A hybridism model of differentiated human resource management effectiveness in Chinese context

This paper brings the differentiation perspective of human resource management (HRM) to China's context of economic transition, and constructs a hybridism rationale to explain the distinctive characteristics of Chinese HRM. We respectively discuss the effect mechanisms of commitment-based, control-based, collaboration-based, and contract-based HRM archetypes in China. Then, by comparing the paths of HRM evolution taken by China and the West, we explore the dynamic logics of fit between macroeconomic institutions (economic centralization or laissez-faire) and the organizational tradeoff of hybrid HRM approaches. Ideas for future research and practical implications are discussed.