Pub Date : 2017-10-09DOI: 10.1108/JCHRM-06-2017-0011
Ronald Busse
This paper aims to contributes to the literature on team diversity, both in general as well as relating to Chinese managers. Previous studies largely focused on the link between work group heterogeneity in terms of different ages, genders or nationalities of the members and performance. It adds to this body of knowledge by investigating the relationship between the composition of value priorities of team members and achievement, team identity and intra-team communication. The assumption behind this is that differences in value priorities represent the underlying latent source for team diversity, which is only insufficiently represented by the above observable demographic variables.,To test for optimal value priority composition, a series of experiments was conducted with 29 project teams and four team types comprising 174 Chinese expatriates at a German business school.,The general result is that (in the long run) highly heterogeneous teams and (in the short run) highly homogeneous teams outperform moderately heterogeneous work groups. However, the major contribution is that the relation between value diversity and performance has a modified upright U-shaped format. It specifically requires the attempt to close as many value gaps as possible.,This new insight, which has not been adequately explained by previous studies, results from the existence of a circular structure in which values are organised. Based on this specific outcome, the paper provides recommendations for practicing managers both in China and elsewhere, admits limitations and paves the way for future research avenues.
{"title":"Value diversity and performance in small groups","authors":"Ronald Busse","doi":"10.1108/JCHRM-06-2017-0011","DOIUrl":"https://doi.org/10.1108/JCHRM-06-2017-0011","url":null,"abstract":"This paper aims to contributes to the literature on team diversity, both in general as well as relating to Chinese managers. Previous studies largely focused on the link between work group heterogeneity in terms of different ages, genders or nationalities of the members and performance. It adds to this body of knowledge by investigating the relationship between the composition of value priorities of team members and achievement, team identity and intra-team communication. The assumption behind this is that differences in value priorities represent the underlying latent source for team diversity, which is only insufficiently represented by the above observable demographic variables.,To test for optimal value priority composition, a series of experiments was conducted with 29 project teams and four team types comprising 174 Chinese expatriates at a German business school.,The general result is that (in the long run) highly heterogeneous teams and (in the short run) highly homogeneous teams outperform moderately heterogeneous work groups. However, the major contribution is that the relation between value diversity and performance has a modified upright U-shaped format. It specifically requires the attempt to close as many value gaps as possible.,This new insight, which has not been adequately explained by previous studies, results from the existence of a circular structure in which values are organised. Based on this specific outcome, the paper provides recommendations for practicing managers both in China and elsewhere, admits limitations and paves the way for future research avenues.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"8 1","pages":"114-128"},"PeriodicalIF":1.0,"publicationDate":"2017-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-06-2017-0011","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43215554","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 : 2017-10-09DOI: 10.1108/JCHRM-04-2017-0007
Yui-tim Wong
Purpose This study aims to investigate and compare the relationships of affective commitment, loyalty to supervisor and guanxi among Chinese workers in joint ventures (JVs) and state-owned enterprises (SOEs). Design/methodology/approach In the proposed model, job security is considered as an antecedent of affective commitment, and subordinate–supervisor guanxi is viewed as an antecedent of loyalty to supervisor. The model further suggests that affective commitment will affect employees’ turnover intention and organisational citizenship behaviour (OCB) and that loyalty to supervisor will affect employees’ OCB. A data set consisting of 255 employees in three JVs and 253 employees in three SOEs in China is used to test the hypotheses empirically. Findings The LISREL results support the hypotheses and show the major differences of employees’ attitudes and behaviour in JVs and SOEs today. Research limitations/implications This study shows the differences of effects of commitment on OCB in JVs and SOEs and also clarifies the mixed and inconsistent findings of the effects of affective commitment and commitment to supervisor on OCB in the previous literature. Practical implications Given that the effects of affective commitment and loyalty to supervisor on OCB are different in JVs and SOEs, different policies should be adopted to enhance the OCB in these two types of organisations. Originality/value The research results show the major differences of employees’ attitudes and behaviour in JVs and SOEs today. The comparison of the results has implications to the extant literature.
