Pub Date : 2016-12-06DOI: 10.1108/JCHRM-03-2016-0002
Simon C. H. Chan, W. Mak
Purpose This purpose of this study is to examine the relationship between workplace fun, trust-in-management, employee satisfaction and whether the level of fun experienced at work moderates the effects. Design/methodology/approach Data were collected from a sample of 240 frontline staff in a large-scale retail store in Hong Kong. Findings The results show that trust-in-management mediates the relationship between workplace fun and employee job satisfaction. Additionally, employees who experience a high level of fun in the workplace have a greater effect on workplace fun, trust-in-management and job satisfaction. Research limitations/implications The main limitation of this study is that it collects data from a self-reported single source in a cross-sectional survey design. Practical implications Because workplace fun helps organizations promote employee trust and job satisfaction, organizations should provide more enjoyable activities for employees to participate in. Originality/value This study provides a new insight into the effects of workplace fun on employees’ trust-in-management and job satisfaction.
{"title":"Have you experienced fun in the workplace","authors":"Simon C. H. Chan, W. Mak","doi":"10.1108/JCHRM-03-2016-0002","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2016-0002","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This purpose of this study is to examine the relationship between workplace fun, trust-in-management, employee satisfaction and whether the level of fun experienced at work moderates the effects. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000Data were collected from a sample of 240 frontline staff in a large-scale retail store in Hong Kong. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The results show that trust-in-management mediates the relationship between workplace fun and employee job satisfaction. Additionally, employees who experience a high level of fun in the workplace have a greater effect on workplace fun, trust-in-management and job satisfaction. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000The main limitation of this study is that it collects data from a self-reported single source in a cross-sectional survey design. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000Because workplace fun helps organizations promote employee trust and job satisfaction, organizations should provide more enjoyable activities for employees to participate in. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This study provides a new insight into the effects of workplace fun on employees’ trust-in-management and job satisfaction.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2016-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-03-2016-0002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62062885","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2016-10-10DOI: 10.1108/JCHRM-07-2016-0010
Fanxing Meng, Xiaomei Wang, Huajiao Chen, Jin Zhang, Wei Yang, Jin Wang, Quanquan Zheng
The purpose of this paper is to explore the influence of organizational culture (OC) on talent management (TM) by a case study of a real estate company.,The method of case study is adopted in the present study.,The authors present four propositions. The first is OC has an effect on TM. The second is a new conceptual model of TM. The third is a 4-P pattern to identify and develop the talent. The fourth is to adopt both the spiritual and material satisfactions that retain the talent.,The primary limitation of this study is embedded in the case study method, which is not sufficient to represent the totality. The other limitation is that the issue of cohesion and team efficacy of talents is not considered. This study argues the relationship between OC and TM and expands the existing TM and OC theory. The effect of professional idealism is emphasized on in the process of TM. Talent can be retained firmly within the organization through the methods of rebuilding and strengthening OC.,A conceptual model of TM, 4-P pattern of evaluation and the operational mean to retain the talent is introduced.
