development, indicates that a study such as this may be helpful in seeking to clarify the issues.
Furthermore, whilst there has been much research on the impact of Confucian values on economic development since Tu (1991) such as Chan and Cal (2002), Yeung and Tung (2004) and Villegas (2000), there has been little research on the impact of Confucian values on HRM practices and corporate performance.
1.2 Research Problem
For the past two decades, up until the Asian turmoil of 1997, Asian economies experienced the fastest growth in the world (Tu, 1991). This led to considerable attention being focused on the Human Resource Management (HRM) practices and corporate performance of Asian businesses (Chong & Jain, 1987; Shaw, Tang, Fisher & Kirkbride, 1993). The phenomenal economic success of the “east dragon” has often been attributed to the influence of Confucian-cultural values, which emphasize the need for hierarchical relationships, the concern for harmony, the importance of education and the value of hard and diligent work (Hofstede & Bond, 1988; Tu, 2004).
However, despite the claim of a relationship between Confucian values and economic success, there has been no study of the influence of Confucian values on the style of the HRM practices and corporate performance. Sparrow and Wu (2000) pointed out that the international HRM literature has rarely overcome the problem of simply presenting “lists” of things that rely on “culture”.
Furthermore,英语论文网 【http://www.51lunwen.org】 there have been challenges regarding the factors and perceptions used by Hofstede for the dimension. Yeh & Lawrence (2001) for example, found a close relationship between Hofstede’s individualism and Confucian Dynamism while Robertson (2000) stated that Confucian dynamism as defined by Hofstede, to be measuring long-term time orientation may not be completely valid.
In this research, the aim is to establish the influence of Confucian values through the case Lenovo (after the merger of IBM), and then to derive a more detailed and acceptable concept definition for the Confucian values having an influence on the style of HRM and corporate performance in the business world.
1.3 Research Objectives
This research has three objectives. They are as follows:
1. Establish whether there is an influence of Confucian values on HRM practices in Lenovo.
2. If such an influence is present, identify the degree of influence of each variable.
3. Finally, with the above two objectives achieved, propose the recommendations for Lenovo in relation to business and management.
The following flow chart further illustrates the sequence of events taken to achieve the three objectives:
1.4 Target Respondents
The target sector – Lenovo were divided into two groups. The first set of technology/electronics
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