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Despite the magnitude of the platform economy in China, the existing labour law security mechanism is limited and is evidently incapable of addressing problems arising from platform employment. We analyzed 102 cases of court decisions, between 2014 and 2019, relating to disputes between Internet network platforms and labour providers, with special attention not only to the legal challenges but also to the social risks incurred by this rapidly expanding yet largely unregulated segment of the labour market. We propose that the concept of socialization of contract service should be central to platform employment and suggest that a multi-level platform employment security network be developed to provide a better balance between economic efficiency and social justice. Keywords: China, court decisions, gig economy, legal challenges, platform employment, subordination theory, SUMMARY Research Objective and Questions We aimed to examine court rulings on disputes between network platforms and labour providers in order to understand the nature of the employment relations and [...]

Employee voice in China remains an under-researched topic from an industrial relations perspective. We investigated the relationship between family dependents (children and elderly) and migrant worker silence, with townfellow organizations as a moderator, based on the data of the 2014 Guangdong Migrant Workers Survey. The findings reveal that migrant workers with dependent children are more likely to keep silent when their labour rights and interests are violated at the workplace, while family responsibilities for dependent elderly family members do not have significant impacts on migrant workers' silence. In addition, town-fellow organizations weaken the association between family responsibilities for elderly dependents and silence. Our study contributes to the existing literature on employee voice and provides evidence on the role of town-fellow organizations in China as an informal, emerging institutional actor that regulates labour relations through their involvement in dispute resolution. KEYWORDS: employee silence, family dependents, informal institutional actor, migrant workers, town-fellow organization Objectif de recherche et questions--La voix de l'employé en Chine demeure un thème peu étudié du point de vue des relations industrielles, surtout à l'égard des travailleurs venus de la campagne. Ces derniers, qui constituent le segment le plus important de la population active, ont peu de moyens efficaces pour faire entendre leur voix. À ce jour, pour expliquer le silence de l'employé dont les droits du travail ont été violés, on a accordé trop peu d'attention au rôle des responsabilités familiales. On a également trop peu examiné le rôle modérateur des acteurs institutionnels informels, comme les organisations de migrants venus de la même ville, qui permettent au travailleur migrant lésé d'exprimer ses revendications. La présente étude a pour but de combler ces lacunes en répondant à deux questions: (1) Le travailleur migrant sera-t-il plus enclin à garder le silence s'il a des enfants ou des aînés à sa charge? (2) De quelle manière l'organisation de migrants venus de la même ville influence-t-elle le lien entre le fait d'avoir des personnes à charge et le choix de se taire? Méthodologie--Il s'agit d'une étude empirique de la relation entre les personnes à charge (enfants et aînés) et le silence du travailleur migrant, ainsi que le rôle modérateur de l'organisation de migrants venus de la même ville. Les données proviennent d'une enquête sur des travailleurs migrants (n = 776) vivant dans la province de Guangdong, dans le sud de la Chine. Résultats--1) Si un travailleur migrant a des membres de famille à sa charge, ce fait influencera sa voix lorsque ses droits auront été violés. 2) Dans cette éventualité, il est plus enclin à se taire pour le bien de ses enfants que pour celui de ses aînés. 3) Quant à l'organisation de migrants venus de la même ville, elle affaiblit la relation entre le fait d'avoir des aînés à charge et le choix de garder le silence. Contributions--1) Ces résultats enrichissent les connaissances actuelles sur l a voix du travailleur migrant en Chine, surtout celui ayant des responsabilités familiales. 2) Nous avons démontré que l'organisation de migrants venus de la même ville joue un rôle institutionnel qui est informel mais néanmoins important, soit celui de représenter les travailleurs migrants dont les droits du travail ont été violés. MOTS CLÉS: silence de l'employé, membres de famille à charge, acteur institutionnel informel, travailleurs migrants, organisation de migrants venus de la même ville., Introduction Research on employee voice in China remains limited, despite increasing momentum since the mid-2010s (c.f. Huang et al., 2016a, for a review). To date, most studies, particularly those of [...]

