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Caven, V and Diop, M (2012) Architecture: a 'rewarding' career? An Anglo-French comparative study of intrinsic rewards in the architecture profession. Construction Management and Economics, 30(07), 513-23.
Gall, G (2012) Industrial conflict in the engineering construction industry in Britain. Construction Management and Economics, 30(07), 535-44.
Lindebaum, D and Jordan, P J (2012) Relevant but exaggerated: the effects of emotional intelligence on project manager performance in construction. Construction Management and Economics, 30(07), 575-83.
Phua, F T T (2012) Do national cultural differences affect the nature and characteristics of HRM practices? Evidence from Australian and Hong Kong construction firms on remuneration and job autonomy. Construction Management and Economics, 30(07), 545-56.
- Type: Journal Article
- Keywords: human resource management; job autonomy; job satisfaction; national culture; remuneration
- ISBN/ISSN: 0144-6193
- URL: https://doi.org/10.1080/01446193.2012.682074
- Abstract:
Human resource management (HRM) plays a pivotal role in attracting and retaining talent. However, there is growing recognition in international HRM literature that the adoption of the widely accepted US/Harvard-inspired HRM model ignores the influences of cultural contexts on HRM practices in different countries. This notion has not been empirically investigated in the construction industry. Based on survey responses from 604 construction professionals from Australia and Hong Kong, this study examines whether: (1) national cultural differences influence individuals' preferences for types of remuneration and job autonomy; (2) actual organizational HRM practices reflect such preferences; and (3) gaps between individuals' preferences and actual organizational HRM practices affect job satisfaction. The results showed significant differences in HRM preferences between Australian and Hong Kong respondents and these are reflected in the distinct types of HRM practices adopted by construction firms in the two countries. The findings further indicated that the gap between individuals' preferences and actual organizational HRM practices is associated with job satisfaction. The results support existing mainstream research and highlight the deficiency of the acultural treatment of HRM that is still apparent in construction management literature. An uncritical literature in the area not only hinders theory development but also potentially undermines the ability of construction firms to attract, recruit and retain scarce talent.
Thörnqvist, C and Woolfson, C (2012) When tender turns tough: posted workers and the tendering regime in the Swedish construction industry. Construction Management and Economics, 30(07), 525-33.
Zhang, P and Ng, F F (2012) Analysis of knowledge sharing behaviour in construction teams in Hong Kong. Construction Management and Economics, 30(07), 557-74.