{"title":"The influence of organizational culture on talent management","authors":"Fanxing Meng, Xiaomei Wang, Huajiao Chen, Jin Zhang, Wei Yang, Jin Wang, Quanquan Zheng","doi":"10.1108/JCHRM-07-2016-0010","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2016-0010","url":null,"abstract":"The purpose of this paper is to explore the influence of organizational culture (OC) on talent management (TM) by a case study of a real estate company.,The method of case study is adopted in the present study.,The authors present four propositions. The first is OC has an effect on TM. The second is a new conceptual model of TM. The third is a 4-P pattern to identify and develop the talent. The fourth is to adopt both the spiritual and material satisfactions that retain the talent.,The primary limitation of this study is embedded in the case study method, which is not sufficient to represent the totality. The other limitation is that the issue of cohesion and team efficacy of talents is not considered. This study argues the relationship between OC and TM and expands the existing TM and OC theory. The effect of professional idealism is emphasized on in the process of TM. Talent can be retained firmly within the organization through the methods of rebuilding and strengthening OC.,A conceptual model of TM, 4-P pattern of evaluation and the operational mean to retain the talent is introduced.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2016-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0010","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063400","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-10-12DOI: 10.1108/JCHRM-09-2015-0014
Juan-Maria Gallego-Toledo
Purpose This paper aims to analyze the effectiveness of cultural profiling tools in predicting and identifying potential cultural pitfalls and challenges that the executive could encounter during an interaction with an individual or group from a different national culture. The initial analysis is based on the author’s experience in China. Over a two-year period and as part of the wider strategy to implement account management principles within the local sales teams across China, the strategy and sales development team (composed of two Chinese nationals lead by a Spanish/USA experienced expatriate/author) engaged senior members of the sales team through a series of workshops. Design/methodology/approach Despite the top management support and the alignment of the program with the organizational culture of the company, the coaching program had limited success. Using a past experience in China and as part of a preliminary study on cultural profiling models available to executives, professors and students exposed to global environments, the author reviewed three popular cultural models to potentially identify sources of conflict, cultural gaps and misalignments between individual culture and the national cultures. Findings The paper found that culture profiling tools could have a guiding value for executives and other individuals visiting a different culture, as it identified potential sources of conflict and pitfalls to avoid. Originality/value The paper offered a fresh look at proliferating culture profiling tools.
{"title":"Cultural profiling and a Chinese experience","authors":"Juan-Maria Gallego-Toledo","doi":"10.1108/JCHRM-09-2015-0014","DOIUrl":"https://doi.org/10.1108/JCHRM-09-2015-0014","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This paper aims to analyze the effectiveness of cultural profiling tools in predicting and identifying potential cultural pitfalls and challenges that the executive could encounter during an interaction with an individual or group from a different national culture. The initial analysis is based on the author’s experience in China. Over a two-year period and as part of the wider strategy to implement account management principles within the local sales teams across China, the strategy and sales development team (composed of two Chinese nationals lead by a Spanish/USA experienced expatriate/author) engaged senior members of the sales team through a series of workshops. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000Despite the top management support and the alignment of the program with the organizational culture of the company, the coaching program had limited success. Using a past experience in China and as part of a preliminary study on cultural profiling models available to executives, professors and students exposed to global environments, the author reviewed three popular cultural models to potentially identify sources of conflict, cultural gaps and misalignments between individual culture and the national cultures. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The paper found that culture profiling tools could have a guiding value for executives and other individuals visiting a different culture, as it identified potential sources of conflict and pitfalls to avoid. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The paper offered a fresh look at proliferating culture profiling tools.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-09-2015-0014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-10-12DOI: 10.1108/JCHRM-03-2015-0009
Jie Ke
Purpose This article aims to report the second part of the interview with Dr Bor-Shiuan Cheng on his insights into Chinese indigenous management research, including challenges and future directions. Design/methodology/approach This paper is based on a recent interview with Dr Bor-Shiuan Cheng. Findings The biggest challenge for current Chinese management research is the administrative system and restrictive publication policy. Under the current system, it is best for researchers to consider a dual approach to research. That is, research must be relevant to local issues and significant to the international community. Research limitations/implications The system that might sabotage academic system needs to be changed. And future leadership studies should be focused on developing mindful and moral leaders. Originality/value The interview provides an insightful view on the current challenges of Chinese management research and valuable advice from Dr Cheng, who also showed the future direction of leadership studies.
