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Based on data from China's A-share listed companies from 2008 to 2017, this paper examines the influence of the contemporary values of Confucianism, namely benevolence, righteousness, propriety, wisdom, and fidelity on the effectiveness of internal control. It indicates a significant positive correlation between the contemporary values of Confucianism and the effectiveness of internal control. Furthermore, this positive influence is noticeable in family-owned businesses but is unobserved in foreign-invested enterprises in China. In addition, the contemporary values of Confucianism enhance internal control quality through two pathways: promotion incentives and corporate reputation. In regions with lower degrees of openness, lower levels of rule of law and slower marketization, or in companies facing operational crises, the contemporary values of Confucianism have a more pronounced effect on enhancing the effectiveness of internal control. The contemporary values of Confucianism have strengthened the ability of internal control to decrease agency costs and mitigate the negative influence of internal control on risk-taking. [ABSTRACT FROM AUTHOR]

Using a sample of Chinese A‐share listed firms over the period 2010–2017, this paper investigates the impact of local donation culture on corporate tax avoidance. We find that firms located in areas with a strong local donation culture are less engaged in tax avoidance. The results remain robust under a variety of robustness tests. Furthermore, we find that this relationship is driven by enhancing the moral identity of managers. In further analysis, we also explore the role of media attention, chief executive officer's (CEO's) childhood famine experience, and CEO duality in the relationship between local donation culture and corporate tax avoidance. This study enriches the existing literature on culture and firms' behaviors, and the conclusion of this paper has significant policy implications for governing corporate tax avoidance. [ABSTRACT FROM AUTHOR]

Aims: The aims of this study were as follows: (a) to examine the relationship between perceived organizational support and resilience; (b) to investigate the potential mediating role of general self‐efficacy and cognitive reappraisal among emergency nurses who have experienced workplace violence; and (c) to explore the application of Kumpfer's resilience framework to emergency department nurses. Design: A cross‐sectional study. Methods: From February 17, 2021, to March 8, 2021, 825 emergency nurses working in the emergency departments of tertiary hospitals in Shanghai, China, completed an online survey. Data on resilience, organizational support, cognitive reappraisal and general self‐efficacy were collected through questionnaires. The Spearman analysis was employed to investigate the relationship between variables, while the mediation analysis was conducted using AMOS 23.0 statistical software. Results: The findings of a study involving 825 emergency nurses who reported experiencing workplace violence reveal a positive correlation between perceived organizational support and resilience. Additionally, it has been observed that the relationship between these two factors is mediated by both cognitive reappraisal and general self‐efficacy. Furthermore, the mediating effect of cognitive reappraisal is more significant in this relationship. Conclusion: Kumpfer's resilience framework is found to apply to emergency nurses. Perceived organizational support, an environmental factor, affects resilience directly and positively. In addition, cognitive reappraisal and general self‐efficacy, which are individual factors, mediate this influence path. These findings suggest an interaction between environmental and individual factors in determining the resilience of emergency nurses. Impact: These findings have implications for developing resilience intervention strategies for emergency nurses exposed to occupational violence. Enhancing personal attributes such as general self‐efficacy and cognitive reappraisal is as significant as strengthening external organizational support environments for enhancing nurses' resilience. Patient or Public Contribution: Emergency nurses participated in the pilot test of our questionnaire survey and gave their opinions on the questionnaire design. Summary Statement: What is already known about the topic? In emergency rooms, workplace violence is prevalent, and it seriously endangers nurses' physical and mental health. Enhancing resilience can improve nurses' ability to self‐regulate after experiencing violence. However, the drivers and mechanisms of resilience among emergency nurses who have experienced workplace violence remain unidentified. What this paper adds? This study confirms the applicability of Kumpfer's resilience framework to emergency nurses who have experienced workplace violence. Nurses' self‐efficacy and cognitive reappraisal mediate the relationship between perceived organizational support and resilience after exposure to workplace violence. The resilience process for emergency nurses involves the interaction of individual and environmental factors. Implications for practice/policy. Managers and researchers should consider the interaction between individual and environmental factors when developing resilience intervention strategies for emergency nurses who have suffered workplace violence. It is essential to support emergency nurses from the dyadic dimensions of the environment and the individual. A supportive organizational environment and individual positive adjustment strategies are equally important in promoting resilience among nurses. [ABSTRACT FROM AUTHOR]

