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How to foster voice behavior has always been a hot topic in organizational research; however, the mechanism through which performing decent work affects employee voice behavior remains to be fully understood. To address this deficiency, the current study investigates how basic need satisfaction may relate to perceived decent work and voice behavior and the moderating role of gender. Our research draws upon self-determination theory and social information processing theory.

The theoretical model was tested using two-wave investigation data collected from a sample of 349 employees and 85 supervisors in Southwest China.

Decent work perception was positively related to voice behavior, and this relationship was partially mediated by basic need satisfaction. In addition, the relationship between decent work perception and basic need satisfaction as well as the indirect effect of decent work perception on voice behavior via basic need satisfaction was stronger for men than for women.

This study highlights the pivotal roles of basic need satisfaction and gender in the consequences of decent work perception in the workplace. The authors provide new insights into the relationship between decent work perception and voice behavior and inspire scholars to elucidate other explanatory mechanisms in this link.

This study aims to reveal the mechanism through which union commitment influences job performance in China, focusing on the mediating role of employee participation and the moderating role of affective commitment.

In this study, a cross-sectional design was employed to collect data from 596 union members in 33 unionized enterprises in China's Pearl River Delta region.

The results demonstrate that union commitment is positively related to both employee participation and job performance. Moreover, employee participation mediates the positive relationship between union commitment and job performance. In addition, affective commitment strengthens the relationship between union commitment and employee participation and the mediating effect of employee participation.

This study indirectly identifies the impact of a union on organizational performance from an individual-level perspective. It also provides new evidence for union construction in order to obtain support from corporate executives in China.

This study makes an important contribution to the literature by proposing and examining the mediating role of employee participation and the moderating role of affective commitment in the underlying mechanism between union commitment and job performance.

Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through which perceived ethical leadership influences employee deviant behaviours towards the organisation. Specifically, a sequential mediation model is developed in which ethical leadership is related to employee perceptions of internal corporate social responsibility (CSR), which, in turn, are related to organisational deviance through organisational engagement.

Structural equation modeling was performed to fit the proposed model using multi-source data collected from employees and their supervisors in the Egyptian banking sector.

The results support the hypotheses, as perceived internal CSR and organisational engagement sequentially mediate the relationship between perceived ethical leadership and organisational deviance.

Organisations should emphasise fostering ethical leadership through adopting strategies such as hiring ethical leaders and offering ethics training to current leaders. Organisations should also invest in internal CSR activities and should pay attention to regularly communicating their involvement in CSR initiatives to employees.

By examining the mediating roles of employee internal CSR perceptions and organisational engagement, this study helps advance our understanding of the social and psychological processes of ethical leadership.

Considering the rapid adoption of social media among consumers and organizations, this study intends to examine the impact of online bundle promotions and contextual interactions on impulse buying as consumers encounter them synchronously. Hence, a research model is proposed with the integration of perceived transaction value, perceived acquisition values, top reviews information, impulse buying tendency and emotional intelligence following the stimulus-organism-response framework, promotional framing effect, and theory of selective attention.

Data were collected from the active social media members of organization pages and selling groups by utilizing the self-administered questionnaire. This study employed the partial least squares structural equation modeling to evaluate the data of 358 individuals.

Results reveal the positive impact of targeted constructs on the urge to buy impulsively with complementary partial mediation of impulse buying tendency. Besides, emotional intelligence dissuades users' impulse buying tendencies, but unexpectedly, its moderating effect is insignificant. Further, importance-performance map analysis highlights the highest importance of impulse buying tendency and better performance of perceived transaction value for the urge to buy impulsively.

This research is one of the early studies to explore the influence of social media advertising and contextual social factors (e.g. bundle offers and top reviews information) on impulse buying with the moderation of emotional intelligence and mediation of impulse buying tendency. This research is imperative for scholars and managers with pertinent suggestions to arouse impulse buying.

The purpose of this study is to improve vehicles’ brake stability, the problem of constraint control for an antilock braking system (ABS) with asymmetric slip ratio constraints is concerned. A nonlinear control method based on barrier Lyapunov function (BLF) is proposed not only to track the optimal slip ratio but also to guarantee no violation on slip ratio constraints.

A quarter vehicle braking model and Burckhardt’s tire model are considered. The asymmetric BLF is introduced into the controller for solving asymmetric slip ratio constraint problems.

The proposed controller can implement ABS zero steady-state error tracking of the optimal wheel slip ratio and make slip ratio constraints flexible for various runway surfaces and runway transitions. Simulation and experimental results show that the control scheme can guarantee no violation on slip ratio constraints and avoid self-locking.

The slip rate equation with uncertainties is established, and BLF is introduced into the design process of the constrained controller to realize the slip rate constrained control.

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. This chapter investigates South Korean MNEs’ talent management, more specifically international recruitment and selection policies and practices in their Chinese operations.

Using the snowball method through Chinese and Korean networks we recruited ten Korean MNEs to participate in this research. We conducted semi-structured interviews with key individuals within the organisations.

It reveals that South Korean MNEs tend to adopt the polycentric approach or a mixed approach of being polycentric and ethnocentric to international staffing, with the number of expatriates reducing gradually over time. South Korean MNEs adopt ‘one-way selection’ in recruiting and selecting expatriates and localise recruitment procedures and selection criteria for host-country nationals.