{"title":"A mindful leader with persistence","authors":"Jie Ke","doi":"10.1108/JCHRM-03-2015-0009","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2015-0009","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This article aims to report the second part of the interview with Dr Bor-Shiuan Cheng on his insights into Chinese indigenous management research, including challenges and future directions. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000This paper is based on a recent interview with Dr Bor-Shiuan Cheng. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The biggest challenge for current Chinese management research is the administrative system and restrictive publication policy. Under the current system, it is best for researchers to consider a dual approach to research. That is, research must be relevant to local issues and significant to the international community. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000The system that might sabotage academic system needs to be changed. And future leadership studies should be focused on developing mindful and moral leaders. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The interview provides an insightful view on the current challenges of Chinese management research and valuable advice from Dr Cheng, who also showed the future direction of leadership studies.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-03-2015-0009","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063326","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-03-2015-0007
Jie Ke
Purpose – This paper reports the first part of a recent interview with Dr Bor-Shiuan Cheng on his values, beliefs or thoughts on how to lead a fulfilling life as a person and a researcher. Design/methodology/approach – This paper is based on a recent interview with Dr Bor-Shiuan Cheng. Findings – Life is a journey of discovering our purpose and fulfilling our own destiny. Once Dr Cheng decided his career direction after trying out different alternatives, he sticks to it and makes the best out of it. His choice of majoring in psychology became a basis for the contributions to Chinese management research. Research limitations/implications – Dr Cheng’s life and career paths showcased a successful scholar who keeps doing one thing in his life, being himself, being focused and persistent. His experience may inspire and encourage junior scholars for career development. Originality/value – The interview presents the life and career paths of Dr Cheng, who has chosen to take a road less traveled and enjoyed differ...
{"title":"Interview with Dr Bor-Shiuan Cheng: a mindful leader with persistence (part I)","authors":"Jie Ke","doi":"10.1108/JCHRM-03-2015-0007","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2015-0007","url":null,"abstract":"Purpose – This paper reports the first part of a recent interview with Dr Bor-Shiuan Cheng on his values, beliefs or thoughts on how to lead a fulfilling life as a person and a researcher. Design/methodology/approach – This paper is based on a recent interview with Dr Bor-Shiuan Cheng. Findings – Life is a journey of discovering our purpose and fulfilling our own destiny. Once Dr Cheng decided his career direction after trying out different alternatives, he sticks to it and makes the best out of it. His choice of majoring in psychology became a basis for the contributions to Chinese management research. Research limitations/implications – Dr Cheng’s life and career paths showcased a successful scholar who keeps doing one thing in his life, being himself, being focused and persistent. His experience may inspire and encourage junior scholars for career development. Originality/value – The interview presents the life and career paths of Dr Cheng, who has chosen to take a road less traveled and enjoyed differ...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-03-2015-0007","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063310","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-01-2014-0002
Russell Korte, Jessica Li
Purpose – The purpose of this study was to better understand the more complex social, technical and personal socialization experiences of engineers when they started new jobs in Taiwan. Much of the research and practice on the socialization of newly hired employees is narrowly focused on newcomer learning. Design/methodology/approach – The study is a qualitative, case study approach designed to collect in-depth data about the socialization experiences of engineers in Taiwan. Thirteen participants reported their experiences from when they began new jobs, and the researchers collected and analyzed data from semi-structured interviews. The analysis followed qualitative analysis methods for content analysis. Findings – The findings indicated that interpersonal relationships are critical to successful socialization, and the relational structures encountered by newcomers reflect the broader culture of Confucianism and the social interactions of guanxi in the Taiwanese workplace. Three main dimensions of sociali...
{"title":"Exploring the organizational socialization of engineers in Taiwan","authors":"Russell Korte, Jessica Li","doi":"10.1108/JCHRM-01-2014-0002","DOIUrl":"https://doi.org/10.1108/JCHRM-01-2014-0002","url":null,"abstract":"Purpose – The purpose of this study was to better understand the more complex social, technical and personal socialization experiences of engineers when they started new jobs in Taiwan. Much of the research and practice on the socialization of newly hired employees is narrowly focused on newcomer learning. Design/methodology/approach – The study is a qualitative, case study approach designed to collect in-depth data about the socialization experiences of engineers in Taiwan. Thirteen participants reported their experiences from when they began new jobs, and the researchers collected and analyzed data from semi-structured interviews. The analysis followed qualitative analysis methods for content analysis. Findings – The findings indicated that interpersonal relationships are critical to successful socialization, and the relational structures encountered by newcomers reflect the broader culture of Confucianism and the social interactions of guanxi in the Taiwanese workplace. Three main dimensions of sociali...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-01-2014-0002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063029","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-06-2014-0015
Yui-tim Wong, Yui-Woon Wong, Chi-Sum Wong
Purpose – The purpose of this study is to attempt to fill a research gap by proposing an integrative model for studying employees’ turnover intention in Chinese joint ventures (JVs). The authors also examine the antecedents of turnover intention and its impact on employees’ performance. Design/methodology/approach – A data set consisting of 247 employees in 3 JVs in the Peoples’ Republic of China is used to test the hypotheses. Findings – The LISREL results support all hypotheses. The model examines how the contextual experiences of perceived organizational support and affective commitment might affect the turnover intention. It is proposed that employees’ perceived distributive justice, trust in management and job security are related to the organizational experience of perceived organizational support and affective commitment, which will affect turnover intention and, in turn, to job performance. The empirical results show that turnover intention has a significant and negative impact on employees’ perfo...
