Pub Date : 2020-01-01DOI: 10.47297/wspchrmwsp2040-800504.20201102
Hongming Wang, Bo Liu, Qiu-Rui Li
{"title":"The Historical Evolution and Governance Logic of China’s Cadre Personnel System：Taking the Personnel Exchange Between Local Governments and Central Enterprises as an Example","authors":"Hongming Wang, Bo Liu, Qiu-Rui Li","doi":"10.47297/wspchrmwsp2040-800504.20201102","DOIUrl":"https://doi.org/10.47297/wspchrmwsp2040-800504.20201102","url":null,"abstract":"","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"1 1","pages":""},"PeriodicalIF":1.0,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70818908","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 : 2020-01-01DOI: 10.47297/wspchrmwsp2040-800501.20201102
Pingqing Liu, Shuang Xu, Yang Chen, Fang Yang, Zhuxin Si
{"title":"Perceived superior support and newcomer adjustment：A longitudinal study of new employees beginning their career","authors":"Pingqing Liu, Shuang Xu, Yang Chen, Fang Yang, Zhuxin Si","doi":"10.47297/wspchrmwsp2040-800501.20201102","DOIUrl":"https://doi.org/10.47297/wspchrmwsp2040-800501.20201102","url":null,"abstract":"","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"1 1","pages":""},"PeriodicalIF":1.0,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70818735","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 : 2020-01-01DOI: 10.47297/WSPCHRMWSP2040-800505.20201101
Fang Yang, Haixiong Deng
Purpose – The purpose of this research is to explore the internal mechanism of leadership empowerment behavior on employees’suggestive behavior. Design/methodology/approach – Based on the perspective of person‐environment fit, taking the fit of employees to work, team and organization as the intermediary variable, and employees’golden mean level as the moderating variable, the article establishes a theoretical model. And based on the 243 valid data obtained from the questionnaire survey, the model was empirically tested by using SPSS2 and AMOS3. Findings – The analysis shows that the person‐environment fit dimensions play an intermediary role in the empowering leader behavior and the employee’s voice behavior , which means that the empowering leader behavior changes the employee’s voice behavior by changing the employee’s person‐environment fit perception of the work environment. Research limitations/implications – This research introduces a new perspective—personal‐environment fit, and explains the mechanism of empowering leader behavior on employees’voice behavior through it. It also uses the golden mean as a moderating variable and attaches importance to contextualized research in China. and provide new ideas for the management and practice of enterprises. Originality/value – In theory, the personal‐environment fit perspective provides managers with new theoretical ideas on how to motivate employees. In practice, this research also inspires managers to attach importance to the fit between employees and the environment, rather than just focus on the needs of employees themselves.
{"title":"The impact of empowering leader behavior on employees’ voice behavior: the role of person‑environment fit and the golden mean","authors":"Fang Yang, Haixiong Deng","doi":"10.47297/WSPCHRMWSP2040-800505.20201101","DOIUrl":"https://doi.org/10.47297/WSPCHRMWSP2040-800505.20201101","url":null,"abstract":"Purpose – The purpose of this research is to explore the internal mechanism of leadership empowerment behavior on employees’suggestive behavior. Design/methodology/approach – Based on the perspective of person‐environment fit, taking the fit of employees to work, team and organization as the intermediary variable, and employees’golden mean level as the moderating variable, the article establishes a theoretical model. And based on the 243 valid data obtained from the questionnaire survey, the model was empirically tested by using SPSS2 and AMOS3. Findings – The analysis shows that the person‐environment fit dimensions play an intermediary role in the empowering leader behavior and the employee’s voice behavior , which means that the empowering leader behavior