Explaining the human resource management preferences of employees: a study of Chinese workers

Abstract

This study explores the human resource management (HRM) preferences of Chinese employees, based on a sample of 2852 questionnaires from organizations in China. The research findings show a strong ‘group orientation’ and a great emphasis on ‘soft factors’ such as seniority, loyalty and connections in many HRM areas. It is argued that certain areas of Chinese HRM are converging to the Western model, but the influence of traditional Chinese personnel practices remains strong. A ‘group orientation’, a major emphasis on ‘soft factors’ and a trade union presence will remain as the three main features of Chinese HRM in the long term.

Keywords:

• China
• Chinese
• convergence
• divergence
• HRM
• HRM preferences

Notes

1. In Shandong province, it was three to six times (http://www.sdjw.gov.cn/zcfgshow.asp?id = 307, last accessed 6 December 2009); in Beijing, it was up to 12 times (http://www.hrbgzw.gov.cn/news_text.asp?id = 3053, last accessed 6 December 2009).

2. Statistics from the ACFTU website http://www.acftu.net/template/10004/file.jsp?cid = 201&aid = 72843, last accessed 6 December 2009.

3. Most respondents were from companies in more economically advanced cities in China, which may be unrepresentative. Moreover, the respondents were mainly young Chinese, under 40-years old (85.5%), with a higher education (71.4%) and some management responsibilities (75.9%).