دانلود رایگان مقاله انگلیسی پژوهش مدیریت منابع انسانی و عمل در تایوان با مقایسه در انتخاب اقتصاد در شرق آسیا - اشپرینگر 2017

Abstract

Human resources are increasingly crucial to the growing economies of East Asia, which are striving to diversify economically toward higher value-added productmarkets to continue their growth. Human resource management (HRM) in Taiwan, based on Confucianism and influenced by Western management research and practice, has been experiencing a major paradigm shift of sorts in recent years. With Taiwan’s rapid economic growth followed by its industrial and institutional transformation, HRM in the region has been developing to cope with the increasingly competitive and fast-changing business world. As such, this study reviews HRM’s development in Taiwan over the recent decades. The reviewed studies were gathered from work published from 1990 to 2016 appearing in the Social Sciences Citation Index or Taiwan Social Sciences Citation Index Chinese journals. A detailed discussion of HRM development in Taiwan is made, along with a summarizing scheme and some comparison to HRM in other select economies in East Asia, including those of Mainland China and Hong Kong which share the same cultural lineage and values.

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).