Grant O'Neill

An empirical study of high performance HRM practices in Chinese SMEs

This paper explores the performance effects of human resource management (HRM) practices in 74 Chinese small and medium-sized enterprises (SMEs). Four high performance HRM practices are identified: performance-based pay, participatory decision-making, free market selection, and performance evaluation. Regression analysis results support the conventional idea that the adoption of HRM practices generates better HRM outcomes and, in turn, better HRM outcomes contribute positively to firm performance. However, not all HRM practices, and their effects, led to improved SME performance. Among the Chinese SMEs investigated, a high level of employee commitment was identified as being the key HRM outcome for enhancing performance.

Relationship marketing: The impact of emotional intelligence and trust on bank performance

Purpose – The two aims of this paper are to explore the development of trust for relationships between staff and customers in the banking sector and to investigate possible links between financial performance of relationship manager and their levels of emotional intelligence (EI) and trust. Design/methodology/approach – An internet survey was undertaken, where respondents were asked to complete an EI test and questions relating to trusting behaviour. These data were integrated with financial performance data supplied by the bank. Exploratory and confirmatory factor analysis and correlation analysis was used to identify links. Findings – Trust was found to be made up of three components: dependability; knowledge; and expectations. Further, there were significant correlations between both trust and EI, when compared to the financial performance of a relationship manager. Research limitations/implications – The methods used by the bank to collect performance data have limited the analysis that could be conducted. Practical implications – Increased awareness by the relationship managers of their own emotions, and how they perceive and act upon the emotions of others, should favourably impact financial performance. Originality/value – This paper is an important initial step in highlighting the significance of EI and trust in the relationship marketing/selling arena.

Beyond the qualitative–quantitative distinction: Some innovative methods for business and management research

Abstract Focusing upon a number of increasingly popular approaches to mixed methods research, this paper provides a brief overview of fully integrated research methods that transcend the quantitative–qualitative divide. Introducing a range of sophisticated mixed method designs that have been successfully applied in business and management research, it provides insight into the potential benefits of mixed methods. In addressing integrated mixed methods, and applications in business and management research, the discussion signposts how these methods allow for qualitative analysis that is systematic, formal, rigorous and procedurally replicable. Further, it identifies how integrated mixed methods can make it possible to achieve intensity and richness associated with qualitative research when dealing with more than a handful of cases. As such, the paper has particular relevance to qualitative researchers with an interest in exploring innovative and productive mixed methods.

Towards an industry-tailored management approach: A study of retail employee attitudes

The ubiquity of retail employment makes it one of the most important sectors in the economy but economic downturn, foreign competition, and looming technological developments threaten to diminish the employment opportunities it offers. In consideration of the workforce-related adjustments that retail businesses are likely to experience from changes in the sector, this study examines attitudinal differences between retail employees and the general workforce. The theoretical perspective of this study is that employees from different industries have unique attitudes toward the work environment, given industry-specific environmental and situational influences. The empirical analysis uses data obtained from a survey of over 6000 Australian workers to test attitudinal work environment variables between retail employees and non-retail employees. The findings reveal that retail employee attitudes are dissimilarfrom that of the general workforce, which implies that employee attitudinal profiles differ between industries, and general management programmes and practices should therefore be tailored accordingly.