Wayne Wells and Gary Yoshimoto
In recent years, businesses in many states have been given the opportunity to select a new form in which to conduct business called the limited liability company. This form…
Abstract
In recent years, businesses in many states have been given the opportunity to select a new form in which to conduct business called the limited liability company. This form provides the advantage of the personal liability protection of a corporation, while being taxed as a partnership. If most states create the limited liability company and current issues of uncertainty are favorably resolved, the limited liability company should become the most advantageous business form for most small and medium sized businesses.
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Elaine Davis, Janell Kurtz and Wayne Wells
This article reviews the most important provisions of the Family and Medical Leave Act of 1993. Topics covered include: effective dates, employer coverage,employee coverage, leave…
Abstract
This article reviews the most important provisions of the Family and Medical Leave Act of 1993. Topics covered include: effective dates, employer coverage,employee coverage, leave requirements, posting and notice requirements, and damages for employer failure to comply. The article also discusses suggestions to employers on implementing their programs to comply withthe FMLA.
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The purpose of this paper is to gain an understanding of the current status, major concerns and trends faced by Chinese HRM professionals in relation to Wayne Chen and Hay Group…
Abstract
Purpose
The purpose of this paper is to gain an understanding of the current status, major concerns and trends faced by Chinese HRM professionals in relation to Wayne Chen and Hay Group China's engagement in its client organizations, also to identify the relationship between HRM research and practices in China.
Design/methodology/approach
The paper reports an interview with an established HRM consulting practitioner, Wayne Chen, Managing Director of Hay Group Northeast Asia.
Findings
The gap in HRM professionals' skill set between China and Western countries may take years to close. The impact of Chinese culture in the workplace also indicates HRM practice is different to that in the West. The focal area of China HRM practices is to help organizations achieve their strategic goals by effectively managing and developing talents additionally, research informed HRM practice proves to be effective in enhancing the contributions of HRM practices to organizations.
Practical implications
The practical implication is obvious as the interviewee is with a leading consultant currently engaged in real world Chinese HRM practice. This paper also informs future research on Chinese HRM.
Originality/value
The interviewee, Wayne Chen, offers valuable insights for both HRM practitioners and researchers about current status and future trends in Chinese HRM practices.
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Gian Casimir, Yong Ngee Keith Ng, Karen Yuan Wang and Gavin Ooi
The purpose of this paper is to examine whether leader-member exchange (LMX) and perceived organizational support (POS) have interactive effects on affective commitment to the…
Abstract
Purpose
The purpose of this paper is to examine whether leader-member exchange (LMX) and perceived organizational support (POS) have interactive effects on affective commitment to the organization. The utility of Social Exchange Theory for explaining workplace attitudes and behaviors in non-Western settings has been questioned. Another objective is to test the hypotheses, which are based on Social Exchange Theory, within a Chinese context.
Design/methodology/approach
Cross-sectional, self-report data on LMX, POS and affective commitment were obtained from 428 full-time employees in China. In-role performance ratings were provided by immediate supervisors.
Findings
LMX and POS have synergistic effects on affective commitment. Affective commitment mediates both the relationship between LMX and in-role performance and the relationship between POS and in-role performance.
Research limitations/implications
The limitations include using a cross-sectional, self-report design for LMX, POS and affective commitment, and only sampling employees in organizations in China. The findings support an explanation of workplace attitudes and behaviors in a non-Western setting based on social exchange. The effects of a proximate source of social exchange (i.e. LMX) on affective commitment depend on the level of a remote source of social exchange (i.e. POS), and vice versa.
Practical implications
Organizations need to improve the quality of their leader-follower relationships and support their members. Organizations need to increase affective commitment because it appears to drive in-role performance.
Originality/value
The authors show that LMX and POS from the same source (i.e. followers) may have interactive effects on affective organizational commitment as well as that social exchange may explain workplace attitudes and behaviors in China.
