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The purpose of this paper is to investigate the cross-level relationship between moral obligation violation, overall justice climate, and survivors’ commitment.

Data were obtained from 25 companies with 261 individual employees’ cases from three main industries in Taiwan (n=25/261).

Organizations which have moral obligation violation during layoff would directly influence survivors’ perceptions of justice and further affect survivors’ level of affective commitment.

This is one of the first studies to provide evidence of the relationship between moral obligation violation, overall justice climate and survivors’ affective commitment. Additionally, most studies of survivors’ attitude and behavior are based on the third-party perspective; this study is the first to argue that survivors are also affected by employers’ layoff as well as victims. The influence of layoff will lead to survivors’ subsequent attitude and behavior.

Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement.

The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan.

This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being and job involvement.

This study incorporates the perspective of positive psychology as an important addition to research on SHRM and performance by highlighting employee well-being as a key mediator of SHRM and job involvement.

The purpose of this paper is to examine how Si-shu, a traditional form of local, private education grounded in classical instruction, responded to the rapid modernization of education during the late Qing dynasty and early Republic of China and to explain why these schools, once extraordinarily adaptable, finally disappeared.

The authors have examined both primary and secondary sources, including government reports, education yearbooks, professional annals, public archives, and published research to analyze the social, political and institutional changes that reshaped Si-shu in the context of China's late-19th- and early-20th-century educational modernization.

Si-shu went through four stages of institutional change during the last century. First, they faced increased competition from new-style (westernized) schools during the late Qing dynasty. Second, they engaged in a process of intense self-reform, particularly after the Xinhai Revolution of 1911. Third, they were marginalized by the new educational systems of the Republic of China, especially the Renxu School System of 1922 and the Wuchen School System of 1928. Finally, after the foundation of the People's Republic of China in 1949, they were considered remnants of feudal culture and forcibly replaced by modern schools.

This paper brings hitherto unexplored Chinese sources to an English-speaking audience in an effort to shed new light on the history of traditional Chinese education. The fate of Si-shu was part of the larger modernization of Chinese education – a development that had both advantages and disadvantages.

Constant or decreasing returns and increasing returns to scale are two kinds of mechanism in economic growth. The goal of supply-side structural reform is to promote the establishment of the mechanism with increasing returns to scale. The paper aims to discuss this issue.

This paper argues that the overall economic structure of the developing economy has been divided into the sector of constant or decreasing returns to scale and the sector of increasing returns to scale due to the dual economic structure. Among them, the supply-side structural reform is mainly to reduce the sector of decreasing returns to scale and increase the sector of increasing returns to scale. Based on the hypothesis of such two-sector economic structure in the supply side of developing economies and on the industrial data, this paper empirically tests the returns to scale of China’s supply structure. The result suggests that so far the sector of constant or decreasing returns to scale dominates the supply structure of China’s economic growth, which results in the state of decreasing returns to scale in China’s overall economy.

Therefore, to realize the long-term sustained growth and transformation of the development pattern of China’s economy, the authors must carry out the supply-side structural reform, vigorously develop the modern industrial sectors characterized by modern knowledge and technology, and promote the development of an innovation-driven economy.

Besides, the authors must accelerate the transformation from traditional industrial sectors to modern industrial sectors, actively promote China’s industrial structure toward rationalization and high gradation, as well as build a modern industrial system so as to facilitate the formation of the mechanism of increasing returns to scale and accelerate the transformation of the driving force of China’s economic growth.

The purpose of this paper is to elaborate a unique approach to researching into the mind of Mao and, at the same time, review of papers in this issue of Chinese Management Studies. Through this paper, the editor hopes to communicate the three simple yet important criteria that should feature in the selection of future papers.

Values of scholarly community as embodied within the 1,040-year-old Yuelu Academy are first introduced as translated by the joint efforts of the authors. The relevance of such cultural values for modern scholars is then discussed. This is followed by the author highlighting the unique research opportunity (documentary study and analysis) as offered by the Shaoshan Mao Memorial Museum. Perhaps it is possible to get a hint of the thinking of Mao Zedong. Finally, consistent with the earlier two review papers, a bird-eye view of key findings is given of the nine selected papers, namely, on politics, state-owned enterprises, team, socialism, planning, human resource management, leadership, competition and knowledge.

Clearly the modern scholarly community will benefit by imbibing the values of the Yuelu Academy with their strong emphasis on ethical behaviors, diligence and the deep pursuit of scholarly inquiry. Also, the Chinese, by documenting the writings of Mao Zedong (Shaoshan Museum), made him perhaps the most well-documented strategist for in-depth research. From the latest review of manuscripts, authors have yet to incorporate Chinese cultural, historical and social background as an integral part of their papers.

