Pub Date : 2015-05-15DOI: 10.1108/JCHRM-01-2014-0002
Russell Korte, Jessica Li
Purpose – The purpose of this study was to better understand the more complex social, technical and personal socialization experiences of engineers when they started new jobs in Taiwan. Much of the research and practice on the socialization of newly hired employees is narrowly focused on newcomer learning. Design/methodology/approach – The study is a qualitative, case study approach designed to collect in-depth data about the socialization experiences of engineers in Taiwan. Thirteen participants reported their experiences from when they began new jobs, and the researchers collected and analyzed data from semi-structured interviews. The analysis followed qualitative analysis methods for content analysis. Findings – The findings indicated that interpersonal relationships are critical to successful socialization, and the relational structures encountered by newcomers reflect the broader culture of Confucianism and the social interactions of guanxi in the Taiwanese workplace. Three main dimensions of sociali...
{"title":"Exploring the organizational socialization of engineers in Taiwan","authors":"Russell Korte, Jessica Li","doi":"10.1108/JCHRM-01-2014-0002","DOIUrl":"https://doi.org/10.1108/JCHRM-01-2014-0002","url":null,"abstract":"Purpose – The purpose of this study was to better understand the more complex social, technical and personal socialization experiences of engineers when they started new jobs in Taiwan. Much of the research and practice on the socialization of newly hired employees is narrowly focused on newcomer learning. Design/methodology/approach – The study is a qualitative, case study approach designed to collect in-depth data about the socialization experiences of engineers in Taiwan. Thirteen participants reported their experiences from when they began new jobs, and the researchers collected and analyzed data from semi-structured interviews. The analysis followed qualitative analysis methods for content analysis. Findings – The findings indicated that interpersonal relationships are critical to successful socialization, and the relational structures encountered by newcomers reflect the broader culture of Confucianism and the social interactions of guanxi in the Taiwanese workplace. Three main dimensions of sociali...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"6 1","pages":"33-51"},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-01-2014-0002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063029","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-06-2014-0015
Yui-tim Wong, Yui-Woon Wong, Chi-Sum Wong
Purpose – The purpose of this study is to attempt to fill a research gap by proposing an integrative model for studying employees’ turnover intention in Chinese joint ventures (JVs). The authors also examine the antecedents of turnover intention and its impact on employees’ performance. Design/methodology/approach – A data set consisting of 247 employees in 3 JVs in the Peoples’ Republic of China is used to test the hypotheses. Findings – The LISREL results support all hypotheses. The model examines how the contextual experiences of perceived organizational support and affective commitment might affect the turnover intention. It is proposed that employees’ perceived distributive justice, trust in management and job security are related to the organizational experience of perceived organizational support and affective commitment, which will affect turnover intention and, in turn, to job performance. The empirical results show that turnover intention has a significant and negative impact on employees’ perfo...
{"title":"An integrative model of turnover intention: Antecedents and their effects on employee performance in Chinese joint ventures","authors":"Yui-tim Wong, Yui-Woon Wong, Chi-Sum Wong","doi":"10.1108/JCHRM-06-2014-0015","DOIUrl":"https://doi.org/10.1108/JCHRM-06-2014-0015","url":null,"abstract":"Purpose – The purpose of this study is to attempt to fill a research gap by proposing an integrative model for studying employees’ turnover intention in Chinese joint ventures (JVs). The authors also examine the antecedents of turnover intention and its impact on employees’ performance. Design/methodology/approach – A data set consisting of 247 employees in 3 JVs in the Peoples’ Republic of China is used to test the hypotheses. Findings – The LISREL results support all hypotheses. The model examines how the contextual experiences of perceived organizational support and affective commitment might affect the turnover intention. It is proposed that employees’ perceived distributive justice, trust in management and job security are related to the organizational experience of perceived organizational support and affective commitment, which will affect turnover intention and, in turn, to job performance. The empirical results show that turnover intention has a significant and negative impact on employees’ perfo...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"6 1","pages":"71-90"},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-06-2014-0015","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62062991","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-03-2015-0003
Run Ren, Judy Y. Sun, Yichi Zhang, Yunyun Chen, Chunching Liu
Purpose – The purpose of this paper is to examine the effect of feedback seeking (FBS) and impression management (IM) on candidates’ evaluative performance and final hiring decision in a recruiting assessment center (AC) by a multinational corporation (MNC) in China. Design/methodology/approach – The authors adopted a mixed-methods design. The authors first surveyed 234 candidates and 12 recruiting managers as assessors in four Chinese cities in one year. The authors then collected 23 candidates’ qualitative data in the forms of online blogs, diaries or letters sharing their recruitment experiences from 2005 to 2014. Findings – The quantitative results showed that both candidates’ FBS and IM behaviors were positively related to their evaluative performance, yet with no significant effects on hiring decision. However, the interaction of FBS and IM significantly reduced the likelihood of a positive evaluative performance and hiring decision. Qualitative findings showed that IM was adopted by the candidates,...