{"title":"An integrative model of turnover intention: Antecedents and their effects on employee performance in Chinese joint ventures","authors":"Yui-tim Wong, Yui-Woon Wong, Chi-Sum Wong","doi":"10.1108/JCHRM-06-2014-0015","DOIUrl":"https://doi.org/10.1108/JCHRM-06-2014-0015","url":null,"abstract":"Purpose – The purpose of this study is to attempt to fill a research gap by proposing an integrative model for studying employees’ turnover intention in Chinese joint ventures (JVs). The authors also examine the antecedents of turnover intention and its impact on employees’ performance. Design/methodology/approach – A data set consisting of 247 employees in 3 JVs in the Peoples’ Republic of China is used to test the hypotheses. Findings – The LISREL results support all hypotheses. The model examines how the contextual experiences of perceived organizational support and affective commitment might affect the turnover intention. It is proposed that employees’ perceived distributive justice, trust in management and job security are related to the organizational experience of perceived organizational support and affective commitment, which will affect turnover intention and, in turn, to job performance. The empirical results show that turnover intention has a significant and negative impact on employees’ perfo...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-06-2014-0015","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62062991","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-03-2015-0003
Run Ren, Judy Y. Sun, Yichi Zhang, Yunyun Chen, Chunching Liu
Purpose – The purpose of this paper is to examine the effect of feedback seeking (FBS) and impression management (IM) on candidates’ evaluative performance and final hiring decision in a recruiting assessment center (AC) by a multinational corporation (MNC) in China. Design/methodology/approach – The authors adopted a mixed-methods design. The authors first surveyed 234 candidates and 12 recruiting managers as assessors in four Chinese cities in one year. The authors then collected 23 candidates’ qualitative data in the forms of online blogs, diaries or letters sharing their recruitment experiences from 2005 to 2014. Findings – The quantitative results showed that both candidates’ FBS and IM behaviors were positively related to their evaluative performance, yet with no significant effects on hiring decision. However, the interaction of FBS and IM significantly reduced the likelihood of a positive evaluative performance and hiring decision. Qualitative findings showed that IM was adopted by the candidates,...
{"title":"Can good impression and feedback-seeking behavior help Chinese graduates get a job?: A mixed-methods study on a recruiting assessment center","authors":"Run Ren, Judy Y. Sun, Yichi Zhang, Yunyun Chen, Chunching Liu","doi":"10.1108/JCHRM-03-2015-0003","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2015-0003","url":null,"abstract":"Purpose – The purpose of this paper is to examine the effect of feedback seeking (FBS) and impression management (IM) on candidates’ evaluative performance and final hiring decision in a recruiting assessment center (AC) by a multinational corporation (MNC) in China. Design/methodology/approach – The authors adopted a mixed-methods design. The authors first surveyed 234 candidates and 12 recruiting managers as assessors in four Chinese cities in one year. The authors then collected 23 candidates’ qualitative data in the forms of online blogs, diaries or letters sharing their recruitment experiences from 2005 to 2014. Findings – The quantitative results showed that both candidates’ FBS and IM behaviors were positively related to their evaluative performance, yet with no significant effects on hiring decision. However, the interaction of FBS and IM significantly reduced the likelihood of a positive evaluative performance and hiring decision. Qualitative findings showed that IM was adopted by the candidates,...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-03-2015-0003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-03-2015-0010
Greg G. Wang, D. Lamond, Verner Worm
Purpose – This paper aims to emphasize the importance of Chinese institutional contexts beyond “culture” by analyzing a few non-cultural institution-dependent contexts in Chinese HRM research, using an institutional theory perspective. Design/methodology/approach – The authors review existing Chinese indigenous management research from an institutional theoretical perspective and provide a critique of the research from that perspective. Findings – Chinese contexts are more than Confucianism. Focusing on this aspect of culture without integrating other institutional contexts, while informative, is unlikely to identify and explain the uniqueness of Chinese individual and organizational behaviors. Informed by institutional theory, the authors examine how institutional language context influences Chinese institutional behavior. The authors also argue that the guanxi phenomenon is more strongly dependent on institutional forces than on culture in the recent Chinese history. Incorporating these “non-cultural” i...
