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Article
Publication date: 27 November 2024

Ting Nie, Lida Xie, Caijun Gong, Yiying Huang and Qiao Yan

In line with the theory of planned behavior, this study aims to examine the mediating effect of cultural identity and role identity between relational capital and adaptive…

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Abstract

Purpose

In line with the theory of planned behavior, this study aims to examine the mediating effect of cultural identity and role identity between relational capital and adaptive behavior, and the moderating effect of willingness to learn.

Design/methodology/approach

Data were collected from 241 Chinese expatriates in Latin America through a two-wave survey.

Findings

The findings indicate that expatriates’ perceived relational capital can promote adaptive behaviors by enhancing their cultural identity and role identity. Willingness to learn positively moderates the indirect effects of relational capital on adaptive behaviors through cultural identity and role identity. For expatriates with a high willingness to learn, the impact of relational capital on their adaptive behaviors through cultural identity and role identity is stronger.

Originality/value

This study extends empirical research on expatriate adaptation. Organizations should promote the accumulation of expatriates’ relational capital while they are working abroad. Meanwhile, willingness to learn should be considered as a criterion when selecting expatriates.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 1 June 1999

George K. Chacko

Gives an in depth view of the strategies pursued by the world’s leading chief executive officers in an attempt to provide guidance to new chief executives of today. Considers the…

10002

Abstract

Gives an in depth view of the strategies pursued by the world’s leading chief executive officers in an attempt to provide guidance to new chief executives of today. Considers the marketing strategies employed, together with the organizational structures used and looks at the universal concepts that can be applied to any product. Uses anecdotal evidence to formulate a number of theories which can be used to compare your company with the best in the world. Presents initial survival strategies and then looks at ways companies can broaden their boundaries through manipulation and choice. Covers a huge variety of case studies and examples together with a substantial question and answer section.

Details

Asia Pacific Journal of Marketing and Logistics, vol. 11 no. 2/3
Type: Research Article
ISSN: 1355-5855

Keywords

Article
Publication date: 1 February 1999

Brian H. Kleiner

Devotes the entire journal issue to managing human behaviour in US industries, with examples drawn from the airline industry, trading industry, publishing industry, metal products…

18300

Abstract

Devotes the entire journal issue to managing human behaviour in US industries, with examples drawn from the airline industry, trading industry, publishing industry, metal products industry, motor vehicle and parts industry, information technology industry, food industry, the airline industry in a turbulent environment, the automotive sales industry, and specialist retailing industry. Outlines the main features of each industry and the environment in which it is operating. Provides examples, insights and quotes from Chief Executive Officers, managers and employees on their organization’s recipe for success. Mentions the effect technology has had in some industries. Talks about skilled and semi‐skilled workers, worker empowerment and the formation of teams. Addresses also the issue of change and the training that is required to deal with it in different industry sectors. Discusses remuneration packages and incentives offered to motivate employees. Notes the importance of customers in the face of increased competition. Extracts from each industry sector the various human resource practices that companies employ to manage their employees effectively ‐ revealing that there is a wide diversity in approach and what is right for one industry sector would not work in another. Offers some advice for managers, but, overall, fails to summarize what constitutes effective means of managing human behaviour.

Details

Management Research News, vol. 22 no. 2/3
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 1 October 2005

Georgios I. Zekos

Globalisation is generally defined as the “denationalisation of clusters of political, economic, and social activities” that destabilize the ability of the sovereign State to…

2732

Abstract

Globalisation is generally defined as the “denationalisation of clusters of political, economic, and social activities” that destabilize the ability of the sovereign State to control activities on its territory, due to the rising need to find solutions for universal problems, like the pollution of the environment, on an international level. Globalisation is a complex, forceful legal and social process that take place within an integrated whole with out regard to geographical boundaries. Globalisation thus differs from international activities, which arise between and among States, and it differs from multinational activities that occur in more than one nation‐State. This does not mean that countries are not involved in the sociolegal dynamics that those transboundary process trigger. In a sense, the movements triggered by global processes promote greater economic interdependence among countries. Globalisation can be traced back to the depression preceding World War II and globalisation at that time included spreading of the capitalist economic system as a means of getting access to extended markets. The first step was to create sufficient export surplus to maintain full employment in the capitalist world and secondly establishing a globalized economy where the planet would be united in peace and wealth. The idea of interdependence among quite separate and distinct countries is a very important part of talks on globalisation and a significant side of today’s global political economy.

Details

Managerial Law, vol. 47 no. 5
Type: Research Article
ISSN: 0309-0558

Keywords

Article
Publication date: 1 August 1998

Jo Carby‐Hall

Focuses on two key aspects of the rule of law – equality before the law and the universal application of the same system of law to all people – and examines these requirements in…

669

Abstract

Focuses on two key aspects of the rule of law – equality before the law and the universal application of the same system of law to all people – and examines these requirements in the context of the European Works Council (EWC) Directive, aimed at establishing a European‐wide legal framework for transnational information and consultation. Looks at the philosophy behind the EWC concept, discussing its historical context, the rationale for its adoption, its provisions and certain implementation problems, and considers the implications and consequences of the Directive for the UK, which is in the process of adopting it. Spotlights three problematic areas relating to recognition and employee representation, the potential consequences of late implementation and uniting different employee representative arrangements, and identifies three aspects of inequality relating to both employers and employees that appear to breach the rule of law. Concludes that the Directive represents a first step towards achieving true employee participation and a transnational industrial relations system.

