Search

This thesis focuses on an examination of the organisational framework of Human Resource Management within the UK and Malaysia. There is a particular emphasis on how the parent and host company interact to shape the process and delivery of HRM policy development in order to meet the challenges of improving the working environment for staff. There is an abundance of HRM literature on the subject of multinational companies within the Western context, but there is limited discourse on the transferral of HRM practices from a Western parent company to a developing country subsidiary, particularly in the retail sector. This study attempts to address the need for more research within this field through examining the HRM practices within the host subsidiary of a multinational retailer in the context of Malaysia. A mixed method approach was adopted using a combination of questionnaires and semi-structured interviews to gather data for the study. An analysis using both qualitative and quantitative techniques was used to examine the data. The findings of this study have supported earlier Western-based literature, which identifies the need for organisations to adapt their HRM practices to local cultures and customs in order to guarantee organisational success across geographical boundaries. Moreover, this study has identified a gap within such literature, which highlights the differences in more depth, specifically the differences of cultural perceptions at each level of occupational job role within the multinational company.

One of the most fundamental observational probes of galaxy evolution is determining the build-up of stellar mass. However, around half of all energy ever emitted from galaxies has been absorbed and reprocessed by dust, which is an end-product of stellar evolution. In order to obtain a more complete understanding of galaxy evolution, sensitive observations in the far-infrared and submillimetre are required where the dust emission peaks. Previous surveys have found galaxies were significantly dustier at earlier times, but the cause of this evolution, and the origin of the dust, are hotly debated topics in astrophysics. With the Herschel Space Observatory, a complete census of the dusty galaxy population has now recently been obtained. In this thesis I investigate the properties of the diverse dusty galaxy population via a panchromatic approach, utilising data from the UV to the submillimetre to study galaxy evolution. Using the first unbiased survey of dust in the local Universe, I explore the properties of galaxies in the local Universe as a function of morphology and highlight particularly interesting populations which are traditionally thought to be passive. The star-formation histories, dust content and environments of dusty early-type galaxies and passive spirals are investigated. I show that dusty early-type galaxies comprise a small minority of the general early-type galaxy population (5.5%), and harbour on average 5.5x10^7 M_sun of dust, which is comparable to that of some spiral galaxies in our sample. I compare these dusty populations to control samples to investigate how these galaxies are different to the general galaxy population. High redshift submillimetre galaxies are the most actively star-forming and dusty galaxies in the Universe. Constraining the properties of these galaxies is important for understanding the evolution of massive galaxies and galaxy evolution models in general. Using panchromatic data from the UV to the submillimetre, I explore the physical properties of a sample of ~250um rest-frame selected galaxies at high redshift, and compare them to dusty galaxies at low redshift selected in a similar way, to investigate the differences in the dusty galaxy populations over cosmic time. I find high redshift dusty galaxies have significantly higher star-formation rates and dust masses than z<0.5 dusty galaxies selected to have a similar stellar mass. Galaxies which are as highly star forming and dusty as those at z~2 are rare in the local Universe. My results support the idea that the most dusty galaxies at high redshift are a heterogeneous population, with around 60% of our sample consistent with secular evolution, and the other 40% of galaxies are starbursting, possibly merger-driven systems. The origin of dust in galaxies at both low and high redshifts presents a challenge to current theories of galaxy evolution. Recent work has revealed a `dust budget crisis', whereby the mass of dust observed in galaxies at low and high redshift cannot be accounted for by stellar mass loss from low-intermediate mass stars. I tackle this challenge using chemical evolution modelling of the high redshift submillimetre galaxies, with a detailed treatment of the star-formation histories and the dust sources and sinks in these galaxies. It is clear that a significant mass of dust must be from supernovae and/or grain growth; however, the origin of dust in high redshift dusty galaxies remains uncertain. I also consider the impact of inflows and outflows of gas, and the effect of changing the IMF on the physical properties of high redshift dusty galaxies.