This paper extracts culture element of long-term orientation from Chinese listed firm's annual report, then argue and testify whether long-term orientation can help firms to hang on risky decision especially as innovation, when firms are under performance pressure. There are three main conclusions. First, we report that the higher degree of long-term oriented culture a firm has, the stronger innovation capability the firm shows. Second, we find that long-term oriented culture can improve employee's educational qualification to promote corporate innovation, as well as improve the corporate internal control to promote innovation. Third, when firms are subjected to internal or external performance pressure in their business process, higher long-term oriented culture will make firms more innovative. [ABSTRACT FROM AUTHOR]

On February 26, 2018 and July 24, 2021, the Chinese government respectively issued two significant regulatory policies to address the problems caused by off-campus training institutions in terms of students' extra-curricular and family financial burdens. These policies have had a tremendous and far-reaching impact on the off-campus training industry in China. With the help of these two events, we explored the role of industry-level regulatory policies in shaping and forming organizational culture. This paper adopts a text analysis method, combined with the dimensions of the Denison Organizational Culture Survey (DOCS) and MAXQDA 18 software, to obtain data on corporate culture. Then, the approaches of regression discontinuity in time (RDiT) and regression discontinuity (RD) designs with multiple cutoffs are used to estimate the policy treatment effect. This empirical research suggests that regulatory policies have a significant impact on corporate culture. Moreover, regulatory policies of varying degrees of strictness have differential effects on different dimensions of corporate culture. The research findings contribute to the theories of corporate culture and can guide enterprises to evaluate the impact of policies on corporate culture more clearly, thereby enabling them to make wiser operation decisions. [ABSTRACT FROM AUTHOR]

Purpose: Human–robot collaboration (HRC) is an emerging research field for the construction industry along with construction robot adoption, but its implementation remains limited in construction sites. This paper aims to identify critical risk factors and their interactions of HRC implementation during engineering project construction. Design/methodology/approach: Literature research, expert interviews, a questionnaire survey and a social network analysis (SNA) method were used. First, literature research and expert interviews were employed to identify risk factors of HRC implementation and preliminarily understand factor interactions. Second, a questionnaire survey was conducted to determine the degree of interactions between risk factors. Third, based on the data collected from the questionnaire survey, SNA metrics were used to find critical risk factors and critical interactions. Findings: The critical risk factors consist of robot technology reliability, robot-perceived level, conflict between designers and users of construction robots, organisational culture, organisational strength, project cost requirements, changeability of project construction, project quality requirements and project safety requirements. The interactions between risk factors are strong and complex. Robot technology risk factors were relatively fundamental risk factors, and project risk factors had a direct influence on the risk of HRC implementation. The implementation cost of HRC was not identified as a critical risk factor. Individual risk factors could be mitigated by improving technical and organisational factors. Originality/value: This paper contributes to the body of knowledge in the field of both HRC behaviours and its risk management in construction project management. Identifying the critical risk factors and their interactions of HRC implementation in the construction industry and introducing social network theory to the research on critical risk factors are the innovations of this paper. The findings and proposed suggestions could help construction professionals to better understand the HRC risk factors and to manage the risk of HRC implementation more effectively. [ABSTRACT FROM AUTHOR]

