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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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}
Pub Date : 2016-12-08DOI: 10.1108/JCHRM-07-2016-0012
Yu-jie Hao, J. Hao, Xiaochen Wang
Purpose Focusing on the corporations in China and aiming to figure out the significant connection between organizational justice perception and job satisfaction from Chinese setting, this study aimed to examine the effects of organizational justice upon job satisfaction of the full-time and part-time employees in the state owned enterprise (SOEs) and primate Chinese companies. Design/methodology/approach The study adopted the questionnaire to investigate more than 300 employees, and the empirical data of this paper is based on statistical analysis, such as confirmatory factor analysis, correlational and regression analysis. Findings The paper arrives at the conclusion that in SOEs, the employees’ perception about procedural justice was higher than distributive justice. While in private enterprises, the procedural justice and interactive justice were tested to have similar coefficients. The relationship between organizational justice and job satisfaction differed between full-time employees and part-time employees. Practical implications This study opens a new window for understanding how organizational justice influences employees’ job satisfaction in Chinese context, taking a further step to explore the different impacts of organizational justice on job satisfaction among different types of employees. Originality/value This paper collected data from both SOE and private companies in China, increasing the external validity of the findings. Meanwhile, the authors observed consistent findings with the studies in Western Society, which increase the generalization of our findings as well. The findings highlight the value of integrating literatures on organizational justice and job satisfaction.
{"title":"The relationship between organizational justice and job satisfaction","authors":"Yu-jie Hao, J. Hao, Xiaochen Wang","doi":"10.1108/JCHRM-07-2016-0012","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2016-0012","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000Focusing on the corporations in China and aiming to figure out the significant connection between organizational justice perception and job satisfaction from Chinese setting, this study aimed to examine the effects of organizational justice upon job satisfaction of the full-time and part-time employees in the state owned enterprise (SOEs) and primate Chinese companies. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000The study adopted the questionnaire to investigate more than 300 employees, and the empirical data of this paper is based on statistical analysis, such as confirmatory factor analysis, correlational and regression analysis. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The paper arrives at the conclusion that in SOEs, the employees’ perception about procedural justice was higher than distributive justice. While in private enterprises, the procedural justice and interactive justice were tested to have similar coefficients. The relationship between organizational justice and job satisfaction differed between full-time employees and part-time employees. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000This study opens a new window for understanding how organizational justice influences employees’ job satisfaction in Chinese context, taking a further step to explore the different impacts of organizational justice on job satisfaction among different types of employees. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This paper collected data from both SOE and private companies in China, increasing the external validity of the findings. Meanwhile, the authors observed consistent findings with the studies in Western Society, which increase the generalization of our findings as well. The findings highlight the value of integrating literatures on organizational justice and job satisfaction.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2016-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0012","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063411","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 : 2016-12-06DOI: 10.1108/JCHRM-10-2016-0021
C. Rowley
{"title":"The past, the future and rankings","authors":"C. Rowley","doi":"10.1108/JCHRM-10-2016-0021","DOIUrl":"https://doi.org/10.1108/JCHRM-10-2016-0021","url":null,"abstract":"","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-10-2016-0021","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063729","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 : 2016-12-06DOI: 10.1108/JCHRM-06-2016-0008
Steven Tam
Purpose This article reveals a managerial issue that multinational corporations (MNCs) in China are at a strategic crossroad where their employees are competing with the same sources of guanxi networks for different business deals simultaneously. Design/methodology/approach Triggered by a real company case in China and guided by a literature review on business guanxi, the author bridged them into a specific inquiry, as little was known and should be further examined. Findings The author identified a paradoxical/applied scenario in MNCs between the use of guanxi and overall firm performance damaged by overusing it. Research limitations/implications Empirical studies are deemed necessary to seek more understanding between the role of guanxi and MNCs in China. Practical implications Guanxi is not a straightforward guarantee of business achievements in China. Management should note the influence of its actors – own employees – who can potentially diminish the positive returns of guanxi on overall firm’s achievements because of non-obvious interplays among employees and “contacts” on the overlapping guanxi networks. The larger the organisation, the higher the risk is. Originality/value This article proposes a new line of thoughts for practitioners about the effect of business guanxi on overall firm performance and serves as a starting point for academics to explore empirical research. The concept of overlapping guanxi networks is institutionalised and discussed. A three-step rule is also suggested for MNCs as a basic solution.
