices has been adopted by the foreign subsidiaries, executed by imitating home and host country practices. Results found that Japanese subsidiaries are heavily influenced by their parent company, which affects the core HRM practices of their companies in Bangladesh. On the other hand, the subsidiaries of the United Kingdom and the United States in Bangladesh have taken a different route. They have adapted and adjusted the HRM practices from the host country and implemented them with their internationalisation stages. This study further suggests that the home and host country debate through the framework of national culture may need to be re-examined. This research fills the knowledge gap in the literature on cross-cultural HRM practices, convergence–divergence debate among MNC firms’ HRM practices and foreign subsidiaries’ relationships by analysing the socio-cultural and institutional influences of the host countries.
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来源期刊
CiteScore
2.30
自引率
23.50%
发文量
29
期刊介绍: South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.
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