The focus of this research is upon human resource management and
recruitment and selection practices in the Taiwanese cultural context. The samples
were primarily focused upon manufacturing industry in Taiwan. The postal
questionnaire was chosen for data collection. The 500 manufacturing companies
randomly selected for this research were sent two questionnaire each. The
questionnaire on HRM and recruitment and selection (HRMRS) was addressed to
HR manager whereas the questionnaire on work-related values of national culture
was addressed to non-managerial employee.
The research results indicate that there is a general desire among HR
professionals in manufacturing organizations that HRM polices are integrated with
corporate strategies and that HRM should be involved in decision making at board
level. Evidence was also obtained that some HRM decisions are shared between
line management and HR specialists and that line managers had a particularly
influential role in decisions regarding recruitment and selection, training and
development, and workforce expansion/reduction. There was also some evidence
supporting an assertion that certain recruitment and selection practices were
culturally sensitive and this was supported by evidence of association between
practice and country of ownership.
The research also suggests that work-related values in Taiwan have
changed over the last twenty years since Hofstede's original work and that in
particular there had been change in the direction of Individualism and Masculinity.
However, there was also evidence that traditional Chinese/Confucian values were
still important to employees. These cultural findings have implications for the
practice of HRM including appropriate recruitment and selection policies and
practices. There was also some evidence that wok-related values vary with
ownership pattern, company size, as well as with gender, age, and levels of
educational attainment.
This research contributes to the body of knowledge through the findings
detailed above and these were used to develop an analytical framework of HRM in
Taiwan which encompasses work-related values as part of both the internal and
external organizational context and which might also form an appropriate base for
comparative analysis.
Date of Award | 1999 |
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Original language | English |
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Awarding Institution | |
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Recruitment and selection and human resource management in the Taiwanese cultural context
Hsu, Y. (Author). 1999
Student thesis: PhD