This paper focuses on the earnings management and the culture of China Time‐honoured Brand. It shows that the accrual earnings management and real earnings management of China Time‐honoured Brand are significantly lower than other enterprises. The transmission mechanism between culture and corporate earnings management comes from the executives' culture infiltration. Property rights and incentive compatibility have significant moderating effect on the relationship between China Time‐honoured Brand and earnings management. From the quantitative point of view, this paper supplements the function of China Time‐honoured Brand culture in overcoming the problem of corporate information distortion and points out also the transmission mechanism and adjustment factors. On the one hand, it helps to deepen the understanding of the cultural factor and corporate financial behaviour, and on the other hand, it provides the direct evidence about the influence of Chinese excellent traditional culture to the small companies. The article helps to understand the relationship between traditional culture, corporate culture and corporate financial behaviour and its mechanism of action, which has an important practical significance. [ABSTRACT FROM AUTHOR]

Information and communication technology (ICT) has become increasingly important worldwide in education. This study aims to recognize the factors that influence the intention to use information and communication technology (ITUICT) and its acceptance in the education sector in China. A literature review was conducted to ascertain the potential factors such as perceived awareness, information acquisition, trustworthiness, social influence, and regulatory support that could affect the acceptance and ITUICT. For results, a survey was conducted on a sample of 381 university employees in China using a convenience sampling approach. The collected data were analyzed using partial least squares-structural equation modeling (PLS-SEM). The results show that individual factors such as perceived awareness, information acquisition, trustworthiness, social influence, and regulatory support significantly impact the ITUICT. Additionally, trustworthiness positively moderates the relationship among perceived awareness, information acquisition, social influence, regulatory support, and ITUICT. Policymakers and educators can use the findings of this study to enhance the adoption of ICT in China's education sector. The results of this study suggest that it is important to provide educational sector employees with training and support to increase their use of ICT technology. Furthermore, this paper offers theoretical progression to create a supportive organizational culture and provide the educational sector with the necessary technological resources to facilitate the use of ICT. [ABSTRACT FROM AUTHOR]

Background: The organizational climate that fosters and supports the implementation of evidence is a key factor influencing the effective implementation of evidence-based practice (EBP). Nurses, being the largest group of medical staff, play a crucial role in EBP implementation. The perception of the climate for EBP implementation among nurses in their organizations is unknown, especially among Chinese nurses. Aims: To clarify the implementation climate of EBP among Chinese nurses and identify the factors associated with the implementation and development of evidence-based nursing practices. Methods: This study employed a descriptive cross-sectional study design. From March 2023 to April 2023, a sample of nurses (n = 1260) from two Tertiary care hospitals in central China were selected and surveyed by self-designed social-demographic questionnaire and Implementation Climate Scale. Multiple linear stepwise regression analysis was conducted to determine the predictors of implementation climate. Results: The nurses achieved a mean ICS score of 59.10 ± 11.22, with mean scores exceeding 3 points for each sub-dimension and item. In the results of multiple linear regression, income satisfaction, implementation of evidence-based nursing practice project(s) within the unit, experience of evidence-based nursing practice during working life, and specific training or courses in evidence-based nursing practice were predictors of ICS. Of these, income satisfaction was the most significant predictor. These factors could explain 17.5% of the total variance in implementation climate. Conclusion: The climate for implementing EBP in Chinese nursing organizations was relatively strong. Nursing managers can enhance the climate for implementing EBP in their organizations by actively improving salary and enhancing EBP-related trainings and practices. Relevance to clinical practice: Understanding nurses' perceptions of the EBP implementation climate in their organizations can help to identify specific barriers and facilitators to the development of EBP and facilitate its successful implementation. Patient or public contribution: Clinical nurses were involved in data collection and completed the questionnaires on EBP implementation climate. What does this paper contribute to the wider global clinical community?: The number of studies on the organization and implementation climate of evidence-based nursing practice is limited, especially in China. According to the results of this study, nurses exhibited a positive perception and recognition of the organized EBP implementation climate. Income satisfaction, implementation of evidence-based nursing practice project(s) within the unit, experience of evidence-based nursing practice during the working life and specific training or courses undertaken in evidence-based nursing practice were factors of nurses' perception of implementation climate. Organizational managers should actively provide comprehensive resource support to enhance the implementation climate of evidence-based nursing practice. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to employ social cognitive theory (SCT) as a theoretical framework to investigate the influencing factors affecting the knowledge transfer effectiveness of construction workers in China. The mediating role of their knowledge transfer willingness is also assessed. Design/methodology/approach: A questionnaire on knowledge transfer among Chinese construction workers is designed and subsequently analyzed by structural equation modeling (SEM), with a total sample of 288 construction workers. Findings: The SEM results show that the knowledge self-efficiency, blood and geographic relationships, and trust relationship promote knowledge transfer willingness and positively influence the knowledge transfer effectiveness of construction workers. However, the effect of organizational culture on knowledge transfer willingness and effectiveness is nonsignificant. Practical implications: The results are conducive to managers and governments formulating strategies to optimize the learning mechanism of construction workers and facilitate their obtaining of resources from the project, thus easing skill shortages and promoting the transformation of construction workers into industrial workers. Originality/value: This paper innovatively proposes blood and geographic relationships as research variables, expanding their scope. Furthermore, SCT is applied to enable future research to better understand individual knowledge transfer behavior from both personal and environmental perspectives. [ABSTRACT FROM AUTHOR]