This paper calls for scholars to try to reintegrate Chinese cultural values back into research on Chinese management. Professor Warner Malcolm, Cambridge University, a contributing author wrote to the journal saying in essence: “[…] Chinese management is […] deeply rooted in Chinese cultural norms […]” Hopefully more of the submissions will begin to reflect such an orientation.

This article aims to construct a performance evaluation system for the e‐library in universities in Taiwan. The paper uses actual university cases as the target for analysis for in‐depth research so as to provide an evaluation reference.

This article reviewed the library performance evaluations found in the literature of the UK, Germany, USA and Taiwan and constructed primary performance evaluation indicators. The Delphi Method was then used to summarize the opinions of experts in completing the construction of a performance evaluation model for e‐library. With all the factors of e‐library, user satisfaction and input of libraries as the basis, Analytic Hierarchy Process is used to illustrate the problems and combine the two to establish the hierarchy structure for the performance evaluation of this research. The weights of all indicators within hierarchies are calculated and then the weight of the overall hierarchies are worked out.

The e‐library plays two important roles: data searching and academic study.

Using relevant e‐business data collected from libraries in six universities, combining indicator weight and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS), this paper considers the distance of the universities from positive and negative Ideal Solutions as the evidence for ranking and demonstrate the overall performance of e‐libraries in all universities – providing future improvement directions for university libraries. The research can also provide important future decision‐making references for libraries and universities to enable better performances.

The purpose of this paper is to provide the historical background of genealogical records and analyze the value of Chinese genealogical research through the study of names and genealogical resources.

The paper examines the historical evolution and value of Chinese genealogical records, with the focus on researching the Islamic Chinese names used by the people living in Guilin. The highlight of this paper includes the analysis and evolution of the Islamic Chinese names commonly adopted by the local people in Guilin. It concludes with the recommendations on emphasizing and making the best use of genealogical records to enhance the research value of Chinese overseas studies.

The paper covers the history of Islam and describes how the religion was introduced into China, as well as Muslims' ethnicity and identity. It also places focus on the importance of building a research collection in Asian history and Chinese genealogy.

This research study has a strong subject focus on Chinese genealogy, Asian history, and Islamic Chinese surnames. It is a narrow field that few researchers have delved into.

The results of this study will assist students, researchers, and the general public in tracing the origin of their surnames and developing their interest in the social and historical value of Chinese local history and genealogies.

The study of Chinese surnames is, by itself, a particular field for researching the social and political implications of contemporary Chinese society during the time the family members lived.

Very little research has been done in the area of Chinese local history and genealogy. The paper would be of value to researchers such as historians, sociologists, ethnologists and archaeologists, as well as students and anyone interested in researching a surname origin, its history and evolution.

Drawing on the contemporary literature and the theory of employer attractiveness, the authors aimed to examine key antecedents and consequences of employer attractiveness by proposing functional hypotheses and relationships between some endogenous variables.

Using the quota-cum-purposive sampling method, the unit of analysis selected for this study was millennials aged 18–35 years and working in the hospitality, travel, tourism and leisure (HTTL) sectors for the last two years. A total of 218 responses were collected in three months (June–August 2022). The data were analysed using partial least squares structural equation modelling (PLS-SEM).

For young employees, company recruitment behaviour, company image and source credibility are significantly and directly related to company attractiveness. The relationship between company image and employee word of mouth (WOM) was significantly positive. Company recruitment behaviour was found to significantly influence employee commitment. Company attractiveness was found to be directly related to young employees' WOM about the company and commitment to it.

The study establishes the significance of company attractiveness because a company's success largely depends on the company's ability to attract and retain a talented and skilled workforce. Moreover, the present study provides much-needed insights to policymakers and regulators that can help the policymakers define and implement favourable policies to promote and protect the country's job market and offer directions to youth employment.

Drawing motivation from Lawrence Bossidy's quote and leaning on the conservation of resources (COR) theory, in this study, the authors aim to investigate the role of high-performance work practices (HPWPs) and psychological capital (H.E.R.O) in employee innovative work behavior (EIB).

The study is banked on a hypothetico-deductive approach. The relationships were measured by gathering data from 375 frontline service employees through structural equation modeling.

The study results indicate a positive impact of HPWPs on EIB. Moreover, the association between HPWPs-EIB is mediated by psychological capital (PsyCap).

The current study contributed to the innovation research stream by determining driving forces that encourage employees to exhibit innovative work behaviors.

Employee innovative behavior has become imperative for organizational survival and success in an ever-changing global business environment. Owing to this organizational significance, employee innovative behavior continues to gain burgeoning research attention. Despite the rising scholarly interest in studying employee innovative behavior, there is a dearth of knowledge about how innovation can be fostered at the individual level, particularly among frontline service employees. Hence, to bridge this research gap, the present study intends to analyze the influence of high-performance work practices on employee innovative work behavior, mediated by psychological capital.