HRM values of Chinese managers working in multi-national enterprises

Research output: Contribution to conferenceAbstractResearch

Abstract

This presentation highlights a study that explores the nature of HRM values of local Chinese managers working in multi- national enterprises (MNEs) in China using repertory grid interviews with thirty-six local Chinese managers. The interviewees reflected a high level of assimilation and internalisation of many Western HRM values. However, interviewees also retained many traditional values as well. A notable characteristic of the results is the coexistence of paradoxical values from Western HRM and Chinese people management, emphasising both collectivist and individualistic values. This presentation will outline the use of repertory grid within HRM research as well as identify the values of Chinese managers.

Conference

ConferencePacific Employment Relations Association Conference (11th : 2011)
CitySurfers Paradise, Qld.
Period14/11/1117/11/11

Fingerprint

Multinational enterprises
Chinese managers
Repertory grid
China
Coexistence
Internalization
People management

Cite this

Nesbit, P. (2011). HRM values of Chinese managers working in multi-national enterprises. 12. Abstract from Pacific Employment Relations Association Conference (11th : 2011), Surfers Paradise, Qld., .
Nesbit, Paul. / HRM values of Chinese managers working in multi-national enterprises. Abstract from Pacific Employment Relations Association Conference (11th : 2011), Surfers Paradise, Qld., .1 p.
@conference{1e7806db5e994a288111b0bc629aa869,
title = "HRM values of Chinese managers working in multi-national enterprises",
abstract = "This presentation highlights a study that explores the nature of HRM values of local Chinese managers working in multi- national enterprises (MNEs) in China using repertory grid interviews with thirty-six local Chinese managers. The interviewees reflected a high level of assimilation and internalisation of many Western HRM values. However, interviewees also retained many traditional values as well. A notable characteristic of the results is the coexistence of paradoxical values from Western HRM and Chinese people management, emphasising both collectivist and individualistic values. This presentation will outline the use of repertory grid within HRM research as well as identify the values of Chinese managers.",
author = "Paul Nesbit",
year = "2011",
language = "English",
pages = "12",
note = "Pacific Employment Relations Association Conference (11th : 2011) ; Conference date: 14-11-2011 Through 17-11-2011",

}

Nesbit, P 2011, 'HRM values of Chinese managers working in multi-national enterprises' Pacific Employment Relations Association Conference (11th : 2011), Surfers Paradise, Qld., 14/11/11 - 17/11/11, pp. 12.

HRM values of Chinese managers working in multi-national enterprises. / Nesbit, Paul.

2011. 12 Abstract from Pacific Employment Relations Association Conference (11th : 2011), Surfers Paradise, Qld., .

Research output: Contribution to conferenceAbstractResearch

TY - CONF

T1 - HRM values of Chinese managers working in multi-national enterprises

AU - Nesbit, Paul

PY - 2011

Y1 - 2011

N2 - This presentation highlights a study that explores the nature of HRM values of local Chinese managers working in multi- national enterprises (MNEs) in China using repertory grid interviews with thirty-six local Chinese managers. The interviewees reflected a high level of assimilation and internalisation of many Western HRM values. However, interviewees also retained many traditional values as well. A notable characteristic of the results is the coexistence of paradoxical values from Western HRM and Chinese people management, emphasising both collectivist and individualistic values. This presentation will outline the use of repertory grid within HRM research as well as identify the values of Chinese managers.

AB - This presentation highlights a study that explores the nature of HRM values of local Chinese managers working in multi- national enterprises (MNEs) in China using repertory grid interviews with thirty-six local Chinese managers. The interviewees reflected a high level of assimilation and internalisation of many Western HRM values. However, interviewees also retained many traditional values as well. A notable characteristic of the results is the coexistence of paradoxical values from Western HRM and Chinese people management, emphasising both collectivist and individualistic values. This presentation will outline the use of repertory grid within HRM research as well as identify the values of Chinese managers.

M3 - Abstract

SP - 12

ER -

Nesbit P. HRM values of Chinese managers working in multi-national enterprises. 2011. Abstract from Pacific Employment Relations Association Conference (11th : 2011), Surfers Paradise, Qld., .