Lifang Zhao, Jiman Lee and Sungok Moon
The purpose of this paper is to examine the relationship between employees’ corporate social responsibility (CSR) perception and their organizational identification in a Chinese…
Abstract
Purpose
The purpose of this paper is to examine the relationship between employees’ corporate social responsibility (CSR) perception and their organizational identification in a Chinese context. The moderating effect of employees’ collectivist orientation on the relationship between CSR perception and organizational identification is also examined.
Design/methodology/approach
Data were collected from 308 employees of 7 firms in Zhejiang Province, located in southeast China. Hierarchical regression analyses were utilized to test the hypotheses.
Findings
The results indicate that all three dimensions of CSR perception in this study, specifically, economic, philanthropic and strategic CSR perception, are strongly and positively related to the organizational identification of employees. Employees’ collectivist orientation positively influences the relationship between strategic CSR perception and organizational identification. In contrast, collectivist orientation negatively influences the relationship between economic CSR perception and organizational identification. However, no moderating effect of collectivism on the relationship between philanthropic CSR perception and organizational identification was found.
Research limitations/implications
The findings highlight the positive relationship between employees’ CSR perception and their workplace attitudes, shedding particular light on how employees’ personal values influence their responses to CSR in Chinese organizations.
Originality/value
This study extends the current understanding on the relationship between CSR and organizational identification. Particularly, the authors include multiple dimensions of CSR (economic, philanthropic and strategic CSR) in the research model, demonstrating that the link between CSR perception and organizational identification is influenced by employees’ collectivist orientation.
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Jiman Lee and Deog‐Ro Lee
This paper seeks to examine the impact of labor‐management partnership on organizational performance and industrial relations quality at Korean firms.
Abstract
Purpose
This paper seeks to examine the impact of labor‐management partnership on organizational performance and industrial relations quality at Korean firms.
Design/methodology/approach
Data were collected from 139 firms for organizational‐level research. Hierarchical regression analyses were employed.
Findings
The research showed that the partnership principle and the five practices of management efforts to secure jobs, information sharing, fair financial rewards, investment in employee training, and worker participation in management were significantly and positively associated with the quality of industrial relations. The partnership principle and two of these practices (investment in training and fair financial rewards) had significant and positive effects on organizational performance.
Practical implications
The results suggest that the partnership principle on its own does not necessarily lead to improved organizational performance or industrial relations quality, and that a company needs not only to adopt the principle of partnership but also to implement it effectively through specific practices.
Originality/value
The paper examines the impact of the partnership model in Korean contexts and offers practical implications for managers seeking effective implementation of the labor‐management partnership model.
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The purpose of this paper is to examine antecedents of employee quality commitment at two Korean auto firms.
Abstract
Purpose
The purpose of this paper is to examine antecedents of employee quality commitment at two Korean auto firms.
Design/methodology/approach
Data were collected from 644 employees at two auto plants; 331 at the high lean plant and 313 at the low lean plant. Hierarchical regression analyses were employed.
Findings
This research showed that intrinsic rewards factors were significant determinants of quality commitment in the high lean plant sample, whereas those relating to extrinsic rewards were major antecedents in the low lean plant sample. The study finds that the tested antecedents to quality commitment differ in relative importance at different stages of lean production implementation.
Research limitations/implications
Since data were collected from 644 employees at two Korean firms, the results may need to be modified before being generalized for other national contexts.
Practical implications
The results suggest that the relative importance of the antecedent variables of employee quality commitment changes as lean implementation progresses, shifting in the general direction of rewards intrinsic to the job itself. Managers sensitive to the dynamic nature of the antecedents to employee quality commitment will be the most effective in fostering it.
Originality/value
This paper examines antecedents of employee quality commitment at two Korean auto plants, and offers practical implications for managers starting for the effective fostering of employee quality commitment in terms of different stages of lean production implementation.