{"title":"Affective commitment, loyalty to supervisor and guanxi: Chinese employees in joint ventures and reformed state-owned enterprises","authors":"Yui-tim Wong","doi":"10.1108/JCHRM-04-2017-0007","DOIUrl":"https://doi.org/10.1108/JCHRM-04-2017-0007","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This study aims to investigate and compare the relationships of affective commitment, loyalty to supervisor and guanxi among Chinese workers in joint ventures (JVs) and state-owned enterprises (SOEs). \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000In the proposed model, job security is considered as an antecedent of affective commitment, and subordinate–supervisor guanxi is viewed as an antecedent of loyalty to supervisor. The model further suggests that affective commitment will affect employees’ turnover intention and organisational citizenship behaviour (OCB) and that loyalty to supervisor will affect employees’ OCB. A data set consisting of 255 employees in three JVs and 253 employees in three SOEs in China is used to test the hypotheses empirically. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The LISREL results support the hypotheses and show the major differences of employees’ attitudes and behaviour in JVs and SOEs today. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000This study shows the differences of effects of commitment on OCB in JVs and SOEs and also clarifies the mixed and inconsistent findings of the effects of affective commitment and commitment to supervisor on OCB in the previous literature. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000Given that the effects of affective commitment and loyalty to supervisor on OCB are different in JVs and SOEs, different policies should be adopted to enhance the OCB in these two types of organisations. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The research results show the major differences of employees’ attitudes and behaviour in JVs and SOEs today. The comparison of the results has implications to the extant literature.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"8 1","pages":"77-93"},"PeriodicalIF":1.0,"publicationDate":"2017-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-04-2017-0007","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44100719","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 : 2017-05-11DOI: 10.1108/JCHRM-01-2017-0001
Yui-Woon Wong, Yui-tim Wong
Purpose China is experiencing a double-digit turnover rate and high turnover intention. This research aims to explore the relationships of turnover intention, POS and affective commitment in China. Design/methodology/approach Turnover intention and its antecedents, including perceived organizational support (POS), affective commitment, distributive justice, trust in organization and job security, were studied in this research with a case study of a foreign-invested enterprise manufacturing company in Guangdong of China. Based on the literature, two competing models were developed and investigated by using the technique of structural equation modeling. Findings The results suggest that distributive justice, trust in organization and job security have negative impacts on turnover intention. Moreover, affective commitment mediates the impact of job security on turnover intention. The results also indicate that POS has an impact on affective commitment instead of affecting turnover intention directly. In addi...
{"title":"The effects of perceived organisational support and affective commitment on turnover intention : a test of two competing models","authors":"Yui-Woon Wong, Yui-tim Wong","doi":"10.1108/JCHRM-01-2017-0001","DOIUrl":"https://doi.org/10.1108/JCHRM-01-2017-0001","url":null,"abstract":"Purpose China is experiencing a double-digit turnover rate and high turnover intention. This research aims to explore the relationships of turnover intention, POS and affective commitment in China. Design/methodology/approach Turnover intention and its antecedents, including perceived organizational support (POS), affective commitment, distributive justice, trust in organization and job security, were studied in this research with a case study of a foreign-invested enterprise manufacturing company in Guangdong of China. Based on the literature, two competing models were developed and investigated by using the technique of structural equation modeling. Findings The results suggest that distributive justice, trust in organization and job security have negative impacts on turnover intention. Moreover, affective commitment mediates the impact of job security on turnover intention. The results also indicate that POS has an impact on affective commitment instead of affecting turnover intention directly. In addi...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"8 1","pages":"2-21"},"PeriodicalIF":1.0,"publicationDate":"2017-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-01-2017-0001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48466652","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 : 2017-05-11DOI: 10.1108/JCHRM-07-2016-0011
K. Shi, Xiaoqian Liu, Chengjun Yang, Ziping Yao, Dong Liu
Purpose Drawing upon the theory of organizational commitment and relative standing, this study aimed to develop an integrative model to examine how organizational cultural differences impact on mergers and acquisitions (M&A) performance. Design/methodology/approach The study used regression analysis and moderated path analysis to test the hypothesis with a sample of 103 executives from 49 firms acquired by Chinese state-owned enterprises. Findings The paper arrives at the conclusion that the executives’ organizational commitment mediated the association between organizational cultural differences and M&A performance. Besides, the authors also confirmed the moderator role of relative standing. Practical implications The paper suggests ways that can help practitioners better eliminate cultural differences obstacles during the M&A by presenting an integrative framework and showed an actual Chinese case. Originality/value This study contributes to the M&A literature by developing an integrative model to explain the complexity between organizational cultural differences and M&A performance with a Chinese executive sample.
