Journal of Chinese Human Resources Management最新文献_第10页

Have you experienced fun in the workplace 你在工作中体验过乐趣吗

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Journal of Chinese Human Resources Management Pub Date : 2016-12-06 DOI: 10.1108/JCHRM-03-2016-0002

Simon C. H. Chan, W. Mak

{"title":"Have you experienced fun in the workplace","authors":"Simon C. H. Chan, W. Mak","doi":"10.1108/JCHRM-03-2016-0002","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2016-0002","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This purpose of this study is to examine the relationship between workplace fun, trust-in-management, employee satisfaction and whether the level of fun experienced at work moderates the effects. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000Data were collected from a sample of 240 frontline staff in a large-scale retail store in Hong Kong. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The results show that trust-in-management mediates the relationship between workplace fun and employee job satisfaction. Additionally, employees who experience a high level of fun in the workplace have a greater effect on workplace fun, trust-in-management and job satisfaction. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000The main limitation of this study is that it collects data from a self-reported single source in a cross-sectional survey design. \u0000 \u0000 \u0000 \u0000 \u0000Practical implications \u0000 \u0000 \u0000 \u0000 \u0000Because workplace fun helps organizations promote employee trust and job satisfaction, organizations should provide more enjoyable activities for employees to participate in. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000This study provides a new insight into the effects of workplace fun on employees’ trust-in-management and job satisfaction.","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-03-2016-0002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62062885","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 30

The influence of organizational culture on talent management 组织文化对人才管理的影响

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Journal of Chinese Human Resources Management Pub Date : 2016-10-10 DOI: 10.1108/JCHRM-07-2016-0010

Fanxing Meng, Xiaomei Wang, Huajiao Chen, Jin Zhang, Wei Yang, Jin Wang, Quanquan Zheng

{"title":"The influence of organizational culture on talent management","authors":"Fanxing Meng, Xiaomei Wang, Huajiao Chen, Jin Zhang, Wei Yang, Jin Wang, Quanquan Zheng","doi":"10.1108/JCHRM-07-2016-0010","DOIUrl":"https://doi.org/10.1108/JCHRM-07-2016-0010","url":null,"abstract":"The purpose of this paper is to explore the influence of organizational culture (OC) on talent management (TM) by a case study of a real estate company.,The method of case study is adopted in the present study.,The authors present four propositions. The first is OC has an effect on TM. The second is a new conceptual model of TM. The third is a 4-P pattern to identify and develop the talent. The fourth is to adopt both the spiritual and material satisfactions that retain the talent.,The primary limitation of this study is embedded in the case study method, which is not sufficient to represent the totality. The other limitation is that the issue of cohesion and team efficacy of talents is not considered. This study argues the relationship between OC and TM and expands the existing TM and OC theory. The effect of professional idealism is emphasized on in the process of TM. Talent can be retained firmly within the organization through the methods of rebuilding and strengthening OC.,A conceptual model of TM, 4-P pattern of evaluation and the operational mean to retain the talent is introduced.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2016-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-07-2016-0010","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063400","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 6

Cultural profiling and a Chinese experience 文化概况和中国经验

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Journal of Chinese Human Resources Management Pub Date : 2015-10-12 DOI: 10.1108/JCHRM-09-2015-0014

Juan-Maria Gallego-Toledo

{"title":"Cultural profiling and a Chinese experience","authors":"Juan-Maria Gallego-Toledo","doi":"10.1108/JCHRM-09-2015-0014","DOIUrl":"https://doi.org/10.1108/JCHRM-09-2015-0014","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This paper aims to analyze the effectiveness of cultural profiling tools in predicting and identifying potential cultural pitfalls and challenges that the executive could encounter during an interaction with an individual or group from a different national culture. The initial analysis is based on the author’s experience in China. Over a two-year period and as part of the wider strategy to implement account management principles within the local sales teams across China, the strategy and sales development team (composed of two Chinese nationals lead by a Spanish/USA experienced expatriate/author) engaged senior members of the sales team through a series of workshops. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000Despite the top management support and the alignment of the program with the organizational culture of the company, the coaching program had limited success. Using a past experience in China and as part of a preliminary study on cultural profiling models available to executives, professors and students exposed to global environments, the author reviewed three popular cultural models to potentially identify sources of conflict, cultural gaps and misalignments between individual culture and the national cultures. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The paper found that culture profiling tools could have a guiding value for executives and other individuals visiting a different culture, as it identified potential sources of conflict and pitfalls to avoid. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The paper offered a fresh look at proliferating culture profiling tools.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-09-2015-0014","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 4

