Suwastika Naidu and Anand Chand, PhD
School of Management and Public Administration, Faculty of Business and Economics, University of the South Pacific, Suva, Fiji Islands

Series: Business Issues, Competition and Entrepreneurship
BISAC: BUS030000

The main objective of this research is to develop the “best HRM practices and firm performance model for the PICs” and test it in three selected PICs (Fiji, Samoa and Tonga). Based on the limitations of the four major theories of HRM and SHRM, this book has extended the four major theories of HRM and SHRM; namely, the Universalistic Perspective, Contingency Perspective, Configurational Perspective and Contextual Paradigm. The findings of this book showed that the Contingency Perspective, Configurational Perspective and Contextual Paradigm all apply to the luxury hotels and upmarket hotels in Fiji, Samoa and Tonga.

A new perspective of HRM and SHRM has emerged from the “best HRM practices and firm performance model for the PICs” that have been tested in this book. This new perspective of HRM and SHRM is named as “Interactive Interdependent Contextual Perspective.” There are three reasons for naming it that. First, the internal environmental factors and the external environmental factors unique to the PICs interact in the relationship between systems of best HRM practices and HRM outcomes in the luxury hotels and upmarket hotels in Fiji, Samoa and Tonga. Second, HRM practices are interdependent of each other and have more impact on firm performance when it is implemented as systems of best HRM practices rather than as individual best HRM practices. Third, the contextual variables, such as, internal environmental factors and the external environmental factors unique to the PICs interact in the relationship between systems of best HRM practices and HRM outcomes in the luxury hotels and upmarket hotels in Fiji, Samoa and Tonga.

This new perspective of HRM and SHRM is largely relevant to the PICs rather than rich developed countries (USA, UK and Japan) and large developing countries (China and India). The reason for the limited applicability of the this perspective is that this one recognises that HRM practices in the PICs cannot influence the internal environmental factors and external environmental factors unique to the PICs. For example, the research findings of this book show that internal environmental factors and external environmental factors unique to the PICs moderate rather than mediate the relationship between systems of best HRM practices and HRM outcomes. (Imprint: Nova)