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With an increasing number of foreign enterprises operating in China, there is a need to focus on the motivation of Chinese workers in such enterprises, and the way that human resource management practices address Chinese work values and motivational factors. Problems of productivity and retention of employees have been reported which reflect on the ways foreign companies attempt to motivate Chinese employees, often relying on practices drawn from concepts which work in the West. This article first looks at such Western practices, explaining why they might not work in a Chinese context. Chinese work values and motivation are compared with these approaches and propositions advanced to indicate how Chinese employees may be motivated. These are then compared with current practices and attitudes within foreign firms and joint ventures in China. For the latter a study of 13 companies in Beijing is reported, and the efficacy of policies and practices is questioned. Recommendations include the need for organisations to affect structural and policy changes in the areas of rules and procedures, reward systems, corporate identity and career planning. The provision of appropriate expatriate manager training is also suggested.

Work enthusiasm and organizational socialization (Training, Understanding, Coworker Support, and Future Prospects) were compared in two predominantly Chinese regions, i.e., Macau (a former Portuguese territory in China) and Zhuhai in the People’s Republic of China. Data were collected from 276 (96 Macau and 180 Zhuhai) full‐time, line‐level, ethnic Chinese employees in the two regions. Results revealed the Zhuhai employees to be much more enthusiastic at work. The Zhuhai employees also evaluated Training, Understanding, and Future Prospects more highly than did the Macau employees (no differences were found for Coworker Support). Regression analyses revealed Future Prospects to be the strongest predictor of work enthusiasm in Zhuhai, while education and years on the job explained most of the variance for work enthusiasm in Macau. The results of the comparisons are discussed in terms of the similarities and differences in the cultures and economic development of the regions.

Managers need to be able to understand whether the constructs of organizational commitment apply cross culturally. This study adds to a growing knowledge base regarding organizational commitment internationally, and uses workers in government controlled, mixed economy, and privately owned businesses in China’s interior. The study uses questionnaires of antecedents of commitment and tests Mowday et al’s (1979) OCQ and Meyer and Allen’s (1991) ACS, NCS, CCS. While we were are able to verify some antecedent conditions surrounding Mowday et al (1979) and Meyer and Allen’s (1991) commitment measures, we discovered the conditions surrounding commitment in persons who live outside the commercial zones may be more complicated than theory predicts. Artifacts that may modify antecedent‐commitment main include culture, language, firm ownership/control, and expectations of workers moving from government employment more market based jobs. We suggest that more study is required in relationship to conceptual space, theory development, measurement, validation, and analysis in former centrally planned and communistic countries. As is usually true in China, things are not as straightforward or simple as they seem. This study seems to verify that sentiment.

This research aims to understand how family caregivers interact with the Danish healthcare sector while taking care of a relative with dementia.

Nine individual interviews of family caregivers were conducted in 2022. Data collection used a phenomenological narrative approach, and the analysis was influenced by Klaus Høyer “tin-opener” analytic method.

Family caregivers experienced significant ambivalence surrounding the diagnosis. Many family caregivers felt that professionals failed to adequately prepare them for their new informal caregiver role, resulting in feelings of shame and unpreparedness. The identified themes underscores the significant time commitment and the neglect of self-care associated with the role of informal caregivers.

Research should focus on developing supportive interventions for family caregivers to be able to support their needs. Furthermore, research should ensure that family caregivers are prepared for their tasks without being trained and able to carry out health professionals’ tasks.

Insight into how the family caregivers experience the interaction with the Danish healthcare sector can help healthcare service providers better support the family caregivers and contribute with more tailored support, which may ensure a higher quality of healthcare delivery.

The authors of this study reveal the unseen and quiet work that occurs in everyday life when caring for a person with dementia and being the primary point of contact with the healthcare sector. It is important to consider family caregivers’ experiences with the healthcare sector when developing healthcare interventions to support family caregivers better. This will help tailor the interventions to their needs.