This thesis explores human resource management (HRM) adoption by investigating the influence of multiple HRM actors’ social position, capital resource(s) exchange mechanism, dispositions, social classes, habitus, social expectation, and national and global environmental factors. The objectives of this thesis were achieved through systematically conducting three different studies for the thesis. The first study was carried out to gain insight into the influence of social position on HRM academics’ adoption. The major contribution of this study was a theorising model on HRM academics’ adoption. It shows which capital resource is very sought after and how it plays a role in developing HRM academics’ dispositions, which in turn provides them with the drive and motivation to adopt western HRM ideas and knowledge. The second study was carried out to gain insight into the mechanism and formation of capital resource(s) exchange that influences HRM practitioners to adopt western HRM ideas, knowledge, and practices. The main contribution of this study comprised empirical insights into the importance and role of social class (élite and emerging class); habitus and socialisation (primary and secondary socialisation) as developers and controllers of the mechanism of capital resource(s) exchange; and formation of social position. The third study investigated a gap between accepted (adopted) HRM ideas and knowledge, and actual HRM practices. The major contribution of this study was its theorising on the factors that influence this gap. It explored the influences of conflicting factors such as actors’ professional and occupational orientation and position, social position, and social expectation, which develop the gap. This thesis adopted a qualitative abductive research approach. It conducted qualitative indepth interviews with 19 HRM academics, 15 MBA-Alumni HRM practitioners, and 10 non-MBA-Alumni HRM practitioners. Qualitative observation in two business schools and five business organisations in multiple industries was carried out to enrich the data collection. This thesis contributes to the existing body of knowledge by providing insights into individual actors’ level HRM adoption, which is an underexplored area in Pakistan and similar developing countries. By employing theoretical and analytical tools based on Bourdieu’s theory of practices and social position, Rogers’s and Tarde’s theorising of adoption, and findings of empirical studies of macro institutions, cultural sensitive views, and institutional factors’ framework in the diffusion of HRM, this thesis explored, examined, and theorised HRM adoption at different individual actors’ level in business organisations and business schools in Pakistan. In that respect, this thesis theoretically contributes to Bourdieu’s theory and its unique use in international HRM, organisation studies, and management research. This thesis empirically contributes to the understanding of management and think tanks in business schools, business organisations, educators, HRM practitioners, and relevant government and regulatory bodies who can benefit from the findings of this research by understanding the different factors and social structures affecting western HRM’s effectiveness and its applications. It also suggests to these stakeholders the factors that affect individuals’ and employees’ adoption of western HRM and western management ideas, knowledge, and practices; any change in strategies, policies, and procedures; and problems in their implementation.

Les exploitations laitières familiales sont confrontées à de nombreux défis pour durer, notamment dans le contexte d’un pays en transition comme le Vietnam, où les changements sont rapides. Afin de contribuer à la réflexion sur les modèles de fermes laitières à promouvoir (exploitations familiales ou grandes fermes), cette thèse a associé une analyse synchronique sur la diversité et la durabilité d’un large échantillon d’exploitations laitières et une analyse diachronique sur les trajectoires. 160 exploitations laitières ont été sélectionnées dans le District de Ba Vi situé en bordure de Hanoi, pour représenter la diversité des fermes présentes dans la zone. Des informations ont été recueillies lors d’entretiens directifs avec les éleveurs sur les divers types de capitaux disponibles sur l’exploitation, les pratiques d’élevage et de commercialisation du lait, et des indicateurs permettant d’évaluer les trois piliers de la durabilité. Une typologie des exploitations a été réalisée grâce à une Analyse Factorielle Multiple, basée sur la dotation en capitaux et sur les pratiques, suivie d’une classification ascendante hiérarchique. Dans une deuxième étape, une analyse des trajectoires de 25exploitations laitières, choisies à partir de l’échantillon large, et des facteurs internes et externes impactant ces évolutions, a été réalisée. En plus d’une ferme industrielle présente sur le district, 5 types