Article
Publication date: 1 November 2005

Henry Gunawan and Brian H. Kleiner

Whether a worker is an employee of a business or an independent contractor with that business is an issue that can have many significant problems. Generally, an employee is…

1273

Abstract

Whether a worker is an employee of a business or an independent contractor with that business is an issue that can have many significant problems. Generally, an employee is someone who works for an employer. An employee is controlled by the employer and has little discretion in the timing and performance of his tasks. According to Wilson, on the other hand, “independent contractors contract to do work and have the ability to perform the work without being subject to the control of the employer as long as they meet the expected results required by the contract (Wilson, 1999).” In short, independent contractors are independent business people who are hired to perform specific tasks. They are just like any other vendor, except they perform services rather than provide tangible goods and basically are in the business for themselves. Thus, they are not the hiring firm’s employees. They are not eligible for unemployment, disability, or workers compensation benefits (California Chamber of Commerce, 1991). There is no certain and consistent definition to distinguish an employee and an independent contractor. However, there are a number of rules that govern whether someone is an employee or an independent contractor; and each of the rules has its own characteristic in determining the issue.

Details

Management Research News, vol. 28 no. 11/12
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 1 May 1999

Donald E. Newton and Brian H. Kleiner

Sets out a procedure for recruiting new employees which will guarantee a good fit between the person and the job being filled. Advises recruiters to analyse the job carefully to…

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Abstract

Sets out a procedure for recruiting new employees which will guarantee a good fit between the person and the job being filled. Advises recruiters to analyse the job carefully to understand the technical and personal skills the job requires. Underlines the need to update this job profile/description regularly to reflect changes in the job. Outlines how to develop a series of interview questions that reflect all the dimensions of the job. Also explains how to use behavioural questions to probe how the applicant handles tasks/problems in practice. Gives guidance on the interview process, indicating how to handle the interview, the type of information to give candidates, and the clues to look for in the reactions of interviewees to this information. Discusses how to record information about the interview, analyse the performance of the interviewee and make the final selection, including taking up references. Illustrates the advice with brief descriptions of procedures in US companies.

Details

Management Research News, vol. 22 no. 5
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 1 July 2005

Brieana D. Roumeliotis and Brian H. Kleiner

The purpose of this article is to identify various methods for responding to sexual harassment, defined in terms of quid pro quo and a hostile work environment, on an individual…

2191

Abstract

The purpose of this article is to identify various methods for responding to sexual harassment, defined in terms of quid pro quo and a hostile work environment, on an individual basis within an organisation. Four individuals typically involved in sexual harassment cases are discussed: the supervisor or manager, the victim, any witnesses, and the perpetrator. Based on an analysis of the literature, individual efforts should be focused on prevention of sexual harassment by guarding one’s own behaviour and stopping potential problems early. A simple test to prevent sexual harassment used by a prominent company is given.

Details

Equal Opportunities International, vol. 24 no. 5/6
Type: Research Article
ISSN: 0261-0159

Keywords

Article
Publication date: 29 May 2009

Ling Zhang, Ting Nie and Yongtai Luo

With the development of China's economy, more and more Chinese researchers in HR field try to explore suitable policies and practices from China's realities. Researchers have…

3045

Abstract

Purpose

With the development of China's economy, more and more Chinese researchers in HR field try to explore suitable policies and practices from China's realities. Researchers have spent considerable efforts to identify means of using human resource management practices to effectively utilize human capital. At the same time, it has been well recognized that organizational justice plays a critical role in effective management of employees' attitude and behaviors. The purpose of this paper is to demonstrate a framework for matching organizational justice and employment mode.

Design/methodology/approach

Quantitative research method is used in this study. Base on literature review of organizational justice, HR architecture social exchange and so on. The study tries to find out the relations between organizational justice and employment mode.

Findings

The study integrates these two seemingly disparate streams of research, and put forwards a framework for matching organizational justice and employment mode. Different groups of employees are managed differently and may require different organizational justice styles, and organizational justice styles should be consistent with the underlying objectives and psychological contracts underlying different employment modes.

Originality/value

The study tries to make organizational justice strategies match with employment modes and it is an attempt to use organizational justice to manage different employee groups from contingent and deploying perspective.

Details

Journal of Technology Management in China, vol. 4 no. 2
Type: Research Article
ISSN: 1746-8779

Keywords

Article
Publication date: 2 November 2012

Ting Nie, Zhihua Lian and Hua Huang

The purpose of this paper is to explore the mediating effect of vocational identity and the moderating effect of work values on the relation between career exploration and fit…

891

Abstract

Purpose

The purpose of this paper is to explore the mediating effect of vocational identity and the moderating effect of work values on the relation between career exploration and fit perception of Chinese new generation employees.

Design/methodology/approach

A survey was conducted to measure variables in this study. Based on review of the related studies about work value, career exploration, vocational identity and fit perception, the authors establish a theoretical model and propose hypotheses. Data were obtained from 647 Chinese post‐1980s generation employees.

Findings

According to the statistical analysis result, the paper demonstrates that career exploration can affect fit perception through mediator of vocational identity; when people have stronger preference to chase for job comfort and security, the relations between career exploration effort, vocational identity and fit perception becomes stronger; once individual has stronger preference for status and independence, the relations between career exploration effort, vocational identity and fit perception becomes weakened.

Research limitations/implications

The data used in this study only came from the employees, although the authors test homologous deviation through Harman single factor test. If the authors can conduct the survey from both employees and their supervisors, it will be better for them to avoid homology bias. Furthermore, more factors need to be considered in the formation of fit perception of Chinese new generation employees.

Originality/value

The paper explains the internal relations between work value, career exploration, vocational identity and fit perception on the basis on of the characteristics of Chinese new generation employees.

Details

Nankai Business Review International, vol. 3 no. 4
Type: Research Article
ISSN: 2040-8749

Keywords

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