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首页> 外文期刊>The international journal of human resource management >A comparative study of the effects of 'best practice' HRM on worker outcomes in Malaysia and England local government
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A comparative study of the effects of 'best practice' HRM on worker outcomes in Malaysia and England local government

机译：马来西亚和英国地方政府“最佳实践”人力资源管理对工人成果影响的比较研究

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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.
机译：本文介绍了跨文化比较的结果，该结果使用了来自英格兰和马来西亚当地政府服务部门（英格兰n = 569，马来西亚n = 453）的匹配样本中的员工对“最佳实践” HRM效果的跨文化比较。本文测试了通用的“最佳实践”论点，并评估了两个样本中对人力资源实践的认可程度。该研究还考虑了心理氛围和员工对信任的看法对与工作相关的五个结果的影响，即工作满意度，动机，组织公民行为，压力和辞职意愿。调查结果表明，与英格兰的工人相比，马来西亚工人对人力资源实践的接受程度更高。关于气候的看法出现了不太一致的模式。 OLS回归显示，与通用论证一致，一整套人力资源实践在两个样本中均沿假设的方向显着预测了员工的业绩。因此，这些发现为普遍论点提供了有力的支持。

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