The cultural validity of Holland's model and its implications for human resource management: the case of Hong Kong

Abstract

There has been continuous interest in studying occupational classifications and the match between individuals' vocational orientation and occupational environment. However, it is also believed that modifications of a Western developed vocational model are necessary in other cultures. Unfortunately, there is little study on how human resource practitioners will be affected by their vocational orientation in making human resource decisions such as placement and selection. To address the role of cultural characteristics in the vocational model and the effect of vocational orientation on human practitioners' decisions, three studies have been conducted in Hong Kong. In the first two studies, we provide evidence for a revised model of vocational orientations in Hong Kong based on its special cultural characteristics. In the third study, we provide indicative evidence about the effect of the conceptualization of occupational orientations on human resource practitioners' selection judgement. Implications for cross-cultural human resource researchers and practitioners are discussed.