{"title":"From understanding business guanxi to practising it: a golden rule for MNCs in China","authors":"Steven Tam","doi":"10.1108/JCHRM-06-2016-0008","DOIUrl":"https://doi.org/10.1108/JCHRM-06-2016-0008","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This article reveals a managerial issue that multinational corporations (MNCs) in China are at a strategic crossroad where their employees are competing with the same sources of guanxi networks for different business deals simultaneously. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000Triggered by a real company case in China and guided by a literature review on business guanxi, the author bridged them into a specific inquiry, as little was known and should be further examined. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The author identified a paradoxical/applied scenario in MNCs between the use of guanxi and overall firm performance damaged by overusing it. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000Empirical studies are deemed necessary to seek more understanding between the role of guanxi and MNCs in China. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000Guanxi is not a straightforward guarantee of business achievements in China. Management should note the influence of its actors – own employees – who can potentially diminish the positive returns of guanxi on overall firm’s achievements because of non-obvious interplays among employees and “contacts” on the overlapping guanxi networks. The larger the organisation, the higher the risk is. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This article proposes a new line of thoughts for practitioners about the effect of business guanxi on overall firm performance and serves as a starting point for academics to explore empirical research. The concept of overlapping guanxi networks is institutionalised and discussed. A three-step rule is also suggested for MNCs as a basic solution.","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-06-2016-0008","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063056","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 : 2016-12-06DOI: 10.1108/JCHRM-11-2015-0015
Yuhua Xie, Ying Zhu
Purpose This paper aims to examine the issue of promoting women managers at an enterprise level in China by tackling key research questions related to the level of participation of women among total managerial positions and the opportunities of promoting women into managerial position. Design/methodology/approach By conducting a questionnaire survey and analysing the results from 296 women managers who were taking MBA and EMBA programmes in China, the authors were able to obtain the sufficient sample size, as well as sufficient responses, given that these people who were taking MBA and EMBA studies required three to eight years of managerial work experience. Key questions are related to the level of participation of women among total managerial positions, and the criteria for women to be promoted into managerial positions. In addition, other issues such as the satisfaction of women managers towards promotion opportunities and career development and enterprise policies on women leadership are also important and need to be explored in this article. It is also useful to ask their views on the difference between men and women regarding individual efforts leading to promotion opportunities, and to check for any influence of pregnancy and other factors on women managers’ leadership roles. Findings The overall results achieved by analysing the results from 296 women managers who were taking MBA and EMBA programmes in China indicate that there has been positive improvement, with the majority of women managers being satisfied with the proportion of women as managers, and with their own promotion situations, in their current organizations. Research limitations/implications The research project has some limitations. This paper focuses on key issues related to the promotion of women into management positions at an enterprise level through the interview and survey among those women managers who were taking MBA and EMBA programs. This research project did not include many issues that can be found among other women managers or issues at the society level, such as traditional culture and the influence of religion, or overall legislation regarding equal opportunity for women in the society, as the focus was on the experiences and expectations of individual women managers in the workplace. Practical implications Most people believed that social relationship, guanxi, is the most important factor in the promotion of women, but the findings in this paper show that the capabilities and achievements of women are more important than just having a good guanxi. This also inspires women to believe in themselves and believe that they can achieve their goals through their own effort. Other empirical implications, such as the negative influence of pregnancy on the current managerial positions and promotion opportunities for women, are evident, and the lack of policy initiative to address this iss
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Pub Date : 2016-12-06DOI: 10.1108/JCHRM-11-2015-0016
Bilal Afsar, Y. Badir
Purpose There has been minimal research on the impact of an employee’s person-organization (P-O) fit on his/her innovative work behaviour (IWB). A number of studies have examined the impact of P-O fit on multiple employee positive behaviours and outcomes; potential mediating effect of psychological empowerment is less frequently explored. The current study aims to fill this gap in the literature. To understand the psychology of P-O fit, this study has longitudinally analyzed the relationship between P-O fit and IWB both self and supervisor-based assessments and impact of psychological empowerment on this relationship. Design/methodology/approach Data were collected from 448 subordinates and 79 supervisors from two knowledge intensive industries in China. Structural equation modelling was used to analyze the relations. Findings Results of the study indicate that employee’s P-O fit is positively related to both self and supervisor ratings of innovative behaviours, and psychological empowerment acts as a partial mediator between P-O fit and IWB at both Time 1 and Time 2. These results imply that an employee’s perception of value congruence impacts his/her perception about feeling of empowerment which in turn helps in engaging him/her in to acts of IWB more often. Originality/value Study findings begin to explain how P-O fit impacts IWB of individuals. Specifically, the authors find that psychological empowerment explains the relationship between P-O fit and IWB.
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