d’exploitations laitières familiales ont été identifiées, qui se différencient surtout par le nombre d’activités agricoles et non agricoles pratiquées sur l’exploitation, la main-d’œuvre travaillant sur l’atelier laitier, et les équipements. Les indicateurs de performances des exploitations les plus intensives (spécialisées ou associant les cultures et l’élevage), révèlent une durabilité économique et sociale plus élevée que celle des exploitations de plus petites tailles et moins intensives. Cependant, les exploitations peu intensives ont également des atouts sur les plans économique (souplesse d’adaptation) et environnemental (autonomie fourragère), et elles présentent donc un intérêt pour le développement de la production laitière nationale. Quatre types de trajectoires des exploitations ont été identifiées, caractérisés par l’évolution du système d’activités agricoles au cours du temps, l’évolution de la taille de la production laitière, le niveau d’investissement dans le lait, l’évolution de la terre agricole et de la main-d’œuvre, les emprunts. Le maintien d’une diversité de modèles (méga fermes privées, fermes familiales spécialisées et de polyculture-élevage) semble à promouvoir, et la recherche de voies d’amélioration de leur durabilité doit être adaptée à chaque type. Des mesures politiques spécifiques pourraient être mises en place pour maintenir un tissu d’exploitations laitières diverses. / In Vietnam, dairy farms are faced with numerous challenges in terms ofsustainability in a context of a rapid transition of the economy and ecosystems. The mainquestion is whether future models for dairy production should be based on family farming orlarge-scale production. As a contribution to the discussions, this thesis has combined asynchronic analysis on the diversity and sustainability of a large sample of dairy farms and adiachronic analysis of farm trajectories. One hundred and sixty dairy farms were selected inthe peri-urban district of Ba Vi, in Hanoi, to represent the diversity of farms in the area.Information was collected during structured interviews with dairy farmers with regard to thediverse types of capital available on the farm, husbandry practices, milk marketing and theindicators to assess the three pillars of sustainability. A farm typology was conducted using amultiple factor analysis, based on capital endowment and practices, followed by an ascendinghierarchical classification. In the second stage, a trajectory analysis was carried out on 25dairy farms, chosen from a broad sample, and on the internal and external factors thatinfluence change. In the district, one industrial farm, in addition to five types of family dairyfarms were identified. The difference between farms was primarily linked to the number offarming and non-farming activities on-farm, the labour involved in dairy processing and theequipment. The performance indicators for the most intensive farms (specialized or withmixed crop and livestock production), suggest that they are more economically and sociallyviable than smaller less intensive farms. However, less intensive farms also have economicand environmental advantages (ease of adaptation and self-sufficiency in fodder,respectively). Therefore, they have potential in terms of the development of national dairyproduction. We identified four types of trajectory, characterized by the evolution in thefarming system over time, the changes in the scale of dairy production, the level of investmentin milk, the evolution in farmland and labour, and loans. It is important to maintain diversemodels (private mega farms, specialized family farms and mixed crop and livestock).Research on how to improve sustainability should be adapted to each farm type. Selectedpolicies measures could be implemented to maintain a diverse fabric of dairy farms.

Yes / This article reviews the literature on human capital resources and develops a conceptual model incorporating social capital, relational capital and knowledge as the components of human capital resources and linking these to competitive advantage. Scholars from various disciplines expanded our understanding of human capital as important organizational resources but research in this field remains fragmented. Building on past research this review contributes to existing knowledge in human capital resources by introducing an integrated conceptual framework comprising of both micro-level human capital and macro-level strategic human capital resources. In so doing it provides alternative definitions for human capital resources with the aim to make their assessment and understandability more meaningful and clearer than what has been offered so far. Moreover, by bringing knowledge, social capital and relational capital under human capital, this review encourages a dialogue among scholars from various disciplines to investigate the creation and accumulation of strategic human capital resources holistically.