South Korean MNEs have paid inadequate attention to: firstly, expatriates’ career development; and secondly, personal and family issues emerging from expatriation and repatriation. This study highlights these issues.

The purpose of this paper is to analyse the historical development and characteristics of labour disputes in China, including their growth, collective disputes, regional differences, direct causes and the impact of economic ownership on labour disputes.

This paper critically reviews the existing literature and analyses official government statistics.

Individual and collective labour disputes have been on the rise since 1978 when China embarked on market‐oriented economic reforms. The considerable regional variations in labour disputes are closely associated with regional economic growth, the restructuring of state‐owned enterprises (SOEs) and development of non‐SOEs. While non‐payment or delayed payment, job losses and industrial accidents resulting from poor labour protection are the three major causes of labour disputes, management corruption and mismanagement sometimes fuel the anger of already disgruntled workers. The nature of economic ownership also impacts on how labour conflicts occur.

This paper investigates labour disputes in China, an important phenomenon which is currently increasing but has not been much studied. It therefore develops a better understanding of their historical development and characteristics. Such an understanding is critical to resolving labour disputes and preventing them from occurring in the future.

This paper aims to explore international training and development policies and practices in Chinese multinational enterprises (MNEs). The issues examined in this study include pre‐departure and post‐arrival training for expatriates and their spouses and families, training for host‐country nationals (HCNs), reasons for Chinese MNEs not providing adequate training and the approaches of Chinese MNEs to international management development.

This paper used a semi‐structured, interview‐based survey for collecting data from ten Chinese MNEs. The case companies consist of a range of industries and economic ownership types. A total of 30 in‐depth interviews involving general managers, HR managers at headquarters and executive managers in subsidiaries were carried out.

The paper reveals that Chinese MNEs provide only limited training to expatriates and other nationals, and lack a systematic international management development system. They adopt usually an ethnocentric approach to international training and development, and provide different levels of international training and management development for HCNs and PCNs.

The paper has many issues, especially those relating to the organizational determinates of international training and management development, their impact on organizational performance, and the effect of different approaches to training and development on different nationals; these require further investigation.

The paper shows that HRM in Chinese MNEs has not been much considered. This study has examined a selection of international training and management development issues in Chinese MNEs that have not been reported in the literature to date.

The purpose of this paper is to examine the effects of China's official household residential status (hukou) on perceived human resource management (HRM) practices, perceived organizational justice (POJ) and its moderation of the relationship between them.

The data for the study were collected from 775 employees in 36 companies in China. Missing data analysis was conducted in order to identify the pattern associated with personal demographic variables. A one-way between-groups MANOVA was performed to investigate hukou differences in the perceptions of HRM practices and POJ. Confirmative factor analysis was conducted on POJ's three-factor measurement model to examine the distinctiveness of the study variables.

Employees registered as agricultural, i.e. rural, hukou, who have migrated to and found employment in urban areas, perceive HRM practices and distributive and procedural justice less favourably than do non-agricultural, i.e. urban, hukou. It also finds that hukou status moderates the effect of HRM on POJ. The findings therefore are that HRM that differentiates rural hukou and urban hukou results in different impressions of their employing organizations, and that hukou status changes the strengths of the relationship between HRM and employees' perceived fairness in their organizations.

The use of the single data source is more likely to result in common method variance which may bias the strength of the relationships that this study proposed. Moreover, this study contributes to the literature with regard to the moderating effects of personal demographic variables on the relationship between organizational policies and POJ, but hukou is the only personal variable examined and therefore the generalisation of the study's findings may be limited. Future research should examine the moderating effects of other personal factors.

The moderating effect of personal demographic variables has been constantly examined in management and psychology research, but with a focus on employees' work attitudes and behaviour. For example, gender was found to moderate the relationship between organizational commitment and turnover intention. The extent to which personal demographic variables might moderate the relationship between organizational policies and POJ has not hitherto been examined. This study fills this void.

This study sets out to investigate the leadership roles, the predictors of leadership effectiveness for Chinese managers, and the relative effects of gender and rater differences on perceived leadership roles. The study is important as it seeks to investigate whether a leadership model (the Integrated Competing Values Framework) developed for Western cultures explains the leadership behaviours of Chinese managers.

Using a 360° feedback method, the data for the study were collected from 49 middle managers and 142 of their significant others (boss, peers and staff). The data were submitted to a repeated measures ANOVA, with role displayed and position as the within‐subjects factors and gender as the between‐subjects factor, to determine whether there were any significant main or interaction effects. A standard multiple regression was performed, between the effectiveness as the outcome and the leadership roles. This was followed by a forward regression analysis.

The empirical evidence shows significant differences in the extent to which the leadership roles were displayed. Chinese managers were focused most on getting the job done (deliverer) and monitoring performance (monitor) followed by developing staff (developer) and developing networks (broker). Being innovative (innovator) was the least displayed leadership role. The managers showed moderate reflective capability (integrator) and moderate effectiveness. They rated themselves higher than did their bosses, peers and staff. Their bosses also rated the managers' leadership behaviours higher than did the peers and staff. However, there was no significant difference between men and women in their leadership roles displayed or effectiveness. In the forward regression, the developer contributed relatively most to the prediction of effectiveness.

The study contributes to the literature on cultural and institutional effects on leadership behaviour and effectiveness. The findings show that cultural and institutional differences do significantly affect variability in leadership behaviour associated with leadership effectiveness.