The transfer of human resource management technology in Sino‐U.S. cooperative ventures: Problems and solutions
比较了中美人力资源管理系统在组织和工作假设、奖励、培训等方面的差异，识别了阻碍合资企业HRM现代化的关键问题，并提出了引入现代HRM实践的规范性框架。
Abstract Differences between Chinese and U.S. human resource management systems are described with respect to fundamental organization and work‐related assumptions about people and performance, rewards, training and development, and educational background of HR practitioners. We identify key differences that present impediments to the modernization of HRM practices in Sino‐U.S. cooperative ventures, and then, present a normative framework for the introduction of modem HRM practices into these ventures. We conclude with implications for both research and practice that focus primarily on integrating individuals and the enterprise, as well as integrating the enterprise with social and economic goals.