Global Convergence, Human Resources Best Practices, and Firm Performance: A Paradox

  • Steven S. Lui
  • Chung-Ming Lau
  • Hang-Yue Ngo
Chapter
Part of the Journal of International Business book series (MIR)

Abstract

  • In view of rapid globalization and the subsequent heightened competitive pressure, it is imperative to investigate whether, as the convergence thesis has suggested, globalization is leading towards a universal adoption of Human Resource best practices (HRBP).

  • Based on Barney’s (1991) argument that a firm’s competence needs to be unique, rare, and hard to imitate, if firms are increasingly adopting the same set of HRBP, these practices can no longer provide the competitive advantage for them.

  • In this paper, we integrate the globalization argument with institutional theory and resourced-based view to formulate several hypotheses to test the extent of convergence in HRBP and the subsequent effect on firm performance on a sample of 248 firms operating in Hong Kong.

Keywords

Firm Performance Human Resource Management Institutional Theory International Business Study Human Resource Management Practice 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.
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Copyright information

© Springer Fachmedien Wiesbaden 2004

Authors and Affiliations

  • Steven S. Lui
    • 1
  • Chung-Ming Lau
    • 2
  • Hang-Yue Ngo
    • 2
  1. 1.Department of ManagementCity University of Hong KongHong Kong
  2. 2.Department of ManagementThe Chinese University of Hong KongHong Kong

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