changes the employee’s voice behavior by changing the employee’s person‐environment fit perception of the work environment. Research limitations/implications – This research introduces a new perspective—personal‐environment fit, and explains the mechanism of empowering leader behavior on employees’voice behavior through it. It also uses the golden mean as a moderating variable and attaches importance to contextualized research in China. and provide new ideas for the management and practice of enterprises. Originality/value – In theory, the personal‐environment fit perspective provides managers with new theoretical ideas on how to motivate employees. In practice, this research also inspires managers to attach importance to the fit between employees and the environment, rather than just focus on the needs of employees themselves.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"11 1","pages":"73-83"},"PeriodicalIF":1.0,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70819365","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 : 2020-01-01DOI: 10.47297/wspchrmwsp2040-800503.20201102
Yuqun Meng
{"title":"The Development Trend of Labor Standards and China’s Participation into the Reconstruction of Labor Standards in International Trade Agreements","authors":"Yuqun Meng","doi":"10.47297/wspchrmwsp2040-800503.20201102","DOIUrl":"https://doi.org/10.47297/wspchrmwsp2040-800503.20201102","url":null,"abstract":"","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"1 1","pages":""},"PeriodicalIF":1.0,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70818422","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 : 2020-01-01DOI: 10.47297/wspchrmwsp2040-800506.20201102
Bei Wang, Yibo Zhang
{"title":"Are Dismissals Where Only Violations of Statutory Dismissal Procedures Occur Wrongful Dismissals in China？ Defining the Nature and Reconstructing Legal Liability","authors":"Bei Wang, Yibo Zhang","doi":"10.47297/wspchrmwsp2040-800506.20201102","DOIUrl":"https://doi.org/10.47297/wspchrmwsp2040-800506.20201102","url":null,"abstract":"","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"1 1","pages":""},"PeriodicalIF":1.0,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70819267","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 : 2020-01-01DOI: 10.47297/WSPCHRMWSP2040-800502.20201101
zheng-ting wang, K. Tang
Purpose-The purpose of this study is to put forward specific solutions to the current problems faced by collective negotiation in uncertain situation on the basis of summarizing the main characteristics of collective negotiation in China. Design / Methology/ Approach-Based on the relevant research on collective negotiation of enterprises in China, this paper focuses on the new situation and challenges faced by enterprise collective negotiation under current uncertain situation. By analyzing the main characteristics of collective negotiation mechanism, the paper puts forward the relationship between collective bargaining and human resource management of Chinese enterprises in the uncertain context. Findings-This paper proposes that only by fully combining Chinese characteristics and giving full play to the localization advantages of collective negotiation, can collective negotiation effectively“ land” in uncertain situations, shape a new development situation, and provide an important guarantee for the construction of harmonious labor relations. Research limitations / implications-In view of the influence of uncertain situation, the significance of this paper lies in the need to reconstruct the collective negotiation mechanism of enterprises, adopt innovative ideas to solve the dilemma of collective negotiation in China and alleviate the internal contradictions of enterprises. Originality/value-Through the research of this paper, we can theoretically improve the quality and efficiency of collective negotiation in the current uncertain situation, reduce the occurrence of labor disputes and even social group events, and provide support for the sustainable development of enterprises and employees in special period.
