A comparative study of the effects of 'best practice' HRM on worker outcomes in Malaysia and England local government
This paper presents the findings of a cross-cultural comparison of the effects of 'best practice' HRM using employees from a matched sample of local government service departments in England and Malaysia (England n = 569, Malaysian n = 453). The paper tests the universal 'best practic...
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| Main Authors: | , |
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| Format: | Article |
| Published: |
Routledge
2010
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| Subjects: | |
| Online Access: | http://library.oum.edu.my/repository/438/ |
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| Institution: | Open University Malaysia |
| Summary: | This paper presents the findings of a cross-cultural comparison of the effects of 'best practice' HRM using employees from a matched sample of local government service departments in England and Malaysia (England n = 569, Malaysian n = 453). The paper tests the universal 'best practice' thesis, and also assesses the perceived level of up-take of HR practices in the two samples. The research also considers the effects of the psychological climate and employees' perceptions of trust on five work-related outcomes, namely job satisfaction, motivation, organizational citizenship behaviour, stress and quit intentions. The findings reveal that the Malaysian workers perceived the up-take of HR practices to be higher in comparison to their counterparts in England. A less consistent pattern emerged with regards to perceptions of climate. OLS regression revealed that consistent with the universal thesis, a bundle of HR practices significantly predicted employee outcomes in the hypothesized directions in both samples. Therefore, these findings provide strong support for the universal thesis. (Authors' abstract) |
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