Aim: To improve the level of hospital workers' safety performance in response to emergencies (e.g. COVID‐19), this paper examines the relationship between hospital workers' job control on safety performance, and the mediating role of hospital safety climate and the moderating role of social support. Design: In this cross‐sectional questionnaire survey, a convenience sampling of hospital workers from three hospitals that have COVID‐19 cases from Beijing and Shandong Province in China. Methods: These questionnaires were used to obtain self‐reported data on hospital workers' job control, hospital safety climate, social support and safety performance. Mplus software was used to calculate CFA. SPSS25.0 software was used to calculate mean values, standard deviations, correlations and regression analyses. Results: The participants were 241 hospital workers from three hospitals in China (male = 55.2%, female = 44.8%; age range <30 to >45; physician = 58%, nurse = 22%, other hospital worker = 20%). A moderated mediation model among job control, hospital safety climate, social support and safety performance was supported. Moderated mediation analysis indicates hospital workers' job control effectively improves the level of safety performance; hospital safety climate plays a partially mediating role in the process of job control affecting hospital workers' safety performance; social support moderates the effect of work control on medical workers' safety climate. Hence, it is important to increase job control and hospital safety climate. Further, social support for hospital workers should be encouraged, advocated and supported. [ABSTRACT FROM AUTHOR]

