Johngseok Bae

Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the...

Purpose Research has suggested that employees interpret high-performance work systems (HPWSs) as targeting two distinct organizational objectives: enhancing performance and promoting employee well-being. These attributions often exert divergent effects on employee attitudes. Thus, this study aims to investigate this dynamic within the context of th...

When high‐performance work systems (HPWS) positively affect firm performance, both internal and external contingencies play potentially salient roles in its influence. Our study pays attention to organizational (unabsorbed) slack and industry instability as important boundary conditions in the relationship between HPWS and firm performance. Based o...

More than a decade after the publication of the book The War for Talent, there has been growing interest in the role of talent management in achieving organizational success. Although past studies have empirically investigated the role of talent management and its positive association with organizational performance, few studies have integrated the...

Technological innovation is becoming an increasingly significant driving force of firm competitiveness; however, only a few scholars have attempted to investigate the specific relationship between technological innovation and human resource (HR). In this study, we test the relationships among high-commitment human resource management (HCHRM) system...

With this special issue, we explore the distinctive contextual factors of contemporary human resource management (HRM) in the important Asia Pacific region, in order to contribute new and non-Western insights to the convergence-divergence debate in international HRM. After first establishing a multi-level analytical framework consisting of macro-,...

Drawing on the ability–motivation–opportunity (AMO) framework, this study investigated how and when high-involvement human resource management practices (HI HRM practices) influence worker creativity. Using a sample of 3316 production-line workers from 240 manufacturing companies in South Korea, we found that (a) a bundle of HI HRM practices was po...

Previous research is limited regarding the effects of the HR policies of foreign subsidiaries of U.S. multinational companies on union activity. An important topic is the extent to which multinationals employ practices that can be used to reduce unionization in parent company domestic operations and whether they have the same effect in foreign subs...

The purpose of this paper was to analyze the changing patterns of human resource management (HRM) systems of Korean venture firms. This study is an extension of Bae and Yu's (2005) research in its inclusion of the second data set. This research was conducted in two phases. In phase I, the changing patterns of HRM in venture firms were descriptively...

This article analyzes the evolution of human resource management practices in Korea as a self-fulfilling process at a global level. Korean human resource management practices have experienced two paradigm shifts, in 1987 and 1997, going from a seniority-based, paternalistic employment relationship to a performance-based, market-like relationship. T...

In this paper we detail the nature of market-oriented institutional upheaval and its implications for business groups in Korea during the late 1990s. Employing case study methodology we identify four projects that were nurtured under corporate venture programs in response to this upheaval: two internal incubating projects and two new venture invest...

This study evaluates a model of the relationship between HR strategy and organizational performance in locally owned Taiwanese companies and in Taiwanese-owned firms operating in China. The pressure many East Asian economies feel as a consequence of globalization and the fallout from the 1997 Asian financial crisis means that flexible and adaptive...

Purpose Human resource management (HRM) practices have been re‐evaluated under the pressures and constraints of factors such as globalization, inward and outward investment patterns, multinational companies (MNCs), indigenous cultures and institutions. This paper aims to compare changes and continuities in key aspects of HRM in South Korea and Taiw...

This study focuses on the utilization of high performance work systems (HPWS) by subsidiaries of American multinational companies (MNCs). It is based on the premise that American MNCs have a preference for HPWS utilization. However, institutional influences at the host-country level may limit the likelihood of HPWS implementation. This study examin...

This study examines the implementation of high-performance work systems (HPWSs) in 217 subsidiaries of American-based multinational enterprises operating in 14 countries in Asia, Africa, and Europe. Specifically, this paper explores the effect of host-country institutional factors on the extent of HPWS implementation in subsidiaries, and focuses on...

Both scholars and practitioners have paid much attention to the impact of retaining top-performing knowledge workers on organizational effectiveness. This study hypothesizes and analyzes how a bundle of high-commitment human resource practices (HCHRPs) influence affective organizational commitment, a strong predictor of employee turnover, of top pe...

Both scholars and practitioners have paid much attention to the impact of retaining top-performing knowledge workers on organizational effectiveness. This study hypothesizes and analyzes how a bundle of high-commitment human resource practices (HCHRPs) influence affective organizational commitment, a strong predictor of employee turnover, of top pe...

This article investigates issues of convergence in human resource systems in Taiwan, with reference to the similarities and differences between locally owned companies and subsidiaries of multinational corporations (MNCs). Traditionally, management in Taiwanese companies has been largely influenced by Confucian values and is quite distinct from app...

To examine various human resource management (HRM) configurations and their explanatory variables, we generated several hypotheses and tested them with data collected from Korean venture firms. For these purposes, we first suggested two ideal types of HRM configuration: a control-based human resource system (CBHRS) and a high-performing human resou...

Analysing two electronics companies (unionized LG Electronics and non-union Samsung SDI) in Korea, the present paper investigates the impact of union status on workplace innovations and the effects of workplace innovations on organizational performance. Both case firms are considered highly innovative, model companies in terms of their sophisticate...