The purpose of this study was to explore the characteristics, drivers, and strategic efficacy of implementing International Human Resource Management Practices (IHRPs) in multinational enterprises (MNEs) from an emerging market, such as China. It positioned this study within a Chinese Multinational Construction Enterprise (CCMNE). It sought to find out how large scale state-owned CCMNEs manage their global workforce in their overseas operations (i.e.subsidiaries and affiliate projects) via dynamic IHRPs. This study analysed the weaknesses and strengths of the current practices in the deployment and implementation of IHRM in CCMNE's overseas operations to ascertain how Chinese multinational enterprises (CMNEs) in the construction industry standardise or adapt IHRPs when operating in host countries, with a particular emphasis on the impact of contextually relevant influential factors from the institutions, industry, and organisation. It also set forth to assess the strategic effectiveness of CCMNE's contemporary IHRM solutions. Chinese MNEs continue their extensive involvement and success in international markets. Recent academic and business interest has initiated the exploration of broader international human resource management (IHRM) issues and practices in Chinese MNEs from a strategic perspective. However, the majority of relevant empirical evidence and established IHRM theoretical models are drawn from Western MNEs, which mostly come from developed economies. As a result, they may be insufficient to explain the characteristics, drivers, and effectiveness of Chinese MNEs' employment practices in an emerging market. The research employed a qualitative approach, concentrating on a case study of a representative large-scale state-owned CCMNE through semi-structured interviews, direct observation, and documentation. The qualitative data were analysed by template analysis, which enables the study's research objectives to be met by focusing on specific themes and iteratively applying and developing theory and collected data. The findings indicate that global standardisation continues to dominate the deployment and implementation of key IHRM practices in the CCMNE, despite the emergence of increasingly localised features. The results also revealed that a number of factors across multiple dimensions shape the contemporary key IHRM practices in the CCMNE to varying degrees, including the key institutional actors of the home/host country, cultural differences, industry characteristics, international strategic goals of business, competitive strategy of the overseas subsidiary, international human resource orientations of top management, and the stages of organisational internationalisation. Additionally, this research provides fresh insights into conceptualising the audit on the strategic effectiveness of IHRM solutions in CMNEs in general and CCMNEs in particular. It further suggests that the delivery of localisation tactics in IHRM might bolster the improvement and internationalisation of CCMNEs in future development.

This research aims to augment empirical understanding of mindfulness practices in the Eastern Buddhist context, with a particular focus on the extent to which Buddhist mindfulness (BM) can influence leaders' ethical values and behaviour, through the examination of mindfulness practices among Thai organisational executive leaders in the Thai Buddhist context. Although ethical leadership (EL) has become one of the most critical topics in organisational and ethics studies in recent years, and the importance of EL has been relatively well-researched, little research has focused on how EL can be developed. Recently, there has been an emerging call for more research to study mindfulness from a traditional Buddhist perspective, which would provide an explicit emphasis on the role of mindfulness and ethical behaviour. Against this backdrop, this research has selected Thailand as the context for study due to its predominant Buddhist cultural context. The study employs mixed methods, which include semi-structured interviews with 41 executive leaders from various Thai organisations who are BM practitioners, to examine the understanding and application of the core principles underlying BM and explore the extent to which BM principles and practices influence their ethical values and behaviours. In parallel, 176 questionnaires were gathered from direct employees of the interviewed leaders to examine the extent to which the leaders are perceived as ethical by their employees. The findings reveal that eight EL dimensions appear to be fostered by BM practices, including: 1) compassion and empathy; 2) humility and equal respect for others; 3) emotion regulation; 4) sufficiency; 5) honesty; 6) justice; 7) pro-social behaviour; and 8) discipline and role model. These eight EL dimensions are aligned with common ethical dimensions across different cultures. Based on the questionnaire results, the leaders were also perceived to be ethical leaders by their direct employees. The interview data suggests that the ethics underpinning BM practices seem to be the key feature that leads to the reinforcement of Thai leaders' ethical values and behaviour. Notably, the leader participants in this study have had a long-term commitment to the study of Buddhism and practice of BM. The preliminary findings from this research also found positive relationships between the leaders' years of BM experience and various EL dimensions. However, more research is needed to particularly investigate and confirm such correlations in more detail. Finally, it is still highly controversial to apply the whole BM framework in secular contexts or contexts which are heavily dominated by non-Buddhist-based spiritual and religious philosophies. This research proposes prospective implications for EL development through mindfulness interventions that may be possible to apply in different contexts.

The current thesis investigated the use of talent management (TM) in contemporary China's business environment through a comparison of foreign-owned and Chinese domestic-owned (private-owned) enterprises. A great number of previous studies define TM implicitly and focus more on the field of human resource management (HRM) than TM, but there is very little research that considers the application of TM theories within a real organisational context. This study, therefore, attempts to provide in-depth company-level insights into the TM practices of different types of organisations in China. In order to achieve its research aims and answer its research questions effectively, this study used a mixed research methods approach and utilised data from questionnaires and semi-structured interviews related to the practice of TM across foreign and local companies in China's marketplace. A quantitative analysis of 206 questionnaires and a qualitative analysis of 28 interviews with representatives from foreign- and domestic-owned enterprises were undertaken to examine the data. The results obtained indicated that Chinese local companies adopt an exclusive TM approach by investing in a small group of elites, whereas most foreign companies apply an inclusive TM approach and treat the whole workforce equally. Moreover, as influential factors of TM challenges, the findings of this study demonstrated that, apart from demographic issues, the enhanced effects of globalisation and growing demand-supply gap in foreign-owned companies differ from those in domestic-owned companies in contemporary China. It was evidently clear from the findings that both foreign and domestic enterprises have come up with significantly distinct ways to recruit, develop and retain talented people in the context of China. In addition, the findings of this study highlighted that, due to the opposite TM approaches adopted by foreign and local firms, the organisational outcomes are different between these two types of organisation. In the meantime, the findings identified that employees in both foreign and local enterprises hold positive attitudes towards a strategic TM practice. This study, therefore, contributes to the existing knowledge and offers practical insights for both foreign- and local-owned enterprises for choosing the most appropriate TM strategies to overcome challenges and sustain a competitive advantage in China.

