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Article
Publication date: 1 January 2004

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…

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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.

Details

International Journal of Conflict Management, vol. 15 no. 1
Type: Research Article
ISSN: 1044-4068

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Article
Publication date: 18 September 2007

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.

2805

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).

Details

International Journal of Manpower, vol. 28 no. 6
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 1 December 2005

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…

5047

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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Cross Cultural Management: An International Journal, vol. 12 no. 4
Type: Research Article
ISSN: 1352-7606

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Article
Publication date: 18 September 2017

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.

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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.

Details

Aslib Journal of Information Management, vol. 69 no. 5
Type: Research Article
ISSN: 2050-3806

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