Accessible Summary: What is known on the subject?: Physical restraint is widely used in the elderly at home, and cognitive impairment is an important risk factor. Family caregivers of people with dementia are the main decision makers and implementers of physical restraint at home.Most people with dementia in China receive home care, and family caregivers face enormous care and moral pressures influenced by Confucian culture.Current research on physical restraints focuses on quantitative analysis of its prevalence and reasons within the institutions. There is little research on how family caregivers perceive physical restraints in home care context, especially under Chinese culture. What the paper adds to existing knowledge?: Many family caregivers face approach – avoidance conflict and moral dilemmas when making decisions to restrain, and they make difficult choices in these dilemmas.In China, family caregivers are influenced by many unique factors, including traditional Confucian culture, family affection, and rural home environment.Inadequate laws and policies provide the ground for abuse of physical restraints, and family caregivers rarely consider legal and policy restrictions when using physical restraints. What are the implications for practice?: With limited medical resources, nurse‐led dementia management is the hope to reduce physical restraints in home.Mental health nurses need to assess for the appropriateness of physical restraints associated with psychiatric symptoms in people with dementia.At both organizational and community levels, improving effective communication and relationships between professionals and family caregivers are important to address. Improvements in this context require education and time for staff to develop skills and experience which is necessary to provide family caregivers with ongoing information and psychological support within their communities.Considering Confucian culture will be of value for mental health nurses working in other countries where there are Chinese communities to better understand perceptions of family caregivers. Introduction: The use of physical restraints is a common practice in home care. Family caregivers face care‐related and moral pressures due to the influence of Confucian culture in China. The use of physical restraints in the Chinese cultural environment may differ from the use of such restraints in other cultures. Scientific Rationale: Current research on physical restraints focuses on quantitative analysis of its prevalence and reasons within the institutions. However, there is little research on how family caregivers perceive physical restraints in home care context, especially under Chinese culture. Aim: To explore the perceptions of family caregivers on physical restraints in people diagnosed with dementia receiving home care. Method: A descriptive, qualitative study of Chinese family caregivers of people diagnosed with dementia in home care. Framework method analysis was adopted using the multilevel socio‐ecological model. Results: Beliefs about benefit lead to a dilemma for family caregivers. Cherishing family's affection encourages caregivers to reduce physical restraints, but lack of help from family members, professionals and the community forces them to restrain their loved ones. Discussion: Future research should explore the complex issue of culturally specific physical restraints decisions. Implications for Practice: Mental health nurses must receive education regarding the negative outcomes of the use of physical restraints for family members of people diagnosed with dementia. A more liberal approach to mental health and relevant legislation, which is an emerging global phenomenon that is currently in an early phase of development in China, grants human rights to people diagnosed with dementia. Effective communication and relationships between professionals and family caregivers can contribute to the establishment of a dementia‐friendly community in China. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to verify the mediating role of commitment between market-oriented organizational culture and international market performance, and to discuss the moderator effect of national institutional environment on this mediating role. Design/methodology/approach: The research design follows a mixed methodology, combining qualitative and quantitative data collection and analysis. In the first phase, research hypotheses are proposed based on a literature analysis. In the second phase, sample data are collected through interviews and questionnaires sent to domestic contractors in China and South Korea, and a validity analysis of the results is carried out. Correlation and regression analyses are then performed on the valid data to verify hypotheses to prove the existence and influence of mediating effects. Hayes PROCESS Macro is used on the regression results to test the mediating effect of commitment on international project performance and the moderation effect of institutional environment. Findings: The results reveal that the commitment between partners has a mediating effect on the relationship between market culture and international project performance; however, no hierarchy culture is revealed. The mediating effect of commitment is regulated by the institutional environment. Research limitations/implications: Although the reliability and validity of the questionnaire data in this study are in line with research standards, a larger sample size would improve the reliability of the results. Further, the interviewed samples are mainly from China and South Korea; large representative samples from additional countries, such as Japan, should be considered to gain a fuller understanding and more comprehensive results. Originality/value: By emphasizing the differences between the two institutional environments of developing and developed countries in East Asia, a theoretical and empirical basis is provided. International construction enterprises in other countries can apply the findings to improve their international market performance in different institutional environments. The findings also provide an empirical reference that international construction enterprises in China and South Korea may use to adjust their organizational cultures and commitments to improve market performance. [ABSTRACT FROM AUTHOR]

