Shu‐Cheng Chi, Hwa‐Hwa Tsai and Ming‐Hong Tsai
This study samples 78 business decision‐makers whose cases were part of an alternative dispute resolution (ADR) process, i.e., the Public Construction Commission (PCC), which…
Abstract
This study samples 78 business decision‐makers whose cases were part of an alternative dispute resolution (ADR) process, i.e., the Public Construction Commission (PCC), which operates under the government in Taiwan, between 1997 and early 2000. The authors propose an interaction between two variations of trust—category‐based trust and experience‐based trust—and hypothesize that decision‐makers’ perceived identity with new versus old government ideology and past justice experiences (with the PCC) would jointly affect their decision preferences. The results partially support these hypotheses. The authors emphasize the critic role of trustworthiness of the third‐party ADR providers. We conclude with a discussion of the implications of the findings.
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Shu‐Cheng Steve Chi and Shu‐Chen Chen
This paper aims to investigate the relationships among repatriates' perceived psychological contract fulfillment, counterfactual thinking, and job attitudes.
Abstract
Purpose
This paper aims to investigate the relationships among repatriates' perceived psychological contract fulfillment, counterfactual thinking, and job attitudes.
Design/methodology/approach
The paper sampled 135 repatriates from 16 multinational companies (MNCs) in Taiwan through a survey questionnaire. The paper used hierarchical regression analyses to test its hypotheses.
Findings
The study results showed that repatriates' perceived fulfillment of their psychological contracts was negatively related to turnover intent and positively related to organizational commitment, after controlling for the variables of change assessments. The study also finds a positive relationship between upward counterfactual thinking and turnover intent and between downward counterfactual thinking and organizational commitment. Moreover, repatriates' perceived fulfillment of their psychological contracts was found to be related to upward counterfactual thinking but not downward counterfactual thinking.
Practical implications
A subjective perception of psychological contract fulfillment is a more important predictor of job attitudes than actual changes in position, pay, and skill improvement. Therefore, it is important for MNCs to maintain open communications with their repatriates to ensure clear understanding of the agreement existing between employees and the organization.
Originality/value
In the international human resource literature, it is unclear whether the relationship between expatriates' (or repatriates') perceived fulfillment of their psychological contract with their job attitudes are simply due to their assessments of actual changes in pay, position, and skills. In the case of repatriation, the paper clarifies the phenomenon by distinguishing both repatriates' assessments of changes before and after expatriation and their perceived fulfillment of psychological contracts (and their counterfactual thinking).
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Abbas J. Ali, Monle Lee, Yi‐Ching Hsieh and Krish Krishnan
Individualism collectivism measures, along with decision styles, are examined in Taiwan. About 600 questionnaires were distributed directly to employees with managerial positions…
Abstract
Individualism collectivism measures, along with decision styles, are examined in Taiwan. About 600 questionnaires were distributed directly to employees with managerial positions in private, public, and mixed enter prises in the capital, Taipei. In general, Taiwanese were found to be more collectivist than individualistic. Participants displayed a strong preference for consultative and participative styles and determined that these two styles were the most effective in practice. Further more, participants indicated that their immediate supervisors were mostly consultative and autocratic.
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Wei Quan, Bikun Chen and Fei Shu
The purpose of this paper is to present the landscape of the cash-per-publication reward policy in China and reveal its trend since the late 1990s.
Abstract
Purpose
The purpose of this paper is to present the landscape of the cash-per-publication reward policy in China and reveal its trend since the late 1990s.
Design/methodology/approach
This study is based on the analysis of 168 university documents regarding the cash-per-publication reward policy at 100 Chinese universities.
Findings
Chinese universities offer cash rewards from USD30 to USD165,000 for papers published in journals indexed by Web of Science, and the average reward amount has been increasing for the past ten years.
Originality/value
The cash-per-publication reward policy in China has never been systematically studied and investigated before except for in some case studies. This is the first paper that reveals the landscape of the cash-per-publication reward policy in China.