{"title":"Reorientation of Collective Negotiation in Chinese Enterprises amid an Uncertain Context","authors":"zheng-ting wang, K. Tang","doi":"10.47297/WSPCHRMWSP2040-800502.20201101","DOIUrl":"https://doi.org/10.47297/WSPCHRMWSP2040-800502.20201101","url":null,"abstract":"Purpose-The purpose of this study is to put forward specific solutions to the current problems faced by collective negotiation in uncertain situation on the basis of summarizing the main characteristics of collective negotiation in China. Design / Methology/ Approach-Based on the relevant research on collective negotiation of enterprises in China, this paper focuses on the new situation and challenges faced by enterprise collective negotiation under current uncertain situation. By analyzing the main characteristics of collective negotiation mechanism, the paper puts forward the relationship between collective bargaining and human resource management of Chinese enterprises in the uncertain context. Findings-This paper proposes that only by fully combining Chinese characteristics and giving full play to the localization advantages of collective negotiation, can collective negotiation effectively“ land” in uncertain situations, shape a new development situation, and provide an important guarantee for the construction of harmonious labor relations. Research limitations / implications-In view of the influence of uncertain situation, the significance of this paper lies in the need to reconstruct the collective negotiation mechanism of enterprises, adopt innovative ideas to solve the dilemma of collective negotiation in China and alleviate the internal contradictions of enterprises. Originality/value-Through the research of this paper, we can theoretically improve the quality and efficiency of collective negotiation in the current uncertain situation, reduce the occurrence of labor disputes and even social group events, and provide support for the sustainable development of enterprises and employees in special period.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"11 1","pages":"22-33"},"PeriodicalIF":1.0,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70818594","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 : 2019-10-14DOI: 10.1108/JCHRM-07-2017-0016
Xinlei Sha, B. Taylor
Purpose This paper aims to investigate how human capital of rural migrant workers is regulated and manipulated at ten petrol stations in one Chinese coastal city. The research is based on ethnographic research with participatory observation at forecourts and interviews with managers and workers. This paper argues that human capital development is inhibited by patterns of discrimination, such as in the treatment of rural migrants in China’s coastal urban areas. Instead, human capital is developed as migrant workers learn to resist management rules by relying on social capital networks. This requires management to confront or acquits some control to workers, which itself may benefit employers in certain circumstances. There has been a tendency towards analysing non-financial capital in positivist frameworks within human resource management (HRM), in which human capital and social capital are seen in terms of their contribution to profits. There has also been a tendency within Chinese HRM to sometimes understand social networks in normative cultural terms, in which Chinese identities as being or seeking harmonies. Design/methodology/approach This paper, based on a qualitative research, shows that a more nuanced approach may be needed, one that understands tensions and countervailing forces. The research is based on ethnographic research with intensive participatory observation at forecourts and interviews with managers and workers. Findings The way human capital can be developed to restrict management prerogative, though this may benefit employer’s interests. Originality/value There has been a tendency towards analysing non-financial capital in positivist frameworks within HRM, in which human capital and social capital are seen in terms of their contribution to profits. There has also been a tendency within Chinese HRM to sometimes understand social networks in normative cultural terms, in which Chinese identities as being or seeking harmonies. This paper shows a more nuanced approach may be needed, one that understands tensions and countervailing forces.
{"title":"Problems of human capital development when employing migrant workers","authors":"Xinlei Sha, B. Taylor","doi":"10.1108/JCHRM-07-2017-0016","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2017-0016","url":null,"abstract":"\u0000Purpose\u0000This paper aims to investigate how human capital of rural migrant workers is regulated and manipulated at ten petrol stations in one Chinese coastal city. The research is based on ethnographic research with participatory observation at forecourts and interviews with managers and workers. This paper argues that human capital development is inhibited by patterns of discrimination, such as in the treatment of rural migrants in China’s coastal urban areas. Instead, human capital is developed as migrant workers learn to resist management rules by relying on social capital networks. This requires management to confront or acquits some control to workers, which itself may benefit employers in certain circumstances. There has been a tendency towards analysing non-financial capital in positivist frameworks within human resource management (HRM), in which human capital and social capital are seen in terms of their contribution to profits. There has also been a tendency within Chinese HRM to sometimes understand social networks in normative cultural terms, in which Chinese identities as being or seeking harmonies.\u0000\u0000\u0000Design/methodology/approach\u0000This paper, based on a qualitative research, shows that a more nuanced approach may be needed, one that understands tensions and countervailing forces. The research is based on ethnographic research with intensive participatory observation at forecourts and interviews with managers and workers.\u0000\u0000\u0000Findings\u0000The way human capital can be developed to restrict management prerogative, though this may benefit employer’s interests.\u0000\u0000\u0000Originality/value\u0000There has been a tendency towards analysing non-financial capital in positivist frameworks within HRM, in which human capital and social capital are seen in terms of their contribution to profits. There has also been a tendency within Chinese HRM to sometimes understand social networks in normative cultural terms, in which Chinese identities as being or seeking harmonies. This paper shows a more nuanced approach may be needed, one that understands tensions and countervailing forces.\u0000","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":" ","pages":""},"PeriodicalIF":1.0,"publicationDate":"2019-10-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2017-0016","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44837341","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 : 2019-10-14DOI: 10.1108/jchrm-03-2019-0009
Wenjia Chang-Howe
PurposeThe purpose of this study is to follw the process perspective approach in post-M&A (mergers and acquisitions) integration studies, with a focus on human resource function, to make the research literature relevant to HR integration process up to date.Design/methodology/approachTo the best of the author’s knowledge, limited systematic literature review and study in this interface has previously been published.FindingsTherefore, this conceptual study filled in the research gap by pointing out a clear framework on HR integration in cross-border post-acquisitions, reviewing both the content and process of HR integration. This paper contributes to future research on the HR integration process perspective in theoretical directions.Originality/valueIt addresses the gap in research and opens the avenues for M&A researchers to consider HR as the strategic partner during M&As and to study HR aspects in an integrated process perspective view. This approach complements socialized reviews and it suggests a process perspective on how to dispersed themes and interrelate topics. It provide a clear process perspective helps to develop a concurrent research agenda, which can guide future work in the field.