Confucianism is the cornerstone of traditional Chinese culture, and it has a significant impact on corporate behaviour. This paper investigates the relationship between Confucian culture and default risk. Using a sample of Chinese listed companies that covers the period between 2010 and 2020, we find robust evidence that Confucian culture is negatively associated with the probability of default. The effect operates through improvements in reputation and resource acquisition. It is more pronounced at firms that face severe financing constraints, at firms that are located in regions with high marketization, and at firms that are subject to weaker external supervision. Additional analyses show that Confucian culture improves corporate social responsibility and the quality of internal control, reduces earnings management and corporate risk-taking, and, ultimately, decreases the overall value of the firm. On the whole, our findings provide evidence of the role of cultural factors in filling institutional voids. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to provide insight into the characteristics of working practices, in particular HRM practices in work settings in Chile, specifically the regulatory strength of organisational culture.Design/methodology/approach The paper is based on data gathered from a non-probabilistic sample of 1299 workers in the Metropolitan Region of Chile.Findings Findings suggest that HRM practices sustain, while restructuring, dynamics of worker monitoring and control, consistent with historical and social patterns of relationships in Chile. These relationships are sustained via status differences and operate through the development of paternalistic relationships between managers and workers.Originality/value The paper provides insight into the character of human resource management in Latin America from the perspective of workers. In addition, it highlights the impact of organisational culture on regulating workplaces and shaping HRM practices that do not challenge the socio-cultural order. [ABSTRACT FROM AUTHOR]

This study investigates the impact of Chinese traditional culture on corporate social responsibility (CSR) practices in family businesses in China. Chinese traditional culture is captured by Confucianism, Taoism, or Buddhism. Multiple regression analysis was run on a panel dataset of CSR spending of family firms listed on Shanghai or Shenzhen Stock Exchanges in China for the period from 2008 to 2019, measured by R&D spending, staff expenditure, revenue, and cash donations. The empirical results show that family businesses with Buddhist and Taoist cultures invest more in R&D, better fulfilling quality responsibility. Family firms advocating Buddhism make more cash donations, taking more philanthropic responsibility. However, traditional cultures do not have statistically significant effects on employee responsibility and financial responsibility. The mcain contribution of this paper is to encourage family firms in China to adopt CSR practices suitable to the culture it advocates. [ABSTRACT FROM AUTHOR]

Background: It is currently the most cost-effective management model to have multiple professionals from relevant institutions collaborate so as to provide integrated chronic disease management services. The "classified, color-coded, hierarchical and regionalized" chronic disease management model in Youxi County, Fujian Province is a typical case in China. However, related research is limited. This paper aims to analyze the practice measures and lessons learned in Youxi County, focusing on the professional integration of service providers. Methods: From January to March 2021, interviews with 15 key informants in Youxi County were conducted to collect qualitative data, which was analyzed by the thematic framework method as well as the policy data, using the professional integration dimension in the evaluation framework of the integrated healthcare system. Results: A series of measures were taken, such as improving the professional division and collaboration mechanism, establishing the incentive and restraint mechanism geared toward chronic disease management, formulating norms and standards of chronic disease management for patients with different color labels, and promoting the compatibility of inter-professional value and culture under the governmental institutional supply and the organizational support of the tight county healthcare alliance in Youxi County, to prompt professionals of different levels and types to collaborate in order to provide integrated chronic disease management services. However, some problems remained, such as limited capacity of primary health care, the relatively narrow range and weak effect of the incentive and restraint mechanism, inadequate implementation of the norms and standards, and so forth. Conclusions: Our findings provide reference for other regions in China and other lowand middle-income countries in exploring the integrated chronic disease management model. Long-term follow-up surveys and mixed research designs are required in the future to enrich relevant evidence. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the concept of information culture in Mainland China and apply the information culture framework to an organizational setting. Design/methodology/approach: The foundation for the research is provided by a review of Chinese and English language literature and a case study of a university library was conducted, involving semi-structured interviews. Findings: The information culture framework facilitated identification of factors not recognized in previous information culture research, including uniquely Chinese factors of egocentrism, guanxi (relationships), mianzi (face), hexie (harmony) and renqing (mutual benefit). A further finding highlighted the profound differences between archives and library institutions in China. Originality/value: The paper provides the first step toward further exploring features of Chinese organizational culture which will not only influence information management practices but also highlight the issues relating to collaboration between libraries and archives in China. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to identify key antecedents of work-family enrichment (WFE) for Chinese workers in China. The paper adopts the Chinese cultural perspectives (i.e. philosophy of Confucian: Chinese family orientation and collectivism) as well as traditional Chinese philosophies of life as a whole.Design/methodology/approach This is a conceptual paper. Therefore, this section does not apply.Findings The key antecedents of Chinese WFE have been identified and presented in the conceptual framework. Testable propositions have also been developed and presented in this paper.Practical implications The conceptual framework showing the identified key antecedents of Chinese WFE highlights the necessity for the corporate leaders to rethink the ways to promote well-being and productivity of Chinese workforce in China. Meanwhile, managers should rethink about WFE among Chinese employees and regard employees as a whole person rather than just a worker with certain skills or abilities.Originality/value This is the first paper to propose the concept of life enrichment by examining the antecedents of WFE particularly from the Chinese philosophical and cultural perspective. [ABSTRACT FROM AUTHOR]