{"title":"Impact of organizational cultural differences on mergers and acquisitions performance: Quantitative study of Chinese firms","authors":"K. Shi, Xiaoqian Liu, Chengjun Yang, Ziping Yao, Dong Liu","doi":"10.1108/JCHRM-07-2016-0011","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2016-0011","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000Drawing upon the theory of organizational commitment and relative standing, this study aimed to develop an integrative model to examine how organizational cultural differences impact on mergers and acquisitions (M&A) performance. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000The study used regression analysis and moderated path analysis to test the hypothesis with a sample of 103 executives from 49 firms acquired by Chinese state-owned enterprises. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The paper arrives at the conclusion that the executives’ organizational commitment mediated the association between organizational cultural differences and M&A performance. Besides, the authors also confirmed the moderator role of relative standing. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000The paper suggests ways that can help practitioners better eliminate cultural differences obstacles during the M&A by presenting an integrative framework and showed an actual Chinese case. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This study contributes to the M&A literature by developing an integrative model to explain the complexity between organizational cultural differences and M&A performance with a Chinese executive sample.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"8 1","pages":"40-52"},"PeriodicalIF":1.0,"publicationDate":"2017-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0011","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46567726","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 : 2017-05-11DOI: 10.1108/JCHRM-06-2016-0007
A. Waal, A. Wang
Purpose In recent years, China has shifted its competitive strategy from competing on low cost to producing higher value added products and services, and the country has made the promotion of business excellence a national strategic priority. As a consequence, Chinese organizations need to know the factors that will make them world-class companies. Until recently, not much research has been done into these factors in the Chinese context. The few studies available unfortunately were mainly done only into specific elements of excellence and specific improvement techniques; a holistic and scientifically validated framework for creating high performance organizations (HPOs) cannot be found. The purpose of this study is to evaluate such a framework, which was quite recently developed, for the Chinese context. Design/methodology/approach A possible way forward is to use the HPO framework which was validated in earlier studies for the Asian context. In this paper, this research question is answered: Can the HPO framework be used to help Chinese organization to evaluate and improve the factors for excellence in the Chinese context? The study used a questionnaire which was distributed to respondents of a Chinese state-owned manufacturing enterprise. The results were discussed during a workshop to arrive at the main attention points for the organization. Findings The HPO framework was validated for the Chinese context and yielded valuable recommendations for improvement for the case company. Originality/value This study fills the gap which currently exists in empirical research about organization performance practices in Chinese. The study also has practical implications as management of Chinese state-owned enterprises, and possibly other Chinese companies, are now able to undertake focused improvement actions.
{"title":"Applicability of the high performance organization (HPO) framework in the Chinese context: The case of a state-owned enterprise","authors":"A. Waal, A. Wang","doi":"10.1108/JCHRM-06-2016-0007","DOIUrl":"https://doi.org/10.1108/JCHRM-06-2016-0007","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000In recent years, China has shifted its competitive strategy from competing on low cost to producing higher value added products and services, and the country has made the promotion of business excellence a national strategic priority. As a consequence, Chinese organizations need to know the factors that will make them world-class companies. Until recently, not much research has been done into these factors in the Chinese context. The few studies available unfortunately were mainly done only into specific elements of excellence and specific improvement techniques; a holistic and scientifically validated framework for creating high performance organizations (HPOs) cannot be found. The purpose of this study is to evaluate such a framework, which was quite recently developed, for the Chinese context. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000A possible way forward is to use the HPO framework which was validated in earlier studies for the Asian context. In this paper, this research question is answered: Can the HPO framework be used to help Chinese organization to evaluate and improve the factors for excellence in the Chinese context? The study used a questionnaire which was distributed to respondents of a Chinese state-owned manufacturing enterprise. The results were discussed during a workshop to arrive at the main attention points for the organization. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The HPO framework was validated for the Chinese context and yielded valuable recommendations for improvement for the case company. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This study fills the gap which currently exists in empirical research about organization performance practices in Chinese. The study also has practical implications as management of Chinese state-owned enterprises, and possibly other Chinese companies, are now able to undertake focused improvement actions.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"8 1","pages":"22-39"},"PeriodicalIF":1.0,"publicationDate":"2017-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-06-2016-0007","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45592454","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 : 2016-12-08DOI: 10.1108/JCHRM-07-2016-0013
Tian Xie, Yanbin Shi, Jing Zhou
Purpose The purpose of this study was to explore the influence of materialism on employee engagement in China. Mediating role of employees’ autonomy need satisfaction in workplace was also examined. Design/methodology/approach Data were collected from 217 employees from various companies located across 19 provinces and towns in China. These participants completed three self-report scales, including materialistic values, employee engagement and autonomy need satisfaction at work. Pearson correlation analysis, hierarchical regression analysis and structural equation modeling were used to analyze data. Findings Results revealed that as hypothesized, autonomy need satisfaction at work fully mediated the effects of materialism on employee engagement. Research limitations/implications The study was limited by identifying the measure of materialism that is not robust at an organizational and national level. Similarly, lack of existing literature including use of cross-sectional research design around materialism also added to the limitations of this study. Limitations aside, the current study suggests that increasing materialism within Chinese organizations is likely to exert potentially significant adverse effects on employee engagement and, hence, the overall quality of work. Originality/value The current study has empirically discovered a possible relationship between materialism and employee engagement, which is rarely examined in previous studies. In addition, the study also proposes a psychological mechanism through which materialistic values can influence employee engagement. The findings are practically important to human resource management practices in China and theoretically important for the exploration of antecedents of employee engagement.
