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Research on the Leakage‑Hunting Behavior and Influence Effect of Private Entrepreneurs:The Predicament and Cracking Strategies of Private Enterprises in the Era of Transition 民营企业家的猎漏行为及影响效应研究——转型时代民营企业的困境与破解策略
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 10.47297/WSPCHRMWSP2040-800504.20201101
Xiangjian Zhang, Shuimei Jin, Yue Wang, Xuyi Ding, Siyu Miao
Purposes-The main purpose of this paper is to explore the leakage‐hunting behavior of private entrepreneurs in the era of China’s transformation and its impact, and analyze the difficulties faced by private enterprises and solutions. Design/methodology/approach-In view of the leakage‐hunting behavior of private entrepreneurs, this paper uses the theory of entrepreneurial behavior and entrepreneurial innovation to analyze the problem of behavior distortion of private entrepreneurs, and reveals the root cause and internal essence of the leakage‐hunting behavior of private entrepreneurs. Based on the theory of entrepreneurship and enterprise strategy, this paper puts forward some strategies to solve the problem, so as to enhance the comprehensive quality of entrepreneurs and improve their business behavior. Findings-The root cause of leakage‐hunting behavior lies in the thinking mode and management ability of entrepreneurs, lack of insight into the development trend of the industry, and lack of comprehensive ability to lead the successful transformation of enterprises, which makes the overall innovation ability of enterprises lose and show strong speculation. The core of breaking the leakage‐hunting behavior is to improve the comprehensive quality of entrepreneurs, cultivate the comprehensive ability of entrepreneurs, make enterprises get rid of the trap of leakage‐hunting economy, break through the bottleneck of transformation and development, and realize healthy and sustainable development. Research significance-This paper reveals the root causes and negative effects of private entrepreneurs’leakage‐hunting behavior, which helps private entrepreneurs to deeply understand the environment and situation, understand the harm caused by leakage‐hunting behavior, so as to improve their comprehensive quality in future business activities, so as to better avoid leakage‐hunting behavior. Originality/value-This paper analyzes the reasons for the plight of private entrepreneurs from the new perspective of leakage‐hunting behavior, and deeply analyzes the reasons, essence and influence effect of leakage‐hunting behavior, which is helpful to further study the theory of entrepreneurship based on the new perspective of leakage‐hunting behavior.
本文的主要目的是探讨中国转型时代民营企业家的“猎漏”行为及其影响,并分析民营企业面临的困境及解决方案。本文针对民营企业家的猎漏行为,运用创业行为和创业创新理论,分析民营企业家的行为扭曲问题,揭示民营企业家猎漏行为的根源和内在本质。本文以企业家精神理论和企业战略理论为基础,提出了解决这一问题的策略,从而提高企业家的综合素质,改善企业家的经营行为。发现——猎漏行为的根本原因在于企业家的思维模式和管理能力,对行业发展趋势缺乏洞察,缺乏引领企业成功转型的综合能力,使企业整体创新能力丧失,表现出强烈的投机行为。突破猎漏行为的核心是提高企业家的综合素质,培养企业家的综合能力,使企业摆脱猎漏经济的陷阱,突破转型发展的瓶颈,实现健康可持续发展。研究意义——揭示民营企业家猎漏行为的根源和负面影响,有助于民营企业家深入了解环境和形势,了解猎漏行为造成的危害,从而在今后的经营活动中提高自身综合素质,更好地避免猎漏行为。本文从猎漏行为的新视角分析了民营企业家陷入困境的原因,并深入分析了猎漏行为的原因、本质和影响效果,有助于基于猎漏行为的新视角进一步研究企业家精神理论。
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引用次数: 4
The Implementation of Wage Payment Obligation when the Employer Stops Work:A Study Under the Background of COVID-19 Pandemic 雇主停工时工资支付义务的履行——新冠肺炎疫情背景下的研究
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 10.47297/wspchrmwsp2040-800507.20201102
Haiming Li, Zeyu Duan
Purpose - The purpose of this study is to explore the mechanisms of the implementation of wage (including the living expenses) payment obligation when the employer stops its work or production, and to evaluate the Chinese experience of continuous wage payment in the process of the prevention and control of COVID-19 Design/methodology/approach - Based on the law, regulation, and administrative interpretation of the obligation of continuous wage payment, this paper focuses on how the employer chooses wage payment strategies of enforce labor law in the process of epidemic prevention and control Drawing on the risk burden theory, the theory of corporate social responsibility, and the relational theory within the enterprise organization, this paper studies the general approach of the continuous wage payment rules in view of the judicial practice, administrative enforcement and labor relations especially under the background of COVID-19 pandemic Findings - Following the two-way feedback mechanism of legal rules, legal interpretation and legal practice, this paper finds three characters in the implementation of continuous wage payment: (a) the administrative interpretation of labor law has not been paid attention to for a long time, but it has played an important role in epidemic prevention and control;(b) the wage payment obligation without equal consideration has been obeyed in the practice of epidemic prevention and control, and its vague problems even has been resolved by a feasible and realistic explanation;(c) the practice of epidemic prevention and control provides a sample of general application of continuous wage payment rules,which is different from the marketoriented layoffs Research limitations/implications - This