Purpose: The rising public concern for the natural environment is compelling business entities to revise their business models toward green management. Most manufacturing firms have realized that green innovation is a critical factor that drives their success. However, green human resource scholars have overlooked this research line despite the potential contribution it can advance in green management scholarship. This paper empirically models the extent to which green innovation culture (GIC) moderates the relationship between green human resource management (GHRM) and green competitive advantage (GCA). The paper has two-fold objectives. First, to investigate the effects of GHRM and GIC on the firm's GCA and second, to model the extent to which GIC moderates the link between GHRM practices and GCA of manufacturing firms in Zhejiang Province of China. Design/methodology/approach: Data were collected from 324 Chinese employees from the manufacturing sector. The authors captured data from all levels of the organization. The authors made three models equations: two direct and one interactive. The authors then applied structural equation modeling (SEM) using AMOS 24 to test the study models and hypothesis. Findings: The findings suggest that GHRM practices, which include recruitment and selection, training and development (green abilities); performance management and reward and compensation (green motivation); and employee involvement and leadership (green opportunities) have a significant positive effect on the firms GCA. The findings also indicate that firms that GIC, which include green product innovation (GPDI) and green process innovation (GPRI), promotes the firm's GCA. The paper further reveals that firms that combine GHRM and GIC attain higher GIC than those which practice GHRM only. Originality/value: This paper draws a roadmap on how the top management in manufacturing firms can drive the firm's operations toward a higher GCA. It's the pioneer paper to suggest the combination of GHRM and GCI for enhanced GCA. [ABSTRACT FROM AUTHOR]

This paper explores the influence of Confucian culture on firms' emissions. We measure Confucian culture during the Ming and Qing dynasties using the density of jinshi in that region and test the causal relationship between Confucian culture and firms' emissions using the Annual Survey of Industrial Firms (ASIF) and China's Environmental Statistics Database (CESD) from 1998 to 2013. Our research reveals that regions with a stronger Confucian cultural influence have a significant reduction in pollution emissions from their firms. Further analysis demonstrates that the government in regions with a strong Confucian cultural influence attaches more importance to environmental protection and enforces stricter environmental regulations on firms. Besides, the people demonstrate heightened environmental awareness, incorporating it into economic development, thus reducing firms' pollution emissions. In addition, Confucian culture can reduce pollution emissions by improving the total factor productivity of firms. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to investigate the link between culture, history, government policies and the development of economic institutions. Specifically, the paper discusses the impact that history and culture, including the influence of Confucianism, have played in shaping the economic institutions of South Korea and the People's Republic of China. Research results indicate that culture, history and government policies all played a role in shaping the organizational structure of these two East Asian nations. However, China's economic landscape is dominated by small and medium-sized, family-oriented firms, particularly in the rural parts of the country. The South Korean economic landscape, on the other hand, is dominated by large conglomerate firms called Chaebols which are also dominated by one family. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to build enterprise project culture evaluation model and search for the best evaluation method for Chinese enterprise project culture on the basis of studying and drawing lessons from enterprise culture evaluation theory and method at home and abroad. Design/methodology/approach: Referring to the Denison enterprise culture evaluation model, this paper optimizes it according to the difference of enterprise project culture, designs the enterprise project culture evaluation model and proves the practicability of the model through empirical. Finding: This paper finds that it's more applicable to use the Denison model for enterprise project culture evaluation through the comparative analysis of domestic and foreign enterprise culture evaluation theory and method, the systematic project culture management framework of Chinese enterprises has not yet formed through empirical research, and four factors in enterprise project culture have important influence on project operation performance improvement. Research limitations/implications: The research on evaluation of enterprise project culture based on Denison model is a preliminary attempt, the design of evaluation index system, evaluation model and scale structure also need to be improved, but the thinking of this paper in this field provides a valuable reference for future research. Practical Implications: This paper provides the support of theory and practice for evaluating the present situation of enterprise project culture construction and analyzing the advantages and disadvantages of project culture, which contributes to the "dialectical therapy" of enterprise project management, enterprise management and enterprise project culture construction. Originality/value: The main contribution of this paper is the introduction of Denison enterprise culture model. Combining with the actual situation of enterprises, this paper also builds the evaluation model for enterprise project culture, which is helpful to promote the construction and development of Chinese enterprise project culture. [ABSTRACT FROM AUTHOR]