{"title":"The adverse effect of materialism on employee engagement in China","authors":"Tian Xie, Yanbin Shi, Jing Zhou","doi":"10.1108/JCHRM-07-2016-0013","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2016-0013","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000The purpose of this study was to explore the influence of materialism on employee engagement in China. Mediating role of employees’ autonomy need satisfaction in workplace was also examined. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000Data were collected from 217 employees from various companies located across 19 provinces and towns in China. These participants completed three self-report scales, including materialistic values, employee engagement and autonomy need satisfaction at work. Pearson correlation analysis, hierarchical regression analysis and structural equation modeling were used to analyze data. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000Results revealed that as hypothesized, autonomy need satisfaction at work fully mediated the effects of materialism on employee engagement. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000The study was limited by identifying the measure of materialism that is not robust at an organizational and national level. Similarly, lack of existing literature including use of cross-sectional research design around materialism also added to the limitations of this study. Limitations aside, the current study suggests that increasing materialism within Chinese organizations is likely to exert potentially significant adverse effects on employee engagement and, hence, the overall quality of work. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The current study has empirically discovered a possible relationship between materialism and employee engagement, which is rarely examined in previous studies. In addition, the study also proposes a psychological mechanism through which materialistic values can influence employee engagement. The findings are practically important to human resource management practices in China and theoretically important for the exploration of antecedents of employee engagement.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"7 1","pages":"100-114"},"PeriodicalIF":1.0,"publicationDate":"2016-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0013","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063453","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 : 2016-12-08DOI: 10.1108/JCHRM-07-2016-0015
Jiangtao Li, J. Ji, Yanxia Wang
Purpose Efficiency of a commercial bank affects both its competitiveness and the role it plays in the process of economic development. Although great efforts have been exerted in developing the various aspects of banking efficiency, there seems to be a lack of research on examining the impact of the bank efficiency from the employee wage perspective. The mechanism of how employee wage affects commercial bank efficiency and the relationship between the two were analyzed in this paper. Based on the growing body of research on efficiency in banking, the aim of this paper is to examine if competitiveness of employee wages at any commercial bank has any impact on the bank efficiency score. Design/methodology/approach The method used was quantitative analysis, which was based on comparing the evaluated efficiencies of the banks with employee wages published in the bank reports. The empirical data in this paper were based on 16 Chinese listed commercial banks from 2004 to 2012. The per capita wage of commercial banks was selected as the wage indicator, and the efficiency value obtained by the slack-based measure (SBM) model was selected as the efficiency indicator. According to the calculated data, the Tobit regression model was built to analyze the relationship between employee wage and commercial bank efficiency. Findings The research results show that employee wage is the key variable that influences the efficiency of Chinese commercial banks, and the inverted U-shaped relationship between employee wage and commercial banks efficiency shows up. Practical implications The wage structure data of the composition of basic pay and bonus were not available at the time of conducting the research. Per capita wages were used instead to reflect the employee wage levels of Chinese banks. Originality/value This study can provide some help for the banking industry by analyzing the wage levels from the perspective of efficiency and also further enriches the theoretical system of the relationship between employee wage and bank efficiency.