This introduction to the special issue Achieving Sustainable Development Goals through Common-Good HRM: Context, approach and practicedraws the links between the United Nations Sustainable Development Goals (SDGs), the concept of Common-Good HRM and the practice of human resource management (HRM) to extend intellectual and empirical insights into this important field. Particular attention is accorded to the collective social and environmental dimensions of SDGs and the place of HRM in contributing to the ‘common good’ within and beyond the workplace. Firms may create space and incentives for HRM to promote sustainability, or actively work to constrain meaningful action in this regard. This collection brings together a broad cross-section of articles dealing with the SDGs and HRM, identifying emerging common ground and contestation as a basis for future HRM theory building, empirical enquiry and practice.

Employment relations in emerging economies have witnessed significant changes in the last decade as a result of two contradictory pressures. First, the opening of markets, heightened competition, neo-liberal reforms, and [...]

An overview of three major reforms in China's public sector pay system for the last five decades is assessed. The pay system in China demonstrates certain unique characteristics such as egalitarian culture and heavy proportion of bonus in the pay package.

During 1992-2002, 40% of business transfers took place, but the terms and conditions of the employees had not been taken into account. However, the Transfer of Undertakings (Protection of Employment) (TUFE) was formed to protect the rights of these workers. It is argued that TUPE provides only limited protection for transfers of undertakings.

This study focuses on the employment dimensions of inter-organizational relations, taking as an example a large regional airport. The dense and complex relationships that emerge in a multi-agency setting are highlighted to illustrate the tensions and contradictions that characterize the management of workers in an environment where contracting and recontracting predominate. These findings suggest that there is a need, on the one hand, to include inter-organizational relations in the study of the employment relationship and, on the other hand, to reinsert employment issues into the analysis of inter-organizational contracting and partnerships.

The influence of social interaction and social support on female expatriates cross-cultural adjustments is explained. Paula Caligiuri and Mila Lazarova suggested a model containing three predictive components that will help the female expatriates to deal successfully with cross-cultural adjustments on global assignments.

With a focus on governmental organizations, this paper takes a look at the opportunities for and obstacles to women's managerial careers in China.

A case study on cost effectiveness of adopting human resource shared service center models, by multinational corporations, is presented.

A research is conducted to analyze the role of managers in out sourcing the public services and relationships. It also emphasizes on the importance of organizational relationship development.

A critical examination of the reasons involved and on the effectiveness of human resource outsourcing, as a competitive strategy, is presented. The outsourcing of the human resource function and its implications on various groups of individuals, is also reviewed.

There has been a growing interest in the way patterns of employment relations are changing in China. However, there remains insufficient understanding in employment relations in small private businesses. This study of small businesses in China explores major issues in employment relations in these firms. The finding shows that there are major differences between large and small businesses in China in their employment practices and that considerable similarities exist between small firms in China and those in other countries.

A description of the management of the state-owned railway industry in China in 2000 is presented, with focus on the implementation of human resource policies to achieve improved efficiency.

The usage of multicultural education for employees in multinational corporations is discussed.

The findings of Hill and Knowlton's annual global survey of senior executives' views on corporate reputation management, have revealed that Chinese chief executive officers differ from their United States and European counterparts on the importance of corporate reputation, complete details of the research and findings are presented.

The role of Asian women in employment and management is examined.

Research is presented concerning the influence which Japanese management principles have had on the quality control initiatives of British management. The quality control techniques which have been adopted are discussed.

Drawing its argument from a range of theoretical perspectives, this paper proposes an integrated approach to study the role of user involvement in the continuous innovation of production technology. A framework is developed that outlines several sets of inter-organizational relationships among the organizations related to a given type of production technology. It also draws on data from questionnaire surveys and interviews in the UK to assess the extent to which supplier and user firms as well as their subcontracting firms adopt a network approach to sharing knowledge in the continuous innovation of the production technology to enhance performance.