Situated within the human resource management and performance (HRM-P) link literature, this thesis explores the 'black box' of the mechanisms that link HRM practices and performance. By doing so, it sheds light on how and why HRM practices can lead to superior firm performance. Heeding calls for more nuanced and contextual work on understanding this link, this study uses qualitative responses from 79 industry experts, HR/senior managers, and young professionals, as well as artefacts and documents, to analyse the causal mechanisms that connect HRM policies, aimed at human capital resource (HCR) accumulation, to employee outcomes in five banking organizations in Pakistan. Using the strength of HR process conceptualization and the process model of HR, the thesis looks at the entire chain that connects intended, actual, and perceived HR policies to understand why HR managers' and young professionals' perceptions of both the content and the process of HR implementation varies, and how this is connected with the employee outcomes of turnover intentions and job satisfaction. The first set of findings reveals that there is considerable difference in how the quality of the content of HR systems is perceived from the point of view of young professionals in comparison with HR practitioners. Young professionals have strong negative perceptions of HR policies related to their long-term career development, which is explained in part by the incongruence and the lack of focus of HR on the goal of HCR accumulation. The second set of findings show that there are several processual factors that help to explain these varying perceptions, which dilute the implementation of HR practices. The analysis reveals that the competency of HR departments, the role of line managers, elements of the Pakistani culture, and the role of top management shape the quality of the HR system that is implemented. Connecting this to employee outcomes, the analysis reveals that the link between HR and performance is not straightforward; this helps to explain the moderate statistical effects noted in the extant HRM-P link research. Employee reactions are more related to their personal circumstances and other organizational factors rather than HR factors. The third set of findings expands the analysis to individual contexts of the five banks, further revealing that the mission of the organization, the presence of a strong HR leader, external economic factors, and the historical legacy of the organisation also shapes employee perceptions and, thus the effectiveness of HR policies and their implementation. The thesis makes a theoretical contribution to the HRM-P link literature by revealing that the competitive advantage that stems, in part, from the actions of HR departments derives from how well they navigate the various processual factors that can impede HR system implementation. It makes a methodological contribution by responding to calls for more in-depth qualitative research on the phenomenon, by using a specific segment of employees within the under-represented context of Pakistan. It makes a practical contribution by highlighting that many western prescriptions, such as talent management and bell curves, may be less effective if prevailing cultural constraints are not accounted for, especially in developing countries like Pakistan. Existing HRM-P link studies have not adequately considered these contextual and cultural factors in their analyses.