In this paper we examine human resource development (HRD) at various levels and in different dimensions. We develop a framework to locate the context and outcomes of HRD. Using South Korea as an example, we analyze the importance of human resources (HR) and HRD, providing some macro and micro empirical evidence, such as expenditure in the area of t...

In the rush to praise and encourage smaller enterprises in the context of the post-Asian Crisis venture capital and 'dotcom' boom, 'big business' was either overlooked or damned as part of the problem, and 'dinosaurs', soon to be wiped out by nimbler, smaller competitors. However, big businesses remain critical for several reasons. They retain impo...

The 1997 Asian financial crisis impacted greatly on South Korean society generally and its human resources (HR) and HR management (HRM) specifically. This article examines the context and developments in HRM and locates the relative roles of several theoretical perspectives and the crisis in this situation. Several features of change are detailed....

This paper examines the impact of high-performance work system (HPWS) techniques on organizational performance in four East and Southeast Asian economies that have been at the forefront of Asia's rapid development. All now face considerable competitive pressures from newer emerging markets (e.g. China, India, Vietnam, Eastern Europe) and thus exper...

The operating context of South Korean human resource management (HRM) has undergone radical shifts since we wrote our first piece in 1997 for a similar collection to this. This has undoubtedly influenced the practice of HRM. Therefore, the focus of this piece is to compare the current situation with the past and delineate the amount and type of suc...

The operating context of South Korean human resource management (HRM) has undergone radical shifts since we wrote our first piece in 1997 for a similar collection to this. This has undoubtedly influenced the practice of HRM. Therefore, the focus of this piece is to compare the current situation with the past and delineate the amount and type of suc...

Short-term training and long-term HRD practices are examined in this study of nearly four hundred firms, including affiliates of multinational corporations and indigenous companies in East and Southeast Asia. The study extends existing international HRD literature to examine the training and development of nonmanagerial host-country nationals emplo...

Developments in the area of globalization, labour markets and human resource management (HRM) are topical and have high profiles. Yet they are often underpinned by several older and implicit views. This paper examines five propositions in this respect. We discuss globalization, often taken as driving such developments, and the role of supportive an...

Globalization can have far reaching implications for human resource management (HRM) and management practice in general. For some, globalization creates pressures for a common, often taken as 'best', transferable set of HRM practices that can spread around the world. These best practices are considered powerful enough to override existing systems....

The Korean economy came to be widely regarded as a possible 'role model' to be followed by other newly industrialising economies. The 1997 'Asian Crisis' shattered this image. The economy faced a competitive squeeze between lower-cost and rapidly growing economies, such as China, on the one hand, and higher knowledge/technology-based economies, suc...

This collection has analyzed Korean management across diverse areas and issues such as entrepreneurial leadership, chaebols, culture, structure, human resource management and change. Each contribution has illustrated some specific aspects of management and its capabilities. In addition, the contributions have pointed out that these strengths have c...

To examine the effects of organizational strategic variables, such as management values regarding human resource management (HRM) and the sources of competitive advantage, we developed a model and tested it with data from 138 firms in Korea. The workers studied were nonmanagers. Firms with high scores on valuing HRM and people as a source of compet...

In this contribution the background of Korean industrial relations (IR) is reviewed, followed by analysis of more recent changes with a special focus on globalization issues. We argue that globalization has both positive and negative effects on IR issues in Korea. There was a positive side of globalization in terms of worker rights, hence basic lab...

Recent financial crisis has raised questions about the underpinnings and longevity of economic success in Asia, and has reminded us to be sceptical of pundits and the eponymous populist predictions relating to the region. Several perspectives can guide the analysis and evaluation of industrialization, from ‘state’ versus ‘market’, ‘internal’ versus...

Some writers argue that modern history reveals that countries pass through ‘cycles’ in economic leadership. The ‘forerunners’ of industrialization used inventions and innovations as the major sources of their growth. On the other hand, newly industrializing countries, labelled ‘latecomers’ vis-à-vis the first groups, relied more on imitating, borro...

An issue that has been explored only to a limited extent is the role that multinational firms might play in promoting or inhibiting employment discrimination based on gender in developing countries. This study focuses on this issue within the context of Thailand, a country that, until quite recently, had one of the world's fastest growing economies...

This paper investigates the determinants of HRM strategy in a random sample of firms operating in Korea and Taiwan. Both indigenous and foreign-owned firms are studied. HRM strategy is measured in terms of the company's reliance on high-performance, versus more traditional, HRM policies and practices in several different areas, including staffing,...

This contribution delineates human resource management in Korea in the context of macro environments, recent trends, and an international and comparative framework. Traditional seniority-based HRM systems with job stability, which worked well until the mid-1980s, have been recently challenged by global competition, in turn pushing towards ability a...

Printout. Thesis (Ph. D.)--University of Illinois at Urbana-Champaign, 1997. Vita. Includes bibliographical references (leaves 173-188).