{"title":"“It’s the context all the way down!”: An institutional theory perspective on Chinese HRM research","authors":"Greg G. Wang, D. Lamond, Verner Worm","doi":"10.1108/JCHRM-03-2015-0010","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2015-0010","url":null,"abstract":"Purpose – This paper aims to emphasize the importance of Chinese institutional contexts beyond “culture” by analyzing a few non-cultural institution-dependent contexts in Chinese HRM research, using an institutional theory perspective. Design/methodology/approach – The authors review existing Chinese indigenous management research from an institutional theoretical perspective and provide a critique of the research from that perspective. Findings – Chinese contexts are more than Confucianism. Focusing on this aspect of culture without integrating other institutional contexts, while informative, is unlikely to identify and explain the uniqueness of Chinese individual and organizational behaviors. Informed by institutional theory, the authors examine how institutional language context influences Chinese institutional behavior. The authors also argue that the guanxi phenomenon is more strongly dependent on institutional forces than on culture in the recent Chinese history. Incorporating these “non-cultural” i...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-03-2015-0010","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62062871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-09-2014-0029
Na Fu, Q. Ma, J. Bosak, P. Flood
Purpose – The purpose of this paper is to better understand the indirect link between high-performance work systems (HPWSs) and firm performance in Chinese professional service firms (PSFs) by investigating the mediating role of organizational ambidexterity, i.e. a firm’s capability to simultaneously explore new ideas and exploit existing resources. Design/methodology/approach – Data were collected from 120 Chinese accounting firms. The authors used hierarchical and polynomial regression analyses to test their hypotheses. Findings – The proposed positive link between the HPWS and organizational ambidexterity was found. Further, the results showed a non-linear relationship between organizational ambidexterity and organizational performance. Research limitations/implications – The present study is limited in terms of small sample size, single industry and self-report data. Practical implications – Firms which reported a higher level of HPWS demonstrated better performance due to their organizational capabil...
{"title":"Exploring the relationships between HPWS, organizational ambidexterity and firm performance in Chinese professional service firms","authors":"Na Fu, Q. Ma, J. Bosak, P. Flood","doi":"10.1108/JCHRM-09-2014-0029","DOIUrl":"https://doi.org/10.1108/JCHRM-09-2014-0029","url":null,"abstract":"Purpose – The purpose of this paper is to better understand the indirect link between high-performance work systems (HPWSs) and firm performance in Chinese professional service firms (PSFs) by investigating the mediating role of organizational ambidexterity, i.e. a firm’s capability to simultaneously explore new ideas and exploit existing resources. Design/methodology/approach – Data were collected from 120 Chinese accounting firms. The authors used hierarchical and polynomial regression analyses to test their hypotheses. Findings – The proposed positive link between the HPWS and organizational ambidexterity was found. Further, the results showed a non-linear relationship between organizational ambidexterity and organizational performance. Research limitations/implications – The present study is limited in terms of small sample size, single industry and self-report data. Practical implications – Firms which reported a higher level of HPWS demonstrated better performance due to their organizational capabil...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-09-2014-0029","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063594","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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