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Multinational organizations are often unable to send their first-choice candidates on international assignments because employees are unwilling to relocate internationally. The…
Abstract
Purpose
Multinational organizations are often unable to send their first-choice candidates on international assignments because employees are unwilling to relocate internationally. The purpose of this paper is to understand how organizations can effectively increase employees’ willingness to relocate internationally.
Design/methodology/approach
The study sample consisted of 229 employees who have not previously worked abroad in a large and global-minded Taiwanese bank.
Findings
This study found that when employees perceived international assignment experience to be valuable to their career and valued by their organization, they reported a higher level of willingness to relocate internationally. Moreover, this study also found the perceived organizational support (POS) on career and adjustment as moderators.
Research limitations/implications
The use of one company in Taiwan as the source of the sample may limit the generalizability of the results. The cross-sectional design of this study also makes it impossible to examine the causality among variables.
Practical implications
To enhance employees’ willingness to relocate internationally, organizations should ensure that they communicate clearly that organizations value employees’ international assignment experience before, during, and after the assignment.
Originality/value
This study uses social informational processing theory to examine the effects of international assignment value on employee willingness to relocate internationally, as well as the effects of POS for international assignment on employee willingness to relocate internationally.
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Ing-Chung Huang, Pey-Lan Du, Li-Fan Wu, Jennet Achyldurdyyeva, Li-Chang Wu and Chih Seng Lin
The purpose of this paper is to report the findings of a study that examines the influence of leader–member exchange (LMX) on employees' turnover intention and presenteeism with…
Abstract
Purpose
The purpose of this paper is to report the findings of a study that examines the influence of leader–member exchange (LMX) on employees' turnover intention and presenteeism with the mediating role of perceived organizational support in the context of the semiconductor industry.
Design/methodology/approach
An empirical study based on a sample of 124 department managers and 241 team members in five high-tech companies in Taiwan. Structural equation modelling analysis was used for hypothesis testing.
Findings
The results reveal that perceived organization support significantly relates to employees' turnover intention and mediates the relationship between LMX and turnover intention. Additionally, employees' presenteeism is influenced by perceived LMX.
Practical implications
The results of the study are of high importance for high-tech companies, which continuously strive for innovation efficiency and sustainability. Managers and practitioners could benefit from better understanding regarding the importance of perceived organization support and LMX in affecting employee behaviours and company performance.
Originality/value
The present study finds a significant positive relationship between LMX and presenteeism, which is contrary to the previous research.
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The purpose of this article is to empirically examine the relationships between organizational support, affective commitment, and organizational citizenship behavior (OCB) for…
Abstract
Purpose
The purpose of this article is to empirically examine the relationships between organizational support, affective commitment, and organizational citizenship behavior (OCB) for expatriates.
Design/methodology/approach
Data from 162 expatriates, working in 37 subsidiaries of multinational corporations located in Mainland China, are used to examine the proposed hypotheses. The surveys are administrated in Chinese. Survey items are first translated into Chinese and then back translated to English to reduce the risk of losing meaning. Hierarchical regressions are used in the statistical analyses.
Findings
Results indicate that perceived organizational support (POS) from both the parent company and the subsidiary significantly related to affective commitment and organizational‐directed OCB. The results also show that the affective commitment acted as a partial mediator of the relationship between parent company POS and organizational‐directed OCB, and a full mediator of the relationship between subsidiary POS and organizational‐directed OCB.
Research limitations/implications
The sampling strategy employed possibly could weaken the generalization of the research findings.
Practical implications
The empirical results would encourage practitioners to enhance their services for expatriates. Management efforts devoted to enhancing the perception and reality of organizational support to expatriates may offer positive outcomes in terms of higher expatriate affective commitment towards the parent company, which significantly mediates the impact of POS on expatriate's ultimate attitudes and behaviors toward the company.
Originality/value
This study using POS as a lens to study expatriates' organizational commitment and organizational‐directed OCB provides a base for additional research to further develop the fields of POS and organizational‐directed OCB as they apply to expatriates.