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This chapter is aimed at filling two important gaps in the large literature on high-involvement work system (HIWS). First, the existing literature tends to focus on North America…
Abstract
This chapter is aimed at filling two important gaps in the large literature on high-involvement work system (HIWS). First, the existing literature tends to focus on North America and Western Europe, and detailed information on HIWS outside of the two regions (especially Asia) is still limited. Second, while there is a large body of quantitative evidence, the literature is relatively scant on detailed account of exactly how specific HIWS practices are implemented in the real workplace. This chapter draws on our extensive field research at firms in Japan, the United States, and Korea, and presents real-world examples of HIWS of firms in Japan, Korea, and the United States. Our detailed account of the implementation of HIWS in the three countries points to an intriguing process of transnational diffusion of HIWS. Japanese firms as early experimenters of HIWS posed a challenge to U.S. firms in the global marketplace, resulting in the trans-pacific diffusion of HIWS which is modified to the U.S. corporate culture. Due to its geographical proximity and historical connections to Japan, Korean firms were initially heavily influenced by Japanese HIWS. However, with the rising link to the United States and Europe, Japanese influence appears to have been waning, and interest in U.S. style HIWS and European-style state-mandated works council has risen, suggesting that a hybrid model may be emerging in Korea.
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Ruey-Jer "Bryan" Jean, Ziliang Deng, Daekwan Kim and Xiaohui Yuan
Endogeneity is a potential threat to the validity of international marketing (IM) research. The purpose of this paper is to draw the attention of IM researchers to issues of…
Abstract
Purpose
Endogeneity is a potential threat to the validity of international marketing (IM) research. The purpose of this paper is to draw the attention of IM researchers to issues of endogeneity, to provide a comprehensive overview of the sources of endogeneity, and to discuss the statistical solutions.
Design/methodology/approach
The authors conduct the research in two steps. In the first step, the authors review the nature and sources of endogeneity specifically in IM research. In the second step, the authors review 60 IM papers on endogeneity published in the period 1995-2014 and assess the current practice of addressing endogeneity in the IM literature.
Findings
Sample selection bias and simultaneity are prevalent sources of endogeneity in IM research. Internationalization-performance relationship and innovation-export nexus are the two most frequently adopted models subject to potential endogeneity. Simply lagging the main independent variable is statistically flawed in dealing with endogeneity despite its popularity in IM research.
Research limitations/implications
First, a careful choice and application of methods are critical when addressing endogeneity. Second, the authors suggest the employment of multiple study methods to address endogeneity robustly. Third, to prevent or solve endogeneity in structural equation modeling, researchers may either collect data on independent and dependent variables from different respondents or employ a two-stage least squares approach. Finally, it is helpful to design dedicated models to prevent proactively potential endogeneity a priori.
Originality/value
The contribution of this study is twofold. First, it is the first in the literature to discuss the endogeneity issue specifically in IM research. In particular, the study elaborates the origins and consequences of the three most frequently confronted types of endogeneity in IM research. Second, the authors assess the four major methods of addressing endogeneity in IM research with a systematic discussion of the literature from the last two decades. The authors offer suggestions on how to minimize endogeneity in model design and empirical implementation for future IM research.
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Bernhard Swoboda and Nadine Batton
The purpose of this paper is to provide a theoretical and empirical comparison of four major national cultural value models for perceived corporate reputation (CR) of…
Abstract
Purpose
The purpose of this paper is to provide a theoretical and empirical comparison of four major national cultural value models for perceived corporate reputation (CR) of multinational corporations (MNCs) across nations: Hofstede, Schwartz, the GLOBE study and Inglehart.
Design/methodology/approach
Two consumer surveys on an MNC and on competitors in 25 countries in the year 2015 (n=20,288 and 25,397) were used for the first time to compare the roles of the cultural value models as antecedents of CR, using multilevel structural equation modeling (MSEM), which disentangles the explained variances on the country level and on the individual level.
Findings
National culture is strongly attributed to individual CR perceptions of MNCs across nations. However, the four conceptual cultural value models explain the variance differently (46.2–84.6 percent) as do particular cultural value dimensions within each model. The results are stable for both surveys.
Research limitations/implications
Novel insights into the roles of cultural value models are provided for international business research. For MNCs aiming to use their CR to attract target groups in foreign countries, this study identifies the most influential cultural value model and particular dimensions.
Originality/value
This study contributes to cultural research by deepening the understanding of the various cultural value models and their importance for MNCs. Moreover, the authors add to the CR research by providing new insights into perception differences and using the still novel MSEM.