New Frontiers in HR Practices and HR Processes: Evidence from Asia

Abstract

Research on the relationship between human resource management (HRM) and organizational outcomes has mainly been studied at the organizational level so far. However, HRM scholars acknowledge that employees are the foundation of organizations, and they play an important role in the effect of HRM on employee and organizational outcomes. While research on HR content focuses on the effects of HR practices, HR process research considers how employee perceptions and attributions of HR influence organizational outcomes. In the special issue of New Frontiers in HR Practices and HR Processes: Evidence from Asia, we focus on emerging research in the Asian region, especially China and Pakistan regarding the role of employees, also known as the micro-foundations of HR research, in terms of both HR content and HR process. In this Introduction of the special issue, we review the current state-of-the-art studies in both research streams and highlight further research questions. We outline how the papers in this special issue advance our knowledge for the Asian region and we also call for more Asian region HR practice and HR process studies in the future.

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Item Type:	Article
Authors/Creators:	Sanders, K Song, LJ https://orcid.org/0000-0002-0969-4091 Wang, Z Bednall, TC
Copyright, Publisher and Additional Information:	© 2022 Australian Human Resources Institute (AHRI). This is the peer reviewed version of the following article: Sanders, K., Song, L.J., Wang, Z. and Bednall, T.C. (2022), New Frontiers in HR Practices and HR Processes: evidence from Asia. Asia Pac J Hum Resour, 60: 703-720. https://doi.org/10.1111/1744-7941.12344, which has been published in final form at https://doi.org/10.1111/1744-7941.12344. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Use of Self-Archived Versions. This article may not be enhanced, enriched or otherwise transformed into a derivative work, without express permission from Wiley or by statutory rights under applicable legislation. Copyright notices must not be removed, obscured or modified. The article must be linked to Wiley’s version of record on Wiley Online Library and any embedding, framing or otherwise making available the article or pages thereof by third parties from platforms, services and websites other than Wiley Online Library must be prohibited.
Keywords:	communication; HR and technology; international HRM
Dates:	Published: October 2022 Published (online): 1 July 2022 Accepted: 6 June 2022
Institution:	The University of Leeds
Academic Units:	The University of Leeds > Faculty of Business (Leeds) > Management Division (LUBS) (Leeds)
Depositing User:	Symplectic Publications
Date Deposited:	10 Jun 2022 09:55
Last Modified:	01 Jul 2024 00:13
Status:	Published
Publisher:	Wiley
Identification Number:	10.1111/1744-7941.12344
Open Archives Initiative ID (OAI ID):	oai:eprints.whiterose.ac.uk:187775

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New Frontiers in HR Practices and HR Processes: Evidence from Asia

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