{"title":"The challenge of HR integration: a review of the M&A HR integration literature","authors":"Wenjia Chang-Howe","doi":"10.1108/jchrm-03-2019-0009","DOIUrl":"https://doi.org/10.1108/jchrm-03-2019-0009","url":null,"abstract":"PurposeThe purpose of this study is to follw the process perspective approach in post-M&A (mergers and acquisitions) integration studies, with a focus on human resource function, to make the research literature relevant to HR integration process up to date.Design/methodology/approachTo the best of the author’s knowledge, limited systematic literature review and study in this interface has previously been published.FindingsTherefore, this conceptual study filled in the research gap by pointing out a clear framework on HR integration in cross-border post-acquisitions, reviewing both the content and process of HR integration. This paper contributes to future research on the HR integration process perspective in theoretical directions.Originality/valueIt addresses the gap in research and opens the avenues for M&A researchers to consider HR as the strategic partner during M&As and to study HR aspects in an integrated process perspective view. This approach complements socialized reviews and it suggests a process perspective on how to dispersed themes and interrelate topics. It provide a clear process perspective helps to develop a concurrent research agenda, which can guide future work in the field.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":" ","pages":""},"PeriodicalIF":1.0,"publicationDate":"2019-10-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/jchrm-03-2019-0009","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46695705","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 : 2019-10-14DOI: 10.1108/jchrm-10-2019-042
C. Rowley, Sudhanshu Joshi
{"title":"Editorial","authors":"C. Rowley, Sudhanshu Joshi","doi":"10.1108/jchrm-10-2019-042","DOIUrl":"https://doi.org/10.1108/jchrm-10-2019-042","url":null,"abstract":"","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":" ","pages":""},"PeriodicalIF":1.0,"publicationDate":"2019-10-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/jchrm-10-2019-042","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46122927","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 : 2019-10-14DOI: 10.1108/JCHRM-08-2018-0014
M. Schmitz
Purpose This paper aims to provide insights into current issues, such as changing expectations and needs of blue-collar workers, from both an employee and HR perspective, to provoke further research in the business context on this crucial cohort, as well as broaden the current understanding of Human Resources Management (HRM) measures and incentives implemented by the respective foreign companies. Design/methodology/approach The author conducted semi-structured interviews with 25 Chinese employees of German multinational companies working in the automobile industry located in Shanghai. Among them, 17 were blue-collar workers and 8 were white-collar workers (General Manager or HR Manager). Findings Besides factors attributed to work conditions, all of the work values are located in the individual domain, regarding their level of focus (Facet C according to Lyons et al.). Work values in the growth orientation domain (Facet B according to Lyons et al.) show a mix between context- and growth-oriented factors. However, context-oriented factors are still outnumbering the frequency of growth-oriented ones. Regarding the modality of work values (Facet A), all of the categories (instrumental, social, cognitive and prestige) were reflected in the answers of the blue-collar workers. Research limitations/implications Due to the limited number of interviewees no final statement can be made on how age, education, gender, or other demographics influence certain work values. Additionally, Inglehart and Abramson (1994) also mention other potential explanations for observed differences, such as inflation or unemployment rates, and per capita gross national product which were not discussed in this research. Furthermore, the HR management selected the interview candidates regarding the blue-collar cohort which could indicate biased answers of the interviewees. Practical implications HRM systems (e.g. reward systems or job design) should be adapted to meet the individual preferences of employees and be sensitive toward a potential value change among certain generational cohorts. The findings showed that although pay is still on the mind of