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This research draws on qualitative interviews with primarily lower socioeconomic status (SES) public library internet users to illuminate their perceptions of economic benefits…
Abstract
This research draws on qualitative interviews with primarily lower socioeconomic status (SES) public library internet users to illuminate their perceptions of economic benefits afforded by the internet. This powerful evidence challenges utopian new technological theories. The results from this study allow for the comparison of perspectives from Millennials, Generation Xers, Boomers, and the Silent generation. These results suggest a disconnect between the cultural mythology around the internet as an all-powerful tool and the lived experiences of lower SES respondents. Lower SES participants primarily use the internet to train and educate themselves in areas where they would like to work in the process of applying for jobs using the internet. Participants recognized marginal benefits such as socialization and less burdensome job application processes. However, they struggled to identify significant job-related benefits when comparing applying for jobs online as opposed to applying for jobs in person. With the exception of millennials, all generational groups believed in the economic promise of the internet to make their lives easier given enough time. Millennials, however, challenged the techno-utopianism expressed by other generations. Only millennials recognized the realities of digital inequalities that make techno-utopian outcomes unattainable given broader economic realities for low-SES individuals.
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Marshall Pattie, Marion M. White and Judy Tansky
The purpose of this paper is to examine the prevalence of repatriate support practices in organizations within the context of the current literature in this field of study.
Abstract
Purpose
The purpose of this paper is to examine the prevalence of repatriate support practices in organizations within the context of the current literature in this field of study.
Design/methodology/approach
A total of 42 firms employing 3,234 expatriates were surveyed regarding human resource practices that support repatriation. Analysis focused on support practices as predictors of voluntary and involuntary turnover.
Findings
Results indicate that the majority of firms surveyed used two or fewer repatriate support practices. While 60 percent of firms offered logistical assistance, such as relocation services, less than 70 percent offered career and training support for repatriates. The most common cause of involuntary turnover is the lack of job openings in the home organization upon reentry, while the most common cause of voluntary turnover is the organization's poor utilization of the expatriate's skills acquired on the overseas assignment. Organizations with more support practices reported a lower average repatriate turnover compared to organizations with fewer support practices.
Practical implications
While previous literature suggests that repatriate support practices are critical, this research finds that few organizations are providing sufficient support to mitigate turnover.
Originality/value
In contrast to much of the research on repatriation that relies on individual perceptions, this paper utilizes organization level survey data provided by 42 firms that document their repatriate support practices.
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Chunxiao Li, Yun Fan and Yue Zhang
Based on the self-concept perspective, the purpose of this paper is to explore the process of working mothers who conduct job crafting to build new role identities and…
Abstract
Purpose
Based on the self-concept perspective, the purpose of this paper is to explore the process of working mothers who conduct job crafting to build new role identities and self-efficacy, which ultimately affects work-to-family enrichment. The paper further explores the moderating role of inclusive leadership.
Design/methodology/approach
The authors collected data at two time points. The sample for the study consisted of 216 professional working mothers in China who returned to work after the birth of their first child.
Findings
Results show that working mothers' job crafting had a positive effect on work-to-family enrichment. In addition, working mothers' role identity and role self-efficacy played mediating roles between the links. Finally, inclusive leadership moderates the indirect effect of task crafting and relational crafting on work-to-family enrichment through role identity and role self-efficacy. The positive indirect relationships are stronger in high levels of inclusive leadership.
Practical implications
The employers should provide opportunities, support, and freedom for working mothers to craft their jobs according to their individual demands for better self and home outcomes.
Originality/value
This study focuses on the job crafting of working mothers. The authors extend the consequences of job crafting to the nonwork domain. In addition, this study uncovers the influence of job crafting from the perspective of self-concept (i.e. role identity and role self-efficacy). Furthermore, the authors demonstrate the moderating role played by inclusive leadership in this process.