{"title":"Can good impression and feedback-seeking behavior help Chinese graduates get a job?: A mixed-methods study on a recruiting assessment center","authors":"Run Ren, Judy Y. Sun, Yichi Zhang, Yunyun Chen, Chunching Liu","doi":"10.1108/JCHRM-03-2015-0003","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2015-0003","url":null,"abstract":"Purpose – The purpose of this paper is to examine the effect of feedback seeking (FBS) and impression management (IM) on candidates’ evaluative performance and final hiring decision in a recruiting assessment center (AC) by a multinational corporation (MNC) in China. Design/methodology/approach – The authors adopted a mixed-methods design. The authors first surveyed 234 candidates and 12 recruiting managers as assessors in four Chinese cities in one year. The authors then collected 23 candidates’ qualitative data in the forms of online blogs, diaries or letters sharing their recruitment experiences from 2005 to 2014. Findings – The quantitative results showed that both candidates’ FBS and IM behaviors were positively related to their evaluative performance, yet with no significant effects on hiring decision. However, the interaction of FBS and IM significantly reduced the likelihood of a positive evaluative performance and hiring decision. Qualitative findings showed that IM was adopted by the candidates,...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"6 1","pages":"14-32"},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-03-2015-0003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-03-2015-0010
Greg G. Wang, D. Lamond, Verner Worm
Purpose – This paper aims to emphasize the importance of Chinese institutional contexts beyond “culture” by analyzing a few non-cultural institution-dependent contexts in Chinese HRM research, using an institutional theory perspective. Design/methodology/approach – The authors review existing Chinese indigenous management research from an institutional theoretical perspective and provide a critique of the research from that perspective. Findings – Chinese contexts are more than Confucianism. Focusing on this aspect of culture without integrating other institutional contexts, while informative, is unlikely to identify and explain the uniqueness of Chinese individual and organizational behaviors. Informed by institutional theory, the authors examine how institutional language context influences Chinese institutional behavior. The authors also argue that the guanxi phenomenon is more strongly dependent on institutional forces than on culture in the recent Chinese history. Incorporating these “non-cultural” i...
{"title":"“It’s the context all the way down!”: An institutional theory perspective on Chinese HRM research","authors":"Greg G. Wang, D. Lamond, Verner Worm","doi":"10.1108/JCHRM-03-2015-0010","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2015-0010","url":null,"abstract":"Purpose – This paper aims to emphasize the importance of Chinese institutional contexts beyond “culture” by analyzing a few non-cultural institution-dependent contexts in Chinese HRM research, using an institutional theory perspective. Design/methodology/approach – The authors review existing Chinese indigenous management research from an institutional theoretical perspective and provide a critique of the research from that perspective. Findings – Chinese contexts are more than Confucianism. Focusing on this aspect of culture without integrating other institutional contexts, while informative, is unlikely to identify and explain the uniqueness of Chinese individual and organizational behaviors. Informed by institutional theory, the authors examine how institutional language context influences Chinese institutional behavior. The authors also argue that the guanxi phenomenon is more strongly dependent on institutional forces than on culture in the recent Chinese history. Incorporating these “non-cultural” i...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"6 1","pages":"2-13"},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-03-2015-0010","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62062871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2015-05-15DOI: 10.1108/JCHRM-09-2014-0029
Na Fu, Q. Ma, J. Bosak, P. Flood
Purpose – The purpose of this paper is to better understand the indirect link between high-performance work systems (HPWSs) and firm performance in Chinese professional service firms (PSFs) by investigating the mediating role of organizational ambidexterity, i.e. a firm’s capability to simultaneously explore new ideas and exploit existing resources. Design/methodology/approach – Data were collected from 120 Chinese accounting firms. The authors used hierarchical and polynomial regression analyses to test their hypotheses. Findings – The proposed positive link between the HPWS and organizational ambidexterity was found. Further, the results showed a non-linear relationship between organizational ambidexterity and organizational performance. Research limitations/implications – The present study is limited in terms of small sample size, single industry and self-report data. Practical implications – Firms which reported a higher level of HPWS demonstrated better performance due to their organizational capabil...
