Do HR practices for employee lifecycle influence organisational outcomes equally in Asia? Evidence from the Indo-Thai food sector

Abstract

PurposeThe primary purpose of this contextual study was three-fold: (1) to study the effect of HR practices on employee lifecycle (ELC) on organisational outcomes; (2) to investigate the mediating role of employee outcomes in the relationship between HR practices and organisational outcomes; (3) to assess the differences in HR practices of the Indian and Thai food processing industries.Design/methodology/approachThe study used random sampling to select 574 (278 Indian and 296 Thai) HR managers in food processing industries. A structured questionnaire was administered. The PLS-SEM was used to validate the relationships, while multiple group analysis (MGA) was employed to compare the HR practices.FindingsThe results revealed a significant influence of HR practices on organisational outcomes. Employee outcomes also mediate this influence. MGA results showed no significant variation in the effect of HR practices on organisational outcomes between India and Thailand.Practical implicationsHR practices must be aligned to suit country-specific business contexts to achieve organisational outcomes by improving employee outcomes. The findings would guide managers of the Indian and Thai food industries to develop tailor-made HR strategies.Originality/valueThis study contributes to comparative HRM in the Asian context by offering an empirically tested framework. Additionally, this comparative research offers insightful information on convergent best practices among Asian nations.