Emerald | Journal of Chinese Human Resource Management | Table of Contents

Promoting research integrity and excellence in Chinese HRM studies

Fri, 03 May 2013 00:00:00 +0100

Abstract

Purpose – This editorial essay aims to focus on research integrity and commitment to excellence by analyzing the transitioning symptom associated with the Chinese research community as causes for concerns in research ethics and misconduct. The authors highlight their editorial process and practice in safeguarding research integrity at JCHRM and address related ethical issues on duplicate submissions in relation to their editorial experience. Design/methodology/approach – This article adopts an approach combining literature review and reflexive analysis. Findings – The current academic misconduct and ethical concerns in China are caused by a number of concurrent counterforces: increased attractive opportunities in moonlighting; research mindset rooted in the traditional learning orientation on imitation and contemporary education on rote learning; and heightened publication-based performance requirement enforced by the government and institutions. These counterforces are further complicated by the ongoing socio-cultural context, e.g. the drinking and eating culture. The authors report their editorial steps in safeguarding research integrity and commitment to excellence. In relation to submitting translated published papers to an English journal, they emphasize that originality is the core. They are committed to facilitate the transition of Chinese HRM research community to conform to the international standard. Originality/value – This article links professional ethics, research integrity, and commitment to excellence to developing Chinese scholarly human resources. It articulates specific goals, principles, and responsibilities of JCHRM editorial practices for promoting high-quality Chinese HRM research.

Does training affect individuals' turnover intention? Evidence from China

literatinetwork@emeraldinsight.com (Ying Cheng, Franz Waldenberger) — Fri, 03 May 2013 00:00:00 +0100

Abstract

Purpose – This study aims to investigate how meeting the training expectations of Chinese employees influences their intention to stay with their company. Design/methodology/approach – The authors collected data from 292 employees in eight Chinese organizations. Applying partial least squares path modeling, they tested how fulfilling employees' expectations with regard to different training dimensions influences their level of job satisfaction, organizational commitment and perceived movement capital and how variations in these mediating factors in turn influence turnover intentions. Findings – Chinese employees exhibit varying expectations with regard to the content, the organization and the outcome of training. The relationship between meeting such expectations and turnover intentions is mediated by job satisfaction, affective commitment, continuance commitment and perceived movement capital. Fulfilling employees' expectations with regard to specific skills and operational factors reduces turnover intentions. Fulfilling expectations with regard to general skills increases turnover intentions. Fulfilling expectations with regard to intra-organizational outcomes has a double-edged effect. Research limitations/implications – It is promising to analyze the relationship between training and turnover from an employee perspective. It is important to distinguish different dimensions of training and to consider mediated paths in order to depict various conflicting influences. This study contributes to the understanding of Chinese employees' attitude towards training, and to the literature on HRM in China in suggesting that there is an indication of a definitive link between training and turnover, as there is in the West. Practical implications – Organizations in China need to consider employees' pre-training expectations when designing their training programs. Meeting employee expectations with regard to the design, organization and implementation as well as the outcome of training offers a promising venue to retain skilled employees. Originality/value – The authors contribute to the literature by explicitly expounding employees' comprehensive training expectations regarding their turnover intention. Differentiating five dimensions of training and including four mediating factors, the authors are able to disentangle conflicting influences found in the extant literature.

Workplace guanxi and employee commitment to supervisor in Chinese international joint ventures

literatinetwork@emeraldinsight.com (Yui-Tim Wong, Yui-Woon Wong) — Fri, 03 May 2013 00:00:00 +0100