the blue-collar worker, career development seems to be even more important for the future blue-collar workforce. Therefore, companies should as well consider non-financial retention strategies in the future. Social implications Due to the talent shortage in China, employee’s ability to assert their interests, wishes and values could be taken to a new level. However, this does not hold true for the (still increasing) flood of migrant workers, often suffering from bad working conditions or discrimination incurred by their hukou status. Although recent changes in the labor regime have taken place (e.g. social insurance reform and labor contract law), the protection of migrant workers still remains insufficient. Originality/value By examining the work values of blue-collar workers, this paper draws meaningful implications
{"title":"Change in China? Taking stock of blue collars’ work values","authors":"M. Schmitz","doi":"10.1108/JCHRM-08-2018-0014","DOIUrl":"https://doi.org/10.1108/JCHRM-08-2018-0014","url":null,"abstract":"\u0000Purpose\u0000This paper aims to provide insights into current issues, such as changing expectations and needs of blue-collar workers, from both an employee and HR perspective, to provoke further research in the business context on this crucial cohort, as well as broaden the current understanding of Human Resources Management (HRM) measures and incentives implemented by the respective foreign companies.\u0000\u0000\u0000Design/methodology/approach\u0000The author conducted semi-structured interviews with 25 Chinese employees of German multinational companies working in the automobile industry located in Shanghai. Among them, 17 were blue-collar workers and 8 were white-collar workers (General Manager or HR Manager).\u0000\u0000\u0000Findings\u0000Besides factors attributed to work conditions, all of the work values are located in the individual domain, regarding their level of focus (Facet C according to Lyons et al.). Work values in the growth orientation domain (Facet B according to Lyons et al.) show a mix between context- and growth-oriented factors. However, context-oriented factors are still outnumbering the frequency of growth-oriented ones. Regarding the modality of work values (Facet A), all of the categories (instrumental, social, cognitive and prestige) were reflected in the answers of the blue-collar workers.\u0000\u0000\u0000Research limitations/implications\u0000Due to the limited number of interviewees no final statement can be made on how age, education, gender, or other demographics influence certain work values. Additionally, Inglehart and Abramson (1994) also mention other potential explanations for observed differences, such as inflation or unemployment rates, and per capita gross national product which were not discussed in this research. Furthermore, the HR management selected the interview candidates regarding the blue-collar cohort which could indicate biased answers of the interviewees.\u0000\u0000\u0000Practical implications\u0000HRM systems (e.g. reward systems or job design) should be adapted to meet the individual preferences of employees and be sensitive toward a potential value change among certain generational cohorts. The findings showed that although pay is still on the mind of the blue-collar worker, career development seems to be even more important for the future blue-collar workforce. Therefore, companies should as well consider non-financial retention strategies in the future.\u0000\u0000\u0000Social implications\u0000Due to the talent shortage in China, employee’s ability to assert their interests, wishes and values could be taken to a new level. However, this does not hold true for the (still increasing) flood of migrant workers, often suffering from bad working conditions or discrimination incurred by their hukou status. Although recent changes in the labor regime have taken place (e.g. social insurance reform and labor contract law), the protection of migrant workers still remains insufficient.\u0000\u0000\u0000Originality/value\u0000By examining the work values of blue-collar workers, this paper draws meaningful implications ","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"1 1","pages":""},"PeriodicalIF":1.0,"publicationDate":"2019-10-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-08-2018-0014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44758372","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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