| 致谢 | 第1-6页 |
| 中文摘要 | 第6-9页 |
| ABSTRACT | 第9-21页 |
| 1 Introduction | 第21-31页 |
| ·Introduction of the topic | 第21-24页 |
| ·Background of the study | 第24-25页 |
| ·Statement of Problem | 第25-26页 |
| ·Research Questions | 第26页 |
| ·Significance of the study | 第26-27页 |
| ·Objectives of the study | 第27页 |
| ·Outline of the study | 第27-31页 |
| 2 Theoretical back ground and Literature Review | 第31-63页 |
| ·Human Resource Management | 第31-34页 |
| ·International Human resource management | 第34-40页 |
| ·Cross Cultural Management | 第40-42页 |
| ·Cross cultural Differences in Multinational Corporations | 第42-43页 |
| ·Cross cultural Management | 第43-44页 |
| ·Cultural Intelligence | 第44-45页 |
| ·The Effect of Cultural Values on Management | 第45-49页 |
| ·Difference between International and Comparative HRM | 第49-52页 |
| ·Exportive | 第50-51页 |
| ·Adaptive | 第51页 |
| ·Integrative | 第51-52页 |
| ·International HRM practices | 第52-56页 |
| ·Recuritement and selection of International managers | 第52页 |
| ·International pay and reward and performance management | 第52-53页 |
| ·International Training and development | 第53-54页 |
| ·International Employee relation | 第54-56页 |
| ·Employee retention | 第56-59页 |
| ·Human Resource Architecture Model | 第56-59页 |
| ·Job satisfaction | 第59-63页 |
| 3 The theoretical & conceptual Framework and Hypothesis | 第63-75页 |
| ·The theoretical Framework | 第63页 |
| ·Resource based view theory of the Firm | 第63-66页 |
| ·Resource based view | 第64页 |
| ·Competitive advantage | 第64-65页 |
| ·Human Resources as a firm resource | 第65-66页 |
| ·Human Capital theory | 第66-69页 |
| ·Variables in conceptual framework in detail | 第69-75页 |
| 4 The high performance HRM practices and job satisfaction | 第75-93页 |
| ·Research questions and objectives | 第76-78页 |
| ·The context:High Performance HRM practices in China | 第78-79页 |
| ·The context:High performance HRM practices in Pakistan | 第79-81页 |
| ·Impact of High Performance HR Practices on Job Satisfaction | 第81-82页 |
| ·Methodology | 第82-85页 |
| ·Measures | 第83-84页 |
| ·High performance Human resource management practices | 第84-85页 |
| ·Employee job satisfaction | 第85页 |
| ·Comparison between China and Pakistan | 第85-89页 |
| ·Perception of High performance HRM practices | 第85-87页 |
| ·Level of employee job satisfaction | 第87-89页 |
| ·Conclusion | 第89-91页 |
| ·Discussion | 第91页 |
| ·Implication | 第91-93页 |
| 5 Impact of HRM practices on Employee retention | 第93-111页 |
| ·HRM Practices for Employee Retention | 第94-96页 |
| ·Compensation and Reward | 第94-95页 |
| ·Working Environment | 第95页 |
| ·Work life balance | 第95-96页 |
| ·Supervisor support | 第96页 |
| ·Cultural issues in HRM practices implementation | 第96-97页 |
| ·Research Methodology | 第97页 |
| ·Development of propositions for empirical testing | 第97-98页 |
| ·Research Methodology | 第98-103页 |
| ·Results and discussion | 第103-105页 |
| ·Comparison between findings of China and Pakistan | 第105-111页 |
| 6 Linkage between HRM practices and Company performance | 第111-133页 |
| ·Research questions and objectives | 第112页 |
| ·Background of study | 第112-117页 |
| ·Recruitment and selection | 第115-116页 |
| ·Training and Development | 第116页 |
| ·Participation of employees | 第116页 |
| ·Performance appraisal | 第116-117页 |
| ·Compensation and rewards | 第117页 |
| ·Hypothesis and Methodology | 第117-119页 |
| ·Sample and data selection | 第118-119页 |
| ·Measures | 第119页 |
| ·Independent Variables | 第119-121页 |
| ·Training and development | 第119页 |
| ·Performance appraisal | 第119-120页 |
| ·Performance based compensation and rewards | 第120页 |
| ·Employee participation | 第120页 |
| ·Recruitment and selection | 第120-121页 |
| ·Dependent Variable | 第121-122页 |
| ·Firm Performance | 第121-122页 |
| ·Conclusion and Discussion | 第122-133页 |
| 7 Mediating role of Job satisfaction and employee retention | 第133-139页 |
| ·Mediating effect of Job satisfaction in relationship between HRMpractices and company performance | 第133-135页 |
| ·Mediating effect of Employee retention in relationship between HRMpractices and company performance in China and Pakistan | 第135-139页 |
| 8 Results and Discussion | 第139-151页 |
| ·Comparison between findings of China and Pakistan | 第139-150页 |
| ·Recommendations for future work | 第150-151页 |
| References | 第151-161页 |
| Appendix A:Impact of HRM Practices on Firm performance | 第161-165页 |
| 索引 | 第165-167页 |
| Author Biography | 第167-169页 |
| 读博期间发表论文情况 | 第169-173页 |
| 学位论文数据集 | 第173页 |
