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Sustainable human resource management in China: a study of a German multinational corporation

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  • Marjaana Rehu
  • Edward J. Lusk
  • Birgitta Wolff

Abstract

We propose three building blocks of sustainability regarding human resource management: 1. attracting employees; 2. managing their needs; 3. encouraging the workforce to put forth effort by creating motivating incentives. These fundamental aspects of sustainability are examined in the context of a German multinational corporation that has established an operating facility in the People's Republic of China. Based upon a questionnaire, we find that information on: 1. the importance of work-related goals; 2. individual preferences for particular management styles; 3. performance-reward rankings may be usefully employed to organise these building blocks of sustainability considering the different institutional frameworks.

Suggested Citation

  • Marjaana Rehu & Edward J. Lusk & Birgitta Wolff, 2006. "Sustainable human resource management in China: a study of a German multinational corporation," World Review of Entrepreneurship, Management and Sustainable Development, Inderscience Enterprises Ltd, vol. 2(1/2), pages 57-72.
    • Handle: RePEc:ids:wremsd:v:2:y:2006:i:1/2:p:57-72
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    Cited by:

    1. Katarzyna Piwowar‐Sulej, 2021. "Core functions of Sustainable Human Resource Management. A hybrid literature review with the use of H‐Classics methodology," Sustainable Development, John Wiley & Sons, Ltd., vol. 29(4), pages 671-693, July.

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