State and HRM in Asia

Yu, K; Noh, S-C

State and HRM in Asia

Yu, K

Noh, S-C

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Publisher:: Routledge
Publication Type:: Chapter
Citation:: Routledge Handbook of Human Resource Management in Asia, 2018, pp. 23-45
Issue Date:: 2018-09-11

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Field	Value	Language
dc.contributor.author	Yu, K https://orcid.org/0000-0002-1275-477X
dc.contributor.author	Noh, S-C
dc.date.accessioned	2022-12-05T02:21:30Z
dc.date.available	2022-12-05T02:21:30Z
dc.date.issued	2018-09-11
dc.identifier.citation	Routledge Handbook of Human Resource Management in Asia, 2018, pp. 23-45
dc.identifier.isbn	131742283X
dc.identifier.isbn	9781317422839
dc.identifier.uri	http://hdl.handle.net/10453/164110
dc.description.abstract	This chapter explores the role of religion, religiosity, and ethics in managing employees in East Asian countries. Ethical behaviors are influenced by a number of factors ranging from individual attributes to organizational and social factors. There are many religions and philosophies that have induced differing levels of religiosity amongst the various nations and societies of East Asia but the most influential ones are Confucianism and Taoism, Buddhism, Islam, and Christianity. The chapter discusses how the key common virtues of religiosity and spirituality might have contributed to the contemporary characteristics of human resource management (HRM) in Asian countries. Human resource development in Asian countries is inspired by a tradition of learning and self-development. Asian employee relations are influenced by the state in power rather than by religion or philosophy because the state is the largest employer, the regulator, the policy-maker, and the decision-maker.
dc.format.extent	21
dc.language	en
dc.publisher	Routledge
dc.relation.ispartof	Routledge Handbook of Human Resource Management in Asia
dc.relation.isbasedon	10.4324/9781315689005-4
dc.rights	info:eu-repo/semantics/closedAccess
dc.title	State and HRM in Asia
dc.type	Chapter
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Business
pubs.organisational-group	/University of Technology Sydney/Faculty of Business/Management Discipline
utslib.copyright.status	closed_access	*
pubs.consider-herdc	false
dc.date.updated	2022-12-05T02:21:29Z
pubs.place-of-publication	UK
pubs.publication-status	Published
dc.location	UK

Abstract:

This chapter explores the role of religion, religiosity, and ethics in managing employees in East Asian countries. Ethical behaviors are influenced by a number of factors ranging from individual attributes to organizational and social factors. There are many religions and philosophies that have induced differing levels of religiosity amongst the various nations and societies of East Asia but the most influential ones are Confucianism and Taoism, Buddhism, Islam, and Christianity. The chapter discusses how the key common virtues of religiosity and spirituality might have contributed to the contemporary characteristics of human resource management (HRM) in Asian countries. Human resource development in Asian countries is inspired by a tradition of learning and self-development. Asian employee relations are influenced by the state in power rather than by religion or philosophy because the state is the largest employer, the regulator, the policy-maker, and the decision-maker.

Please use this identifier to cite or link to this item:

http://hdl.handle.net/10453/164110