The informal dimension of human resource management in Korea: Yongo, recruiting practices and career progression
Horak, S. (2017). The informal dimension of human resource management in Korea:
Yongo, recruiting practices and career progression. International Journal of
Human Resource Management, 28(10), 1409-1432.
DOI: 10.1080/09585192.2015.1089062
Link:
http://dx.doi.org/10.1080/09585192.2015.1089062
Abstract
This research reports on the influence of informal social networks in Korea
(i.e., Yongo) on recruitment and promotions practices of large, small, and
medium-sized enterprises (SMEs). By using a social network theory frame, this
research contributes to the convergence-divergence debate in international Human
Resource Management (IHRM). From our analysis, we can
conclude that large firms use Yongo and related practices on the upper
management level, whereas SMEs draw on informal social networks on middle and
upper management level. The influence of Yongo is weakened by the recent need
for skillful employees with specialized competencies. We regard Korean HR
practices as being in a state of ‘soft divergence’ because
Yongo still represents an influential factor in HR practices. Moreover, we refer
to the debate on the persistence of informal relationships in East Asia by
demonstrating that Yongo is a rather
culturally driven institution; hence, we assume that it may persist and not
diminish any time soon. Finally, implications for practice are drawn by
outlining the difficulties expatriates face without being able to establish
Yongo-based ties and propose solutions.
Keywords
Korea, Human Resource Management, recruiting, promotion, social networks, Yongo