Purpose: This paper explains the formation of government resistance to open data based on the cognition of stakeholders in Chinese context. Design/methodology/approach: Adopting grounded theory, this study interviewed 22 stakeholders to collect data. Through continuous coding, this study identified the main categories and then constructed theoretical models. Findings: This study identified and explained five main categories that relate to resistance: practice, perception, organizational culture, motivation and resistance strategies. Then, a framework was developed that conceptualizes the government' resistance to open data. Based on the division of the forms of motivation, there are three paths through which government departments resist open data, namely, avoiding disadvantages to the organization, being unwilling to increase the workload and being unwilling to take the initiative. Originality/value: This paper reveals the internal logic of government departments' resistance to open data and provides a process explanation beyond causality. It also provides a reference for other countries in the same preliminary stage as China with respect to open data implementation. [ABSTRACT FROM AUTHOR]

Aim: Guided by the social embeddedness model of thriving at work, this paper explores how nursing organizational culture, work engagement and affective commitment affect nurses' thriving at work. Background: Thriving at work has implications for better employee and organization outcomes. The antecedents of thriving at work among the nursing population needs to be expanded by analysing the cross‐level impact of organizational and individual characteristics. Methods: A cross‐sectional design was used to collect data from 1437 frontline nurses in a tertiary teaching hospital in China between April and May 2020 through an online survey about perceived nursing culture, work engagement, affective commitment and thriving at work. Data were analysed using SPSS, and a structural equation model was established using the PROCESS macro. Results: Our results showed that work engagement and affective commitment mediated the relationship between nurses' perceived nursing culture and their thriving at work. Among nurses, work engagement was positively correlated to affective commitment. Conclusion: Our study confirmed the social embeddedness model of thriving at work by showing that both contextual and dispositional factors can influence nurses' thriving at work. Nurse leaders can foster nursing staff's thriving at work by building an inclusive work environment and by providing adequate resources to staff. Future research is needed to elaborate on employee and organizational outcomes associated with thriving at work. Impact: Nurse leaders should be the advocate for nurses to improve their organizational identification, fostering their thriving at work. Individual nurses can also take an active role in developing work‐related resources to sustain their thriving through self‐adaption processes. Collective thriving in the nursing workforce is needed to overcome adversity and hardship in the ever‐changing and increasingly demanding health care industry and to further contribute to the vitality of the broader social and public environments. Patient or public contribution: No patient or public contribution. This study did not involve patients, service users, caregivers or members of the public. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to suggest an approach for researching the political transformation of China. By taking a critical review of literature on democratization of China as my point of departure, I argue that previous studies focus too much on structