on and Entrekin (2001), Deal and Kennedy (1982) for example that managers influenced by these Confucian values tend to bring these values in the way they design HRM practices.
1.6 Thesis Outline
The thesis is divided into the following parts:
The introduction provides the general outline of the research; the objectives to be achieved and the target respondents in the above sections.
The literature review summarizes research on Confucian values and presents culture, especially Chinese culture, HRM practices adopted by most sectors are discussed to justify the measure of the HR practices outlined for this research. This allows deductions to be made later regarding the relationships between the various sub-dependent variables (i.e. the HRM practices) and sub-independent variables of Confucian values. At last introduce the corporate performance.
With that, the Research design and methodology chapter (see Chapter 4) illustrates the subjects studied, the procedures adopted and finally, the analysis of the preliminary responses obtained.
Chapter 5, Research Findings, reports the results from the surveys, the statistical analyses and interpretations. Then it presents the findings obtained from the interviews.
Lastly, conclusions and discussions of the results, implications for practice, limitations of the study and suggestions for future research are presented.
CHAPTER 2: LITERATURE REVIEW
2.1 Culture
The major term in this study was culture. Cultu英语论文网 【http://www.51lunwen.org】re is a concept, which exists because of the need for human beings to attach meaning to their lives. It is an umbrella term used to group concepts such as norms and values. Culture is most developed as a concept in anthropology. In anthropology it concerns all aspects a group’s social behavior, including its formal laws and technical knowledge (Gregory, 1983). Culture refers to social sharing, to group processes whereby ideas and values and behavioral forms get transmitted from generation to generation, then maintained through exercise of social influence. Culture represents the adaptation of a particular people to the external conditions of life, embodying traditional beliefs, interpretations, and rules of conduct that tend to endure in the face of changing objectives. In other words, culture is the foundational term through which the orderliness and patterning of much of life’s experiences are explained (Smircich, 1983).
In organizational research this anthropological definition of culture leads to a study of participants’ views about all aspects of the organization experience-work itself, the technology, the formal organization structure, and everyday language (myths, stories, special jargon). Culture exists in an organization, because of the need to attach meaning to one’s work. In essence, culture is a socially constructed reality. It expresses the values or social ideals and the beliefs that organization members come to share (Louis, 1980; Siehl and Martin, 1981).
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