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The purpose of this study is to review the current status of the Journal of Chinese Human Resource Management (JCHRM) in this initial stage and present a number of emerging unique Chinese phenomena for scholarly attention in relation to JCHRM entering its fifth year.

Based on a review of JCHRM's status, we further reviewed literature and media reports to identify new research opportunities for indigenous Chinese human resource management (HRM) research.

JCHRM has demonstrated its strength and uniqueness in contributing to management knowledge production and dissemination in the first four years, thanks to enthusiastic support from the worldwide research community. Moving forward, we identify a number of intriguing indigenous phenomena, including distinctive social political contexts in state-owned enterprises, emerging trends in embracing the Party Branches (dang zhi bu, Fixed graphic 1) by multinational corporations (MNCs) in China and the indigenous Chinese suzhi (Fixed graphic 2) phenomenon, for new opportunities in Chinese HRM research.

The three indigenous phenomena constitute only a few samples. Developing a theoretical understanding of Chinese HRM phenomena has a long way to go. Continued inquiries in this area will not only help build local knowledge on complex organizational dynamics but also enrich the overall management knowledge base.

We review the status of JCHRM in its first four years and bring a sample of intriguing indigenous Chinese phenomena to the attention of the worldwide scholarly community for future research.

This article aims to highlight the importance of creativity and innovation in Chinese HRM research and practice. The authors first seek to bring some conceptual clarity to the term “innovation”, especially in relation to the notion of creativity. The authors then discuss Chinese HRM research and policies and practices associated with innovation. The authors conclude the article by introducing the forum articles that constitute this issue of the journal.

Literature review and analysis.

The authors discuss the conceptual difference and similarity between innovation and creativity. The literature analysis shows that Chinese HRM research is in a transitioning stage from local private novelty to global novelty, and innovation at individual and organizational level is determined by a sound national innovation system (NIS) that either fosters or hinders the overall ability of innovation in a sub-system.

The article differentiates creativity and innovation conceptually and specifies the critical role of NIS in fostering innovation ability at individual and organizational levels.

This editorial essay aims to focus on research integrity and commitment to excellence by analyzing the transitioning symptom associated with the Chinese research community as causes for concerns in research ethics and misconduct. The authors highlight their editorial process and practice in safeguarding research integrity at JCHRM and address related ethical issues on duplicate submissions in relation to their editorial experience.

This article adopts an approach combining literature review and reflexive analysis.

The current academic misconduct and ethical concerns in China are caused by a number of concurrent counterforces: increased attractive opportunities in moonlighting; research mindset rooted in the traditional learning orientation on imitation and contemporary education on rote learning; and heightened publication‐based performance requirement enforced by the government and institutions. These counterforces are further complicated by the ongoing socio‐cultural context, e.g. the drinking and eating culture. The authors report their editorial steps in safeguarding research integrity and commitment to excellence. In relation to submitting translated published papers to an English journal, they emphasize that originality is the core. They are committed to facilitate the transition of Chinese HRM research community to conform to the international standard.

This article links professional ethics, research integrity, and commitment to excellence to developing Chinese scholarly human resources. It articulates specific goals, principles, and responsibilities of JCHRM editorial practices for promoting high‐quality Chinese HRM research.

The purpose of this paper is to examine the effect of feedback seeking (FBS) and impression management (IM) on candidates’ evaluative performance and final hiring decision in a recruiting assessment center (AC) by a multinational corporation (MNC) in China.

The authors adopted a mixed-methods design. The authors first surveyed 234 candidates and 12 recruiting managers as assessors in four Chinese cities in one year. The authors then collected 23 candidates’ qualitative data in the forms of online blogs, diaries or letters sharing their recruitment experiences from 2005 to 2014.

The quantitative results showed that both candidates’ FBS and IM behaviors were positively related to their evaluative performance, yet with no significant effects on hiring decision. However, the interaction of FBS and IM significantly reduced the likelihood of a positive evaluative performance and hiring decision. Qualitative findings showed that IM was adopted by the candidates, and encouraged by the firm in the initial period of AC. Implicit FBS behavior was also found in the qualitative data.

The results offer important practical implications. For applicants, success in job search depends on one’s overall ability and capacity, while proper FBS and initial IM may be helpful to get in the race. At the firm level, MNCs need to adopt innovative strategies to win the “war for talent” in campus recruiting to cope with the deficiency in the educational focus.

