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The Relationship of HRM-FP (Firm Performance) in SMEs
A Review of Empirical Research and Suggestions for Future Chinese Studies
2016 Volume 8 Issue 2 Pages 89-105
Details
2016 Volume 8 Issue 2 Pages 89-105
The research for the relationship of HRM-FP in Chinese SMEs has become necessary. The purpose of this paper is to identify the current status of the empirical studies on the relationship of HRM-FP in SMEs, and to offer suggestions for future Chinese research. This study reviewed published articles selected from the articles which searched from the major databases in English, Japanese and Chinese (12 overseas studies & 11 Chinese studies), focusing on the topic of the relationship of HRM-FP in SMEs. This study's findings are: the results differ by analysis viewpoints of HRM practices and HRM system; there are some mediating and moderating variables between HRM and FP, such as strategies, HRM outcome and others; almost all of the 23 studies are “post-predictive” studies which measure HRM after the performance period; the indexes of FP differ by study, all studies mixed HRM outcome, organizational outcome and financial outcome together as FP. Based on these findings, I offer some suggestions for future research.