paper is an discussion on a kind of macro implementation and its effect, which does not mean that every enterprise would choose so in the micro level, but only indicates that most enterprises abide by and carry out the administrative orders during the period of the prevention and control of the virus COVID-19 This paper provides answers for how to interpret the rules of continuous wage payment in judicial, and affirms that the great anti-COVID-19 actions and the traditional enterprise culture in China provide support for stable employment and healthy labor relations during the epidemic situation Originality/value - This study develops the theory of operating risk burden work and puts forward the relational theory within the enterprise organization instead of the theory of corporate social responsibility This paper contributes to the legal theory of wage protection in the context of epidemic situation and provide the Chinese experience of human resources management in anti- virus practice
目的-本研究的目的是探讨雇主停止工作或生产时工资(含生活费)支付义务的履行机制,并评价中国在防控新冠肺炎过程中工资持续支付的经验设计/方法/途径-基于法律、法规和行政解释对工资持续支付义务的解释,本文以疫情防控过程中用人单位如何选择执行劳动法的工资支付策略为研究对象,借鉴风险负担理论、企业社会责任理论、企业组织内部关系理论,结合司法实践研究了工资持续支付规则的一般思路。基于法律规则、法律解释和法律实践的双向反馈机制,本文发现了工资持续支付在实施过程中的三个特点:(一)劳动法行政解释长期不被重视,但在疫情防控中发挥了重要作用;(二)疫情防控实践中,不平等支付工资义务得到遵守;(c)疫情防控实践提供了一个普遍适用工资连续支付规则的样本,这与市场导向的裁员不同。研究的局限性/启示——本文讨论的是一种宏观实施及其效果,并不意味着每个企业在微观层面都会选择这样做。而只是说明在疫情防控期间,大多数企业遵守并执行了行政命令。本文为如何在司法上解释工资连续支付规则提供了答案。并肯定了中国伟大的抗疫行动和传统的企业文化为疫情期间稳定的就业和健康的劳动关系提供了支持。独创性/价值——本研究发展了操作风险负担工作理论,提出了企业组织内部的关系理论,而不是企业社会责任理论。本文为疫情背景下的工资保护法律理论做出了贡献并提供中国反病毒实践中人力资源管理的经验
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引用次数: 0
The influencing factors of career adaptability of newcomers: Based on multiple perspectives of individual, family and school 新人职业适应的影响因素:基于个人、家庭和学校的多重视角
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 10.47297/WSPCHRMWSP2040-800506.20201101
De-hui Wang
Purpose-The purpose of this study is to explore the structure and antecedents of career adaptability based on multiple perspectives of individual, family and school in China. Design/methodology/approach-The author surveyed the newcomers from the data of graduated from the same school in the same year, examined the reliability and validity of career adaptability. Finally, regression equation was applied to test the research model. Findings-The results demonstrated that career adaptability of newcomers has good reliability t validity, practical ability, ability matching and academic satisfaction have a positive influence on career adaptability, the effects of individual factors and family factors are very weaker than the school. Research limitations/implications-These findings offer insights into the career development of newcomers based on the multiple perspectives, and provide theoretical guidance and a practical operation path for the enterprise. Originality/value-Our research contributes to career adaptability of new employees by highlighting the factors from individual, family and school. This is the first empirical study to explore the career adaptability of newcomer.
目的:本研究的目的是基于个人、家庭和学校的多元视角,探讨中国大学生的职业适应结构及其前因。设计/方法/方法——作者从同一年同校毕业的新人数据中进行调查,检验职业适应性的信度和效度。最后,运用回归方程对研究模型进行检验。研究结果表明:初中生职业适应具有良好的信效度,实践能力、能力匹配和学业满意度对初中生职业适应有正向影响,个人因素和家庭因素的影响明显弱于学校因素。研究局限/启示——本研究结果从多角度对新员工的职业发展进行了深入研究,为企业提供了理论指导和实践操作路径。独创性/价值—我们的研究通过强调个人、家庭和学校因素来促进新员工的职业适应性。这是首次对新人职业适应性进行实证研究。
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引用次数: 2
An Autopsy of the TPP Labour Chapter TPP劳工章节剖析
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 10.47297/WSPCHRMWSP2040-800501.20201101
H. Jia, Mingwei Liu
Purpose – This article aims to recount the key legal obligations provided in The Trans‐Pacific Partnership (TPP) Labour Chapter, particularly the most extraordinary development of labor obligations in trade treaties. Design/Methodology/Approach – This article adopts a descriptive approach, trying to capture the structure and contents of the TPP Labour Chapter. However, this article also resort to analytical methodology, clarifying the key concepts and languages used in the TPP Labour Chapter. Findings – Regarding substantive obligations, the basic structure of the TPP Labour Chapter has two layers (legislative and implementation obligations), following other trade treaties. But there are innovations. First, the United States made Side Agreements with three developing members, requiring them to have very specific plans to raise domestic labour standards and to implement and enforce them. Second, the TPP requires Parties to discourage international trade involving products produced by forced labour. Regarding dispute resolution and enforcement, the TPP Labour Chapter becomes more litigation and sanction oriented, and gives the United States unilateral power to make binding determinations. Research limitations/implications – the TPP Labour Chapter is not effective, so the practical value is not clear, but it may affect China in the future since the United States has shown interests of reviving the TPP. Originality/value – This article has not only systematically recounted the structure and contents of the TPP Labour Chapter, but also demonstrated the clear pattern of the development of labor obligations in trade treaties.