The authors adopted a mixed-methods approach to examining the dynamics of AC process in campus recruiting processes. This study is among the first examining the interactions of FBS and IM in the selection research.

Human resources have become a key issue in relation to the strong competition between service firms. Therefore, the purpose of this paper is to explore the relationship between high-performance human resource management (HRM) within this field to firm performance, making a useful attempt to explore the “black box” of enterprise human resources management effect on firm performance.

In order to validate the relationship between high-performance HRM and firm performance, Chinese service industry samples were collected. Structural equation modeling and regression are adopted to estimate the direct effect of high-performance HRM on firm performance and the mediating role of innovation.

The results show that the impacts of high-performance HRM on firm performance are significant. Moreover, innovation plays a partial mediating role between them. Training, work analysis and employee participation has a significantly positive impact on firm performance, while effects of profit sharing, employee development and performance evaluation on enterprise performance is not significant. The results strongly support the hypothesis that innovation holds intermediary variables between high-performance HRM and firm performance.

Studying the relationship between high-performance HRM and firm performance can help Chinese enterprises more reasonable and effective learning foreign advanced management ideas and methods. And then can help Chinese enterprises to establish a high-performance HRM system that is suitable for Chinese enterprises; the research can help enterprises to identify meaningful practice of human resources management, outstanding keys, and perfect the HRM system of enterprises; research on innovation and innovative thinking is conducive to develop employees’ innovation motive, promote employee’ innovative behavior, and improve firm performance.

This paper takes innovation as a mediating variable into the model and studies the intermediary role of innovation.

The purpose of this paper is to describe the structure of nonlinear dampers and the dynamic equations, and nonlinear realization principles and optimize the parameters of nonlinear dampers. Using the finite element method to analyze the seismic performance of the frame structure with shock absorber.

The nonlinear shock absorber was installed in a six-storey reinforced concrete frame structure to study its seismic performance. The main structure was designed according to the eight degree seismic fortification intensity, and the time history dynamic analysis was carried out by Abaqus finite element software. EL-Centro, Taft and Wenchuan seismic record were selected to analyze the seismic response of the structure under different magnitudes and different acceleration peaks.

Through the principle study and parameter analysis of the nonlinear shock absorber, combined with the finite element simulation results, the shock absorption performance and shock absorption effect of the nonlinear energy sink (NES) nonlinear shock absorber are given as follows: first, the damping of the NES shock absorber is satisfied, and the linear spring stiffness and nonlinear stiffness of the shock absorber are based on the relationship k1=kn×kl2, so that the spring design length is fixed, and the linear stiffness of the shock absorber can be obtained. The nonlinear shock absorber has the characteristics of high rigidity and frequency bandwidth, so that the frequency is infinitely close to the frequency of the main structure, and when the mass of the shock absorber satisfies between 0.056 and 1, a good shock absorption effect can be obtained, and the reinforced concrete with the shock absorber is obtained. The frame structure can effectively reduce the seismic response, increase the natural vibration period of the structure and reduce the damage loss of the structure. Second, the spacer and each additional shock absorber have a small difference in shock absorption effect. After the shock absorber parameters are accurately calculated, the number of installations does not affect the shock absorption effect of the structure. Therefore, the shock absorber is properly constructed and accurately calculated. Parameters can reduce costs.

New shock absorbers reduce earthquake-induced damage to buildings.

This study aims to investigate whether and how public air environmental concern (PAEC) affects corporate environmental, social and governance (ESG) performance in emerging markets.

This study measured PAEC using the Baidu index search keyword “雾霾 (PM2.5)” and assessed its impact on corporate ESG among Chinese A-share listed companies from 2011 to 2020 through regression analysis.

The empirical results indicate a positive relationship between PAEC and corporate ESG. Moreover, PAEC facilitates enhanced corporate ESG performance by mediating through corporate reputation and government environmental regulations. Heterogeneity analysis shows that the promotion effect of PAEC on ESG is more pronounced in the subgroups of companies with an excellent green image, low perceived uncertainty, strong management political connections, low short-termism, high industry technological levels and low pollution levels.

The practical implications of this study underscore the importance for policymakers, investors and companies to prioritize PAEC and its influence on corporate ESG performance.

This study contributes to ESG literature by highlighting the positive impact of external oversight, such as PAEC.