A mindful leader with persistence 一个有毅力的有思想的领导者

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Journal of Chinese Human Resources Management Pub Date : 2015-10-12 DOI: 10.1108/JCHRM-03-2015-0009

Jie Ke

{"title":"A mindful leader with persistence","authors":"Jie Ke","doi":"10.1108/JCHRM-03-2015-0009","DOIUrl":"https://doi.org/10.1108/JCHRM-03-2015-0009","url":null,"abstract":"Purpose \u0000 \u0000 \u0000 \u0000 \u0000This article aims to report the second part of the interview with Dr Bor-Shiuan Cheng on his insights into Chinese indigenous management research, including challenges and future directions. \u0000 \u0000 \u0000 \u0000 \u0000Design/methodology/approach \u0000 \u0000 \u0000 \u0000 \u0000This paper is based on a recent interview with Dr Bor-Shiuan Cheng. \u0000 \u0000 \u0000 \u0000 \u0000Findings \u0000 \u0000 \u0000 \u0000 \u0000The biggest challenge for current Chinese management research is the administrative system and restrictive publication policy. Under the current system, it is best for researchers to consider a dual approach to research. That is, research must be relevant to local issues and significant to the international community. \u0000 \u0000 \u0000 \u0000 \u0000Research limitations/implications \u0000 \u0000 \u0000 \u0000 \u0000The system that might sabotage academic system needs to be changed. And future leadership studies should be focused on developing mindful and moral leaders. \u0000 \u0000 \u0000 \u0000 \u0000Originality/value \u0000 \u0000 \u0000 \u0000 \u0000The interview provides an insightful view on the current challenges of Chinese management research and valuable advice from Dr Cheng, who also showed the future direction of leadership studies.","PeriodicalId":54013,"journal":{"name":"Journal of Chinese Human Resources Management","volume":null,"pages":null},"PeriodicalIF":1.0,"publicationDate":"2015-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/JCHRM-03-2015-0009","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62063326","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Interview with Dr Bor-Shiuan Cheng: a mindful leader with persistence (part I) 专访郑宝兆博士:有毅力的正念领袖(一)

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Journal of Chinese Human Resources Management Pub Date : 2015-05-15 DOI: 10.1108/JCHRM-03-2015-0007

Jie Ke

引用次数: 0

Exploring the organizational socialization of engineers in Taiwan 台湾工程师组织社会化之探讨

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Journal of Chinese Human Resources Management Pub Date : 2015-05-15 DOI: 10.1108/JCHRM-01-2014-0002

Russell Korte, Jessica Li

引用次数: 9

An integrative model of turnover intention: Antecedents and their effects on employee performance in Chinese joint ventures 离职倾向的综合模型:前因及其对中国合资企业员工绩效的影响

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Journal of Chinese Human Resources Management Pub Date : 2015-05-15 DOI: 10.1108/JCHRM-06-2014-0015

Yui-tim Wong, Yui-Woon Wong, Chi-Sum Wong

引用次数: 45

Can good impression and feedback-seeking behavior help Chinese graduates get a job?: A mixed-methods study on a recruiting assessment center 良好的印象和寻求反馈的行为能帮助中国毕业生找到工作吗?:某招聘评估中心的混合方法研究

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Journal of Chinese Human Resources Management Pub Date : 2015-05-15 DOI: 10.1108/JCHRM-03-2015-0003

Run Ren, Judy Y. Sun, Yichi Zhang, Yunyun Chen, Chunching Liu

{"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":null,"pages":null},"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}

引用次数: 4

“It’s the context all the way down!”: An institutional theory perspective on Chinese HRM research “从头到尾都是上下文的问题!”:中国人力资源管理研究的制度理论视角

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Journal of Chinese Human Resources Management Pub Date : 2015-05-15 DOI: 10.1108/JCHRM-03-2015-0010

Greg G. Wang, D. Lamond, Verner Worm

引用次数: 11

Exploring the relationships between HPWS, organizational ambidexterity and firm performance in Chinese professional service firms 中国专业服务公司HPWS、组织双元性与企业绩效的关系研究

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Journal of Chinese Human Resources Management Pub Date : 2015-05-15 DOI: 10.1108/JCHRM-09-2014-0029

Na Fu, Q. Ma, J. Bosak, P. Flood

引用次数: 36