目的-本文旨在叙述跨太平洋伙伴关系(TPP)劳工章节规定的主要法律义务,特别是贸易条约中劳工义务的最不寻常的发展。设计/方法/方法-本文采用描述性的方法,试图捕捉TPP劳工章节的结构和内容。然而,本文也采用了分析的方法,澄清了TPP劳工章节中使用的关键概念和语言。调查结果-就实质性义务而言,TPP劳工章节的基本结构与其他贸易条约一样,分为两层(立法义务和实施义务)。但也有创新。首先,美国与三个发展中成员签订了附加协议,要求它们制定非常具体的计划,提高国内劳工标准,并实施和执行这些标准。其次,TPP要求缔约方不鼓励涉及强迫劳动产品的国际贸易。在争端解决和执行方面,TPP劳工章节变得更加以诉讼和制裁为导向,并赋予美国单方面作出具有约束力的决定的权力。研究局限/启示——TPP劳工章节并不有效,实用价值不明确,但由于美国对重启TPP表现出兴趣,未来可能会对中国产生影响。原创性/价值——本文不仅系统地叙述了TPP劳工章节的结构和内容,而且展示了贸易条约中劳工义务发展的清晰格局。
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引用次数: 0
An Empirical Analysis of Influencing Factors on Starting Businesses for Returned Migrant Workers—Based on the Field Investigation of Zhejiang Province 返乡务工人员创业影响因素的实证分析——基于浙江省的实地调查
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 10.47297/wspchrmwsp2040-800505.20201102
H.P. Lv
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引用次数: 2
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 中国干部人事制度的历史演变与治理逻辑——以地方与央企人事交流为例
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 10.47297/wspchrmwsp2040-800504.20201102
Hongming Wang, Bo Liu, Qiu-Rui Li
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引用次数: 1
Perceived superior support and newcomer adjustment:A longitudinal study of new employees beginning their career 感知上级支持与新人适应:新员工入职的纵向研究
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 10.47297/wspchrmwsp2040-800501.20201102
Pingqing Liu, Shuang Xu, Yang Chen, Fang Yang, Zhuxin Si
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引用次数: 1
The impact of empowering leader behavior on employees’ voice behavior: the role of person‑environment fit and the golden mean 授权型领导行为对员工建言的影响:人与环境契合的作用与中庸之道
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 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.
本研究的目的是探讨领导授权行为对员工暗示性行为的内在机制。设计/方法/途径——基于人-环境契合的视角,以员工对工作、团队和组织的契合度为中介变量,以员工黄金平均水平为调节变量,建立理论模型。并基于问卷调查获得的243份有效数据,运用SPSS2和AMOS3对模型进行实证检验。研究发现-分析表明,人-环境契合度维度在授权领导行为和员工建言中起中介作用,这意味着授权领导行为通过改变员工对工作环境的人-环境契合度感知来改变员工的建言。研究局限/启示——本研究引入了一个新的视角——个人-环境契合度,并通过它解释了授权领导行为对员工建言的作用机制。并以中庸之道作为调节变量,重视中国的语境化研究。并为企业的管理和实践提供新的思路。原创性/价值——理论上,个人与环境的契合视角为管理者提供了关于如何激励员工的新理论思路。在实践中,本研究也启发管理者重视员工与环境的契合度,而不是仅仅关注员工自身的需求。
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引用次数: 3
The Development Trend of Labor Standards and China’s Participation into the Reconstruction of Labor Standards in International Trade Agreements 劳动标准的发展趋势与中国参与国际贸易协定劳动标准的重构
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 10.47297/wspchrmwsp2040-800503.20201102
Yuqun Meng
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引用次数: 2
Are Dismissals Where Only Violations of Statutory Dismissal Procedures Occur Wrongful Dismissals in China? Defining the Nature and Reconstructing Legal Liability 在中国,只有违反法定解雇程序的解雇是错误的解雇吗?界定法律责任性质与法律责任重构
IF 1 Q1 Social Sciences Pub Date : 2020-01-01 DOI: 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":null,"pages":null},"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}
引用次数: 1
期刊
Journal of Chinese Human Resources Management
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