Abstract

Purpose – In this study, the authors aim to investigate the impact of workplace guanxi on employees' commitment to supervisor in relation to other critical HRM outcome variables in Chinese international joint ventures (IJVs). Design/methodology/approach – The dataset used in this study consists of 255 employees and their 86 direct supervisors in two IJVs in China. The authors adopted LISREL to test a proposed model and investigate the following relationships: subordinate-supervisor guanxi as an antecedent of commitment to supervisor and organisational citizenship behaviour (OCB), job security as an antecedent of affective commitment, and their impact on employee turnover intention. Findings – The empirical results show that subordinate-supervisor workplace guanxi has positive and significant effect on commitment to supervisor, whereas commitment to supervisor has positive and significant effect on affective commitment and organisational citizenship behaviour (OCB) of employees. Such relationships further lead to reduced employee turnover intention. Research limitations/implications – This study reveals the significance of workplace guanxi and commitment to supervisor and their impact on other important HRM outcome variables in Chinese IJV employees. It contributes to the literature by offering insight on how Chinese guanxi culture interacts with other HRM variables in IJVs and informs future research in relation to leader-member exchange in the Chinese context. Practical implications – By establishing a healthy workplace guanxi with employees, supervisors can play a critical role in achieving desired organization outcomes such as improving affective commitment and reducing turnover. Originality/value – Existing research shows that guanxi is a multi-dimensional construct and critical for Chinese HRM research. This study examines the dimension of workplace guanxi and investigates the impact of subordinate-supervisor guanxi on commitment to supervisor and other HRM outcome variables in IJVs.

Theoretical contexts of managing people in emerging Chinese multinational enterprises

literatinetwork@emeraldinsight.com (Connie Zheng) — Fri, 03 May 2013 00:00:00 +0100

Abstract

Purpose – This article aims at reviewing existing theories relevant to human resource management (HRM) and providing theoretical contexts to explain the importance of managing people across borders for emerging Chinese multinational enterprises (MNEs). Design/methodology/approach – Based on a literature review approach, the author examines the phenomenon of emerging Chinese MNEs from the lenses of three streams of theories: organisation-based view; resource-based view; and institution-based view. Findings – Existing theories offer sufficient insights to explore differences between emerging and established MNEs, particularly in strategic international HRM research. First, Chinese EMNEs were driven to internationalising by different motives, thus creating impact on the strategic choice and global HRM policy consideration. Second, Chinese EMNEs are operating under constantly changing institutional environments, both at home and in host countries. As a result, they are required to balance and rebalance the choices made in formulating and implementing IHRM strategies. Third, there will be different internationalisation outcomes pursued by Chinese EMNEs. Therefore, IHRM policies and practices are to achieve individual, organisational and societal well-being. Research limitations/implications – The article has important implications for HRM theory and research. It may lead to developing relevant analytical frameworks for future research in Chinese human resource management. It is also beneficial to understand the formation and implementation of HRM policy and practices in EMNEs originated not only in China, but in other developing countries. Originality/value – This article contributes to the international HRM literature in relation to Chinese emerging MNEs from a theoretical perspective. Synthesizing existing core theories with examples from Chinese MNEs, it proposes future research directions for analysing further development of such enterprises.

A passionate management scholar: interview with Dr Xiao-Ping Chen (Part I)

literatinetwork@emeraldinsight.com (Jie Ke) — Fri, 03 May 2013 00:00:00 +0100

Abstract

Purpose – The purpose of this paper is to document an interview with Dr Xiao-Ping Chen to share her professional and career experience as a management scholar. It shows the path of her scholarly journey fueled by her love and passion for the profession. Design/methodology/approach – This paper is based on a recent interview with Dr Xiao-Ping Chen. Findings – Dr Xiao-Ping Chen's experience demonstrated the importance of love and passion in one's career pursuit. It shows the importance of the interplays of internal passion and commitment and the external factors in paving and determining a scholar's career success, and how to balance personal life and a demanding role in research, teaching, and professional service. Research limitations/implications – Dr Chen's career provides an exemplar case for junior scholars to deal with the Chinese transitioning symptom associated with pursuing an academic research career. In particular, Dr Chen's optimistic and persistent way of dealing with difficulties in career and life may inspire junior scholars or those who wish to pursue a career in management research. Originality/value – The interview profiles a picture of a passionate scholar in management research and offers an inspirational exemplar for the new generation of Chinese HRM researchers.

HR Includes Management CourseMate with eBook Printed Access Card

literatinetwork@emeraldinsight.com (Prageetha G. Raju) — Fri, 03 May 2013 00:00:00 +0100

Chinese language abstracts

Fri, 03 May 2013 00:00:00 +0100

2012 Awards for Excellence

Fri, 03 May 2013 00:00:00 +0100