{"title":"A study of the relationship between employee wage and commercial banks efficiency in China","authors":"Jiangtao Li, J. Ji, Yanxia Wang","doi":"10.1108/JCHRM-07-2016-0015","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2016-0015","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000Efficiency of a commercial bank affects both its competitiveness and the role it plays in the process of economic development. Although great efforts have been exerted in developing the various aspects of banking efficiency, there seems to be a lack of research on examining the impact of the bank efficiency from the employee wage perspective. The mechanism of how employee wage affects commercial bank efficiency and the relationship between the two were analyzed in this paper. Based on the growing body of research on efficiency in banking, the aim of this paper is to examine if competitiveness of employee wages at any commercial bank has any impact on the bank efficiency score. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000The method used was quantitative analysis, which was based on comparing the evaluated efficiencies of the banks with employee wages published in the bank reports. The empirical data in this paper were based on 16 Chinese listed commercial banks from 2004 to 2012. The per capita wage of commercial banks was selected as the wage indicator, and the efficiency value obtained by the slack-based measure (SBM) model was selected as the efficiency indicator. According to the calculated data, the Tobit regression model was built to analyze the relationship between employee wage and commercial bank efficiency. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The research results show that employee wage is the key variable that influences the efficiency of Chinese commercial banks, and the inverted U-shaped relationship between employee wage and commercial banks efficiency shows up. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000The wage structure data of the composition of basic pay and bonus were not available at the time of conducting the research. Per capita wages were used instead to reflect the employee wage levels of Chinese banks. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This study can provide some help for the banking industry by analyzing the wage levels from the perspective of efficiency and also further enriches the theoretical system of the relationship between employee wage and bank efficiency.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"1 1","pages":"147-159"},"PeriodicalIF":1.0,"publicationDate":"2016-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0015","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063514","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 : 2016-12-08DOI: 10.1108/JCHRM-07-2016-0016
Mingzheng Wu, Xiaoling Sun, Delin Zhang, Ci Wang
Purpose This study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of Chinese public servants. In this model, the authors assumed that job burnout mediates the relationship between perceived organizational justice and CWB and that moral identity moderates the relationship between job burnout and CWB. Design/methodology/approach A total of 210 public servants in China participated in this study, and their characteristics were measured by self-report tools. Hierarchical multiple regression analyses were used to test the moderated mediation model. Findings Analysis of the data demonstrated that perceived organizational justice, job burnout and moral identity influenced CWB. Moral identity moderated the relationship between job burnout and CWB, such that individuals with low moral identity are more likely to engage in CWB. Moreover, job burnout mediated the effect of perceived organizational justice on CWB, and the mediating effect of job burnout was moderated by moral identity. The indirect effect of perceived organizational justice on CWB through job burnout was significant among individuals with low moral identity but not among individuals with high moral identity. Research limitations/implications The findings highlight the self-regulatory function of moral identity in preventing CWB. Practical implications The study offers several significant suggestions to reduce CWB in Chinese public sector administration, such as by improving organizational justice perception, recruiting and selecting individuals with reference to their moral identity and monitoring employees’ job burnout regularly. Originality/value The authors developed and verified a moderated mediated model on the relationship between perceived organizational justice and CWB. The study revealed that job burnout has a mediating effect on the perceived organizational justice–CWB relation, providing important insights into the processes through which perceived organizational justice affects CWB.
