Asia Pacific Journal of Human Resources

Cover image for Vol. 54 Issue 2

Editors Timothy Bartram and Fang Lee Cooke

Impact Factor: 1.1

ISI Journal Citation Reports © Ranking: 2014: 7/27 (Industrial Relations & Labor); 102/185 (Management)

Online ISSN: 1744-7941

Recently Published Issues

See all

Author Guidelines

Click Here

Author Guidelines

Recently Published Articles

  1. Supporting workers with disabilities: a scoping review of the role of human resource management in contemporary organisations

    Jillian Cavanagh, Timothy Bartram, Hannah Meacham, Christine Bigby, Jodi Oakman and Ellie Fossey

    Version of Record online: 17 MAY 2016 | DOI: 10.1111/1744-7941.12111

    Key points

    1. This paper presents a scoping review of human resource management (HRM) and disability literature to inform management practice and research on workers with disability.
    2. The paper identifies literature on physical, mental health and intellectual disability.
    3. The scoping review identifies management and employer knowledge and support, discrimination and attitudes towards the employment of workers with disabilities, and their performance and employment outcomes.
  2. Trainee versus supervisor assessment of training transfer: mediational analysis of transfer variables

    Yoonhee Park, Doo Hun Lim and Joohee Chang

    Version of Record online: 6 MAY 2016 | DOI: 10.1111/1744-7941.12116

    Key points

    1. As content relevance of a training program is a critical factor for sustained training transfer, instructional designers should develop training programs that precisely reflect the trainees’ task requirements.
    2. As training transfer is a multiphasic process that includes many factors interacting simultaneously, any training transfer effort would be augmented through transfer strategies address the obstacles and promotional factors.
    3. During the training transfer process supervisory support should be carefully controlled to reduce its negative effect on training transfer.
  3. Stronger may not be better: organizational identity strength and performance of Indian SMEs

    Safal Batra and Supriya Sharma

    Version of Record online: 5 MAY 2016 | DOI: 10.1111/1744-7941.12114

    Key points

    1. Small businesses often need to redefine their sense of identity in order to appropriately address changes in the environment and seize new opportunities. Thus, organizations which foster a strong identity but are equipped to undertake necessary identity transformations tend to be more competitive.
    2. We argue that an optimally strong organizational identity will enable firms to remain stable yet agile to be able to respond to fast-changing competitive environment.
    3. Our arguments about the role of participatory decision-making highlight the cross-cultural differences in management practices.
  4. Moving from the developing to the developed: compensation disparities of Chinese expatriates

    Kathy Ning Shen and Xuanli Xie

    Version of Record online: 20 APR 2016 | DOI: 10.1111/1744-7941.12113

    Key points

    1. This research examines Chinese expatriates working in Chinese multinational companies (MNC) subsidiaries in the United Arab Emirates, who receive less pay than locals/self-initiated expatriates from the host country.
    2. Three salient social referents are used by Chinese expatriates to assess distributive justice, i.e. employees working in mainland China, locals/self-initiated expatriates from the host country, and employees working in developed country multinational companies in the host country.
    3. Compensation disparity vis-à-vis employees working in mainland China and in international multinational companies has a significant effect on perceived distributive justice regarding respective referents.
    4. Equity and non-monetary rewards are stable influential factors for perceived distributive justice, besides compensation disparity; however, compensation disparity is not used when it comes to assessing perceived distributive justice compared to locals in the host country.
    5. Only equity and non-monetary rewards have significant effects on expatriation satisfaction, not perceived distributive justice.
  5. The employability of newcomer self-initiated expatriates in China: an employers' perspective

    Paula Makkonen

    Version of Record online: 4 APR 2016 | DOI: 10.1111/1744-7941.12112

    Key points

    1. The employability of newcomer SIEs is perceived as very low and the group is seen as offering a weak staffing alternative in China.
    2. Both organisational and contextual drivers define the value of the person-related factors that contribute to employability, and whether those attributes enhance or diminish the value of an employee.
    3. Some core characteristics associated with SIEs such as their high mobility, temporary employment status, protean attitude, and their individualistic approach to performing a job seem to diminish their employability.

SEARCH

SEARCH BY CITATION