URBAN vs. RURAL: HUMAN RESOURCE MANAGEMENT IN SMEs

Human resource management (HRM) practices, support systems and personnel profiles were examined in urban and rural enterprises. The investigation is an exploratory descriptive study employing a discussion of the results of a questionnaire. The authors' hypotheses are that urban and rural small...

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Bibliographic Details
Published in:Academy of Entrepreneurship journal 2006-07, Vol.12 (2), p.29
Main Authors: Pearson, Terry R, Stringer, Donna Y, Mills, LaVelle H, Summers, David F
Format: Article
Language:English
Subjects:
Comparative analysis
Competitive advantage
Criminal investigations
Employees
Entrepreneurship
Human resource management
Hypotheses
Labor force
Literature reviews
Observatories
Rural areas
Small & medium sized enterprises-SME
Small business
Studies
Training
Urban areas
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Summary:Human resource management (HRM) practices, support systems and personnel profiles were examined in urban and rural enterprises. The investigation is an exploratory descriptive study employing a discussion of the results of a questionnaire. The authors' hypotheses are that urban and rural small and medium sized enterprises (SMEs) would differ significantly in HRM practices, support systems, and personnel profiles. Data were analyzed using t-tests and chi-square tests, as appropriate, to detect statistically significant differences between urban and rural SMEs. No interventions were performed; data were self-reported responses to questions on a survey instrument. The research findings suggest the authors' hypotheses are generally incorrect. The results from the study may advance the concept that technology and information availability have developed equity in HRM activities and functions in both urban and rural enterprises. Moreover, rural firms are performing at a higher level of sophistication and experience in HRM practices, support systems and personnel profiles. [PUBLICATION ABSTRACT]
ISSN:1087-9595
1528-2686