Organisational effectiveness (OE) has been a major focus of attention of both organisational theorists and practitioners for many decades; however, its definition remains contested and there is little consensus as to how it should be evaluated. A number of researchers have proposed that definitions of OE are dependent upon theoretical perspectives, as well as individual perceptions of different stakeholders. In Thailand, the influence and role of stakeholder perceptions on OE have yet to be identified and understood, both in the public and private sectors. The focus of the study is to analyse how OE is viewed by stakeholders both idealistically and realistically, and more importantly, how such views are aligned between these stakeholders. In this research, the organisations in question are quasi-autonomous public sector organisations (QAPSOs) which represent a relatively recent form of government institutions in Thailand and have been granted considerable autonomy. In addition, these organisations' conception has been heavily influenced by New Public Management (NPM) principle. A qualitative method with sixty-three semi-structured interviews was employed to accumulate primary data. The findings confirm the influence of NPM on organisational and managerial form, culture, and OE, of QAPSOs; however, the perceptions among stakeholders seemed to be unaligned to each other because of information asymmetry, individual focus and preferences, and individual experience. It is suggested that, in order to fill those gaps, the government should be aware of current obstacles and exercises more effort in finding solutions through, for instance, more communication and active participation among all related parties. This research has addressed gaps by providing empirical evidence regarding the notion of OE concept in the context of the public sector in Asian countries and applying stakeholder theory as a theoretical framework to explain the perception of OE in the autonomous public organisations in countries which have been influenced by NPM. The findings have the potential to raise policymakers' awareness of the importance of communication strategies in delivering the right message to all targeted parties without misinterpretation, as well as emphasising the importance of governance structures of autonomous organisations.

The study seeks to explore entrepreneurial capacity building within the Kingdom of Saudi Arabia by focusing on the subject of the teaching and leading of entrepreneurship within the higher education sector. Specifically, the main purpose of the study is to examine the mainstreaming of the entrepreneurship concept in higher education institutions in the Kingdom. Specifically, the study investigates the extent to which entrepreneurship is taught and practiced in Saudi universities and how universities, through the teaching of entrepreneurship and innovation, can play a role in the fulfilment of the Saudisation policies. These objectives were addressed using qualitative interview data gathered at 18 universities in Saudi Arabia. The interviews involved 70 participants: 43 faculty members, 21 administrators, 2 Ministry of Education staff and 4 entrepreneurs. The data generated from the interviews were analysed by thematic analysis. There orientation of local universities to become entrepreneurial in the Saudi economy is one key education sector policy to bolster economic growth and job creation. The findings reveal that there are no formal policies approved by the Ministry of Education relating to the teaching of entrepreneurship and no systematic gathering of evidence to ascertain the returns obtained from the implementation of entrepreneurship practices. The findings draw attention to calls for universities to operate more independently from the Ministry of Education, the need for mainstreaming the teaching of entrepreneurship through the development of teaching and evaluation mechanisms, and the need to clarify intellectual property law to encourage entrepreneurial practices within Saudi Arabia.

There is a wealth of literature on job satisfaction from both Western and Eastern experiences and perspectives, but the literature is limited when it comes to happiness at work, especially in the Arab region. This study is an attempt to encourage research studies in the field of happiness at work in the Middle East and specifically in the United Arab Emirates, the context of the present research, to influence planning in government organisations in implementing a strategy for long-term impacts on happiness levels. This research uses a mixed methods approach of both questionnaires and interviews to collect data. The analysis is conducted by using quantitative and qualitative tools to recognise the gaps and the factors that influence happiness at work and suggests recommendations in order to raise happiness across organisations over the long run. The findings of this study emphasise the necessity of correlating HRM practices, rules and systems with strategic planning that focuses on employee happiness as the greatest purpose of an organisation. The findings emphasise the power of three factors related to employees' feelings towards work which are: Leadership style, organisational culture and organisation structure and how reflecting them in an organisation will positively influence satisfaction and build a strong, positive and happy workplace. This research also discusses one of the controversial inquiries found in the literature about the relationship between job satisfaction and happiness. A conceptual framework is suggested to illustrate the connection between job satisfaction and happiness from a new perspective and clarify how these two concepts positively interact. It clarifies that organisations that indicate a high-level of happiness at work usually indicate a high-level of job satisfaction, and when an organisation achieves a high-level of job satisfaction, it can be deduced that people in the organisation are happy, even where happiness per se is not measured. The findings also show that the role of religion in raising happiness in general is clearer than its role in raising happiness at work and that employees from the sample group, who emphasise the importance of practicing religious rituals, still indicate low feelings towards work regardless of all the facilities that are provided to them to practice their religion.