{"title":"Exploring the relationships between HPWS, organizational ambidexterity and firm performance in Chinese professional service firms","authors":"Na Fu, Q. Ma, J. Bosak, P. Flood","doi":"10.1108/JCHRM-09-2014-0029","DOIUrl":"https://doi.org/10.1108/JCHRM-09-2014-0029","url":null,"abstract":"Purpose – The purpose of this paper is to better understand the indirect link between high-performance work systems (HPWSs) and firm performance in Chinese professional service firms (PSFs) by investigating the mediating role of organizational ambidexterity, i.e. a firm’s capability to simultaneously explore new ideas and exploit existing resources. Design/methodology/approach – Data were collected from 120 Chinese accounting firms. The authors used hierarchical and polynomial regression analyses to test their hypotheses. Findings – The proposed positive link between the HPWS and organizational ambidexterity was found. Further, the results showed a non-linear relationship between organizational ambidexterity and organizational performance. Research limitations/implications – The present study is limited in terms of small sample size, single industry and self-report data. Practical implications – Firms which reported a higher level of HPWS demonstrated better performance due to their organizational capabil...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"6 1","pages":"52-70"},"PeriodicalIF":1.0,"publicationDate":"2015-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-09-2014-0029","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063594","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2014-11-04DOI: 10.1108/JCHRM-07-2014-0020
C. Zheng
Purpose – This paper aims to examine the Chinese indigenous concept of suzhi (素质) by analyzing its historical evolution and its contemporary implications for human resource management (HRM) research and practice at the national and organizational levels. Design/methodology/approach – An integrated review of literatures in sinology, political science, anthropology and sociology concerned with suzhi-related research, combined with recent incidents associated with suzhi. Findings – Suzhi is an indigenous concept embedded in the centuries-long historical context of China. Suzhi development has been focused on three key dimensions, moral, physical and mental, as a way of building quality employees and citizens. Yet developing and quantifying the moral aspects of suzhi is more challenging than measuring its physical and mental dimensions. Linking suzhi development to human capital theory enriches the understanding of this indigenous concept at both organizational and national levels. Research limitations/implic...
{"title":"Suzhi development: indigenous approaches to enhancing the quality of human resources","authors":"C. Zheng","doi":"10.1108/JCHRM-07-2014-0020","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2014-0020","url":null,"abstract":"Purpose – This paper aims to examine the Chinese indigenous concept of suzhi (素质) by analyzing its historical evolution and its contemporary implications for human resource management (HRM) research and practice at the national and organizational levels. Design/methodology/approach – An integrated review of literatures in sinology, political science, anthropology and sociology concerned with suzhi-related research, combined with recent incidents associated with suzhi. Findings – Suzhi is an indigenous concept embedded in the centuries-long historical context of China. Suzhi development has been focused on three key dimensions, moral, physical and mental, as a way of building quality employees and citizens. Yet developing and quantifying the moral aspects of suzhi is more challenging than measuring its physical and mental dimensions. Linking suzhi development to human capital theory enriches the understanding of this indigenous concept at both organizational and national levels. Research limitations/implic...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"5 1","pages":"115-128"},"PeriodicalIF":1.0,"publicationDate":"2014-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2014-0020","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063360","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 : 2014-11-04DOI: 10.1108/JCHRM-01-2014-0009
Jie Ke
Purpose – This purpose of this article is to report the second part of a recent interview with Dr Ming-Jer Chen. He shares his values, beliefs and philosophies on life, business and scholarship; relates how these philosophies have shaped his approach to teaching, research and service; and outlines his strategies for making important career and professional decisions. Design/methodology/approach – Interview with Dr Ming-Jer Chen. Findings – Dr Ming-Jer Chen’s firm belief in the Oneness (精一) is reflected in his constant pursuit of “making the world smaller” by closing divides of various kinds. During his career journey, Dr Chen has applied the philosophy of “keeping a balanced and integrated view” to tackle professional and career challenges and reinforced that with the wisdom of his ambicultural perspective. His East–West background and beliefs shape his engagements with the research and business communities and his expertise includes management education and decision-making, as well as teaching, research ...