{"title":"Moderated mediation model of relationship between perceived organizational justice and counterproductive work behavior","authors":"Mingzheng Wu, Xiaoling Sun, Delin Zhang, Ci Wang","doi":"10.1108/JCHRM-07-2016-0016","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2016-0016","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This study aimed to develop a moderated mediation model to explain the relationship between perceived organizational justice and the counterproductive work behavior (CWB) of Chinese public servants. In this model, the authors assumed that job burnout mediates the relationship between perceived organizational justice and CWB and that moral identity moderates the relationship between job burnout and CWB. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000A total of 210 public servants in China participated in this study, and their characteristics were measured by self-report tools. Hierarchical multiple regression analyses were used to test the moderated mediation model. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000Analysis of the data demonstrated that perceived organizational justice, job burnout and moral identity influenced CWB. Moral identity moderated the relationship between job burnout and CWB, such that individuals with low moral identity are more likely to engage in CWB. Moreover, job burnout mediated the effect of perceived organizational justice on CWB, and the mediating effect of job burnout was moderated by moral identity. The indirect effect of perceived organizational justice on CWB through job burnout was significant among individuals with low moral identity but not among individuals with high moral identity. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000The findings highlight the self-regulatory function of moral identity in preventing CWB. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000The study offers several significant suggestions to reduce CWB in Chinese public sector administration, such as by improving organizational justice perception, recruiting and selecting individuals with reference to their moral identity and monitoring employees’ job burnout regularly. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The authors developed and verified a moderated mediated model on the relationship between perceived organizational justice and CWB. The study revealed that job burnout has a mediating effect on the perceived organizational justice–CWB relation, providing important insights into the processes through which perceived organizational justice affects CWB.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"7 1","pages":"64-81"},"PeriodicalIF":1.0,"publicationDate":"2016-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0016","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063527","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 : 2016-12-08DOI: 10.1108/JCHRM-11-2016-0022
Jin Zhang
{"title":"Guest editorial: Words from the Guest Editor","authors":"Jin Zhang","doi":"10.1108/JCHRM-11-2016-0022","DOIUrl":"https://doi.org/10.1108/JCHRM-11-2016-0022","url":null,"abstract":"","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"7 1","pages":"62-63"},"PeriodicalIF":1.0,"publicationDate":"2016-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-11-2016-0022","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063756","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 : 2016-12-08DOI: 10.1108/JCHRM-07-2016-0014
Guoliang Yu, Yan Dong, Qi Wang, Ran An
To improve humanized management of Chinese teachers, the aim of this study is to, first, investigate the stress of Chinese teachers, and, second, to examine the relationship of teacher stress with coping strategies and social support. Moreover, an attempt is made to examine the moderating role of coping strategies in the relationship between social support and teacher stress.,Participants consisted of 363 teachers from 6 public primary and secondary schools (both regular and vocational schools), who completed 3 self-report questionnaires examining teacher stress, coping strategies and social support. The methodology used was t-test, correlation analysis and hierarchical multiple regression analysis.,There are more than 50 per cent of primary and secondary school teachers suffering from mild to extremely severe stress. Working environment (regular or vocational schools), gender and age affect teacher stress. Social support and passive strategies have significant relationships with teacher stress, and passive strategies moderate the relationship between social support and teacher stress.,The study is based on a sample taken from public primary and secondary schools, and the character of the research was cross-sectional. Therefore, we must be cautious in generalizing the findings. An important implication for management of the findings of this study is the importance of humanized management for teachers. To reduce teacher stress, more social support should be provided by educational administrators, and teachers should be trained to avoid using passive strategies.,Through the investigation into the teacher stress in both regular and vocational schools, this study provides a new point of view for human resource managers to control and reduce teacher stress in China by improved humanized management.
{"title":"Reducing teacher stress: improving humanized management of Chinese teachers","authors":"Guoliang Yu, Yan Dong, Qi Wang, Ran An","doi":"10.1108/JCHRM-07-2016-0014","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2016-0014","url":null,"abstract":"To improve humanized management of Chinese teachers, the aim of this study is to, first, investigate the stress of Chinese teachers, and, second, to examine the relationship of teacher stress with coping strategies and social support. Moreover, an attempt is made to examine the moderating role of coping strategies in the relationship between social support and teacher stress.,Participants consisted of 363 teachers from 6 public primary and secondary schools (both regular and vocational schools), who completed 3 self-report questionnaires examining teacher stress, coping strategies and social support. The methodology used was t-test, correlation analysis and hierarchical multiple regression analysis.,There are more than 50 per cent of primary and secondary school teachers suffering from mild to extremely severe stress. Working environment (regular or vocational schools), gender and age affect teacher stress. Social support and passive strategies have significant relationships with teacher stress, and passive strategies moderate the relationship between social support and teacher stress.,The study is based on a sample taken from public primary and secondary schools, and the character of the research was cross-sectional. Therefore, we must be cautious in generalizing the findings. An important implication for management of the findings of this study is the importance of humanized management for teachers. To reduce teacher stress, more social support should be provided by educational administrators, and teachers should be trained to avoid using passive strategies.,Through the investigation into the teacher stress in both regular and vocational schools, this study provides a new point of view for human resource managers to control and reduce teacher stress in China by improved humanized management.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"7 1","pages":"82-99"},"PeriodicalIF":1.0,"publicationDate":"2016-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063464","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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