Conclusion
This study reviewed and categorized HRM studies in Taiwan and made comparisons with Mainland China and Hong Kong to provide a more detailed discussion of the development of HRM in Taiwan and the other major ethnic Chinese economies in East Asia. With roots in traditional Confucian Chinese culture, but also influenced by Western management, HRM in Taiwan and East Asia has been developing and changing to fit in increasingly competitive and fast-changing environment. In recent years, HRM has become more well-developed (and accepted) in Taiwan firms, and now plays an important role in the economy of Taiwan (Uen et al., 2012). This is also increasingly the case in Mainland China and in other parts of East Asia more recently (Bruton et al., 2000; Chen & Ahlstrom, 2017). Taiwan and Mainland China both represent fast developing economies grounded in Chinese culture. Rooted as such, the development of HRM in Taiwan (as well as the other major economies of East Asia) has undergone some major shifts in the past two decades, influenced by the introduction of Western management philosophy and HR practices, corporate governance reform (Young, Peng, Ahlstrom, Bruton, & Jiang, 2008; Young et al., 2001), and legal changes with respect to employment regulations (Chen & Ahlstrom, 2017). In Taiwan, as in other parts of East Asia, HRM has come out of the backroom of the personnel department and is increasingly playing important managerial and strategic roles in Asian firms, even among the most traditional ones (Chen & Ahlstrom, 2017; Uen et al., 2012).