{"title":"Ambicultural ambassador between East and West","authors":"Jie Ke","doi":"10.1108/JCHRM-01-2014-0009","DOIUrl":"https://doi.org/10.1108/JCHRM-01-2014-0009","url":null,"abstract":"Purpose – This purpose of this article is to report the second part of a recent interview with Dr Ming-Jer Chen. He shares his values, beliefs and philosophies on life, business and scholarship; relates how these philosophies have shaped his approach to teaching, research and service; and outlines his strategies for making important career and professional decisions. Design/methodology/approach – Interview with Dr Ming-Jer Chen. Findings – Dr Ming-Jer Chen’s firm belief in the Oneness (精一) is reflected in his constant pursuit of “making the world smaller” by closing divides of various kinds. During his career journey, Dr Chen has applied the philosophy of “keeping a balanced and integrated view” to tackle professional and career challenges and reinforced that with the wisdom of his ambicultural perspective. His East–West background and beliefs shape his engagements with the research and business communities and his expertise includes management education and decision-making, as well as teaching, research ...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"5 1","pages":""},"PeriodicalIF":1.0,"publicationDate":"2014-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-01-2014-0009","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063104","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 : 2014-11-04DOI: 10.1108/jchrm-01-2014-0008
Jie Ke
Purpose – This purpose of this article is to report the second part of a recent interview with Dr Ming-Jer Chen. He shares his values, beliefs and philosophies on life, business and scholarship; relates how these philosophies have shaped his approach to teaching, research and service; and outlines his strategies for making important career and professional decisions. Design/methodology/approach – Interview with Dr Ming-Jer Chen. Findings – Dr Ming-Jer Chen’s firm belief in the Oneness (精一) is reflected in his constant pursuit of “making the world smaller” by closing divides of various kinds. During his career journey, Dr Chen has applied the philosophy of “keeping a balanced and integrated view” to tackle professional and career challenges and reinforced that with the wisdom of his ambicultural perspective. His East–West background and beliefs shape his engagements with the research and business communities and his expertise includes management education and decision-making, as well as teaching, research and professional services. Research limitations/implications – Dr Chen’s unique life and career experiences make him a role model for those who intend to pursue a career in management research. His ambicultural insight and balanced and integrated perspective may help junior scholars to deal with challenges in their professional lives. Originality/value – The interview profiles a thought leader and strategist in management research and education, whose experience and wisdom may enlighten junior scholars along their career paths.
{"title":"Ambicultural Ambassador between East and West: Interview with Dr. Ming-Jer Chen, Leslie E. Grayson Professor (Part II)","authors":"Jie Ke","doi":"10.1108/jchrm-01-2014-0008","DOIUrl":"https://doi.org/10.1108/jchrm-01-2014-0008","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000– This purpose of this article is to report the second part of a recent interview with Dr Ming-Jer Chen. He shares his values, beliefs and philosophies on life, business and scholarship; relates how these philosophies have shaped his approach to teaching, research and service; and outlines his strategies for making important career and professional decisions. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000– Interview with Dr Ming-Jer Chen. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000– Dr Ming-Jer Chen’s firm belief in the Oneness (精一) is reflected in his constant pursuit of “making the world smaller” by closing divides of various kinds. During his career journey, Dr Chen has applied the philosophy of “keeping a balanced and integrated view” to tackle professional and career challenges and reinforced that with the wisdom of his ambicultural perspective. His East–West background and beliefs shape his engagements with the research and business communities and his expertise includes management education and decision-making, as well as teaching, research and professional services. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000– Dr Chen’s unique life and career experiences make him a role model for those who intend to pursue a career in management research. His ambicultural insight and balanced and integrated perspective may help junior scholars to deal with challenges in their professional lives. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000– The interview profiles a thought leader and strategist in management research and education, whose experience and wisdom may enlighten junior scholars along their career paths.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"5 1","pages":"177-185"},"PeriodicalIF":1.0,"publicationDate":"2014-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/jchrm-01-2014-0008","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063093","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 : 2014-11-04DOI: 10.1108/JCHRM-07-2014-0016
Liguo Xu, P. Fu, Y. Xi
Purpose – The purpose of this paper is to conceptualize the indigenous concept of suzhi at individual and organizational levels, and identify its dimensions for human resource management (HRM) research and practice in China. Design/methodology/approach – Based on a comprehensive review of suzhi literature, Chinese cultural and historical literature, as well as Western mainstream HRM research, a multidimensional suzhi framework is conceptualized. Findings – As an indigenous expression, suzhi can be and has been adopted for Chinese HRM research and practice. As a multidimensional construct, one’s cognitive suzhi is jointly determined by corresponding moral suzhi, wenhua (knowledge-based) suzhi and zhuanye (professional) suzhi. Cognitive suzhi, in turn, determines one’s behavioral suzhi that drives employees to enhance organizational performance, and this relationship is moderated by psychological suzhi. Research limitations/implications – The proposed framework provides new insight for Chinese indigenous ma...