中文摘要 台商大陸投資已成為每一企業為了降低生產成本的主要策略，隨著台灣環境的變化，例如勞工成本增加、環保意識抬頭、土地成本高漲以及大陸有廣大的市場及十二億的人力資源的吸引下，企業問普遍存在著「先行卡住」的觀念，從十年前的傳統產業外移到今天號稱「科技龍頭的台積電」亦宣稱未來將產業重心放在中國大陸。 由過去的大陸投資到現在及未來，台商均扮演十分舉足輕重的角色，不僅關係到企業本身的發展，同時在促進大陸經濟發展的同時也為台灣創造了外匯收入，但卻也有不少的聲音在呼籲企業要「根留台灣」、「戒急用忍」，而不是「錢進大陸、債留台灣」。 企業投資大陸既已是擋不住的風潮，本研究為探討台商大陸投資的資本取得問題，藉由對已經前往大陸投資的台商過去的經驗，瞭解台商企業面臨最多且最大的問題為資金的取得；為了解決資金取得的問題，有必要瞭解大陸、境外及台灣三地的資金供給情形，由瞭解直接金融、間接金融及外匯市場的現況。探討企業長短期融資及外匯避險的可行性，進而提出對於台商於進行大陸投資前後的財務規劃建議。 本研究亦提出對於大陸即將加入世貿組織及加入世貿組織後對金融機構可能的影響及未來發展的方向，以建議台商企業應重視未來大陸市場可能的變化，及早規劃因應之道，以免企業措手不及。 摘要 自1987年開放大陸探親後，同時亦開啟了台商另一個投資的新天地。跨國投資理論，在找尋的為更有利的生產要素及市場，島國的土地成本高、廠房面積不夠大、天然資源缺乏、勞工成本高漲、環保意識升高，市場更小；台商背負著遠離家園、深入不可知的環境獨自奮鬥，為的是有更美好的未來而努力，同時造就了台灣的經濟奇蹟。曾幾何時，在「戒急用忍」的約束下，台商被冠上奸商、商人無祖國等等苛責的言論，在責難之後，回頭想想，如果沒有這些拼命的台商，我們的競爭力在那裡呢? 台商在赴大陸投資，已由早期的傳統產業的去試試看，演變為今日的資本密集及技術密集的產業，試試看的心態亦轉變為「基於生存友競爭力的考量」非去不可；在第二章文獻探討中，了解各國政府對於企業海外投資，稟持共存共榮的原則，扮演的角色是積極的輔導與協助、簡化投資作業流程、教育企業投資前應有的認識，日本企業更是結合金融機構一起赴海外投資，過去我們政府的向南政策亦是以鼓勵為主。企業的不同成長過程所需的資金來自於不同層面，更會因時因地及政策而不同，中國大陸是屬於開發中國家，本身即以「招商引資」方式來促進國內的經濟發展，它能提供的是充分的天然資源及其他的生產要素，而非資金。台商對此應有所體認。 大陸地大物博，奉行的是社會主義，企業以國營居多，為了吸引外資，訂定了為數不少的外資獎勵政策及規定，有一般性及特殊適用的；台灣島國地小人稠，奉行的是資本主義及自由民主，對於台商至大陸投資除須遵守對外投資規定外，又有針對大陸投資需要遵守的；台商至大陸投資對於兩岸的規定比至其他地區投資煩瑣、政治風險亦高，為台商投資前應有所瞭解的。 本研究第四章將大陸目前的金融市場運行狀況及政策、台商可以使用的融資方式及可行性、外匯市場的避險方式及加入世貿組織後，在金融、期貨、證券等方面的原則做一整理，期望能提供台商投資前的參考規劃。 本研究同時以問卷調查及個案研究方式，一來證實台商於大陸經商的資金取得確實是有困難的，除了本身可以事前防範的例如聘用專業財務經理人、公司審批內容的注意等，另不可控制的大陸銀行及市場資金供需問題；隨著時間、經驗的累積及傳承，有經驗的台商已漸能因應。個案探討介紹了燦坤集團當年的孤注一擲，造就了日後資金取得的便利性，證實了高風險高報酬，亦證實經營績效支持財務操作的重要性。驊陞公司的財務黃副總，以多年的大陸經驗告訴我們與金融機構往來的一般情形及輔以境外公司操作財務及避險，使得該公司於大陸經營的資金供需並不困難。 最後，在歷經全球不景氣及歡呼加入世貿組織的時候，政府亦體認了要開放大陸投資政策，我們樂於見到政府對台商的支持，我們也期盼隨著加入世貿組織，台商於大陸經商得以享受「國民待遇」，但自立自強應是最基本的。 / Abstract The Mainland China Investment already been the major strategy of cost reduction for Taiwanese Enterprise, Owing to the Taiwan Investment Environment changes, for example like the increase of the labor cost 、 elevation of environmental awareness、highly increased cost of the land and the attractive of very large market and one point two billion human resource, “Occupy the position first” is the general concept among enterprises, ten years ago the export business are all classical business but now the “technical head TSMC” also says that the future business center will set up in Mainland China。 Due to the Taiwanese Enterprise act as a very important role of Mainland China Investment, not only related to enterprise expand, at the same time improve the Mainland China economic development and also invest earn more foreign exchange revenue for Taiwan, but a lot of voice cried for enterprise have to “leaving root in Taiwan”、“Be patient no hurry”、not“Money forward to Mainland China, Debt stay in Taiwan”。 The Investment in Mainland China is an non-stoppable fan for enterprise, this study is to discuss how to fetch the invested capital in Mainland China of Taiwan Enterprise, by learning the past experience of Taiwan Enterprise already invested,understand the major problem that Taiwan Enterprise faced is how to fetch the invested capital；in order to resolve the capital problem, it is necessary to understand the capital provide condition among Mainland China、offshore and Taiwan three area, by understand the direct financing、indirect financing and Foreign Exchange Market present status, we can study the possibility of enterprise long term and short term financing and foreign exchange risk avoidance, further provide the finance planning suggestion for The Investment in Mainland China of Taiwan Enterprise before and after the investment. This study also provides the possible influence and future development trend for banking after the Mainland China join the WTO. And the suggestion for Taiwan Enterprise should pay great attention to the possible change of the future market of Mainland China, and do planning ahead the way, in order to avoid be caught unprepared.