{"title":"Suzhi: an indigenous criterion for human resource management in China","authors":"Liguo Xu, P. Fu, Y. Xi","doi":"10.1108/JCHRM-07-2014-0016","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2014-0016","url":null,"abstract":"Purpose – The purpose of this paper is to conceptualize the indigenous concept of suzhi at individual and organizational levels, and identify its dimensions for human resource management (HRM) research and practice in China. Design/methodology/approach – Based on a comprehensive review of suzhi literature, Chinese cultural and historical literature, as well as Western mainstream HRM research, a multidimensional suzhi framework is conceptualized. Findings – As an indigenous expression, suzhi can be and has been adopted for Chinese HRM research and practice. As a multidimensional construct, one’s cognitive suzhi is jointly determined by corresponding moral suzhi, wenhua (knowledge-based) suzhi and zhuanye (professional) suzhi. Cognitive suzhi, in turn, determines one’s behavioral suzhi that drives employees to enhance organizational performance, and this relationship is moderated by psychological suzhi. Research limitations/implications – The proposed framework provides new insight for Chinese indigenous ma...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"5 1","pages":"129-143"},"PeriodicalIF":1.0,"publicationDate":"2014-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2014-0016","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063118","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 : 2014-11-04DOI: 10.1108/JCHRM-07-2014-0019
Maggie M. Wang, C. Zhu, C. Zheng, S. Mayson
Purpose – The purpose of this paper is to explore suzhi requirements and expectations to double-shouldered academics as middle-level cadres (双肩挑处级干部) in a Chinese higher education institute (HEI) as an initial step to examine the interplays between suzhi requirement and expectations and organizational operational mechanism in the Chinese context. Design/methodology/approach – The study adopted an exploratory single-case approach for the study. In this study, 22 participants composed of middle-level cadres, other stakeholders at the university, college/department and business unit levels were interviewed. Findings – Suzhi requirements for the cadres followed the Communist Party of China’s (CPC) guideline, the required de, neng, qin, ji and lian (德, 能, 勤, 绩, 廉) was abstract and vague. With the parallel systems, the CPC and administrative lines, there were discrepancies between the CPC required suzhi and those expected by the stakeholders. A social phenomenon, “official rank-oriented standard” (ORS, guan ben...
{"title":"Suzhi expectations for double-shouldered academics in Chinese public universities: An exploratory case study","authors":"Maggie M. Wang, C. Zhu, C. Zheng, S. Mayson","doi":"10.1108/JCHRM-07-2014-0019","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2014-0019","url":null,"abstract":"Purpose – The purpose of this paper is to explore suzhi requirements and expectations to double-shouldered academics as middle-level cadres (双肩挑处级干部) in a Chinese higher education institute (HEI) as an initial step to examine the interplays between suzhi requirement and expectations and organizational operational mechanism in the Chinese context. Design/methodology/approach – The study adopted an exploratory single-case approach for the study. In this study, 22 participants composed of middle-level cadres, other stakeholders at the university, college/department and business unit levels were interviewed. Findings – Suzhi requirements for the cadres followed the Communist Party of China’s (CPC) guideline, the required de, neng, qin, ji and lian (德, 能, 勤, 绩, 廉) was abstract and vague. With the parallel systems, the CPC and administrative lines, there were discrepancies between the CPC required suzhi and those expected by the stakeholders. A social phenomenon, “official rank-oriented standard” (ORS, guan ben...","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":"37 1","pages":"158-176"},"PeriodicalIF":1.0,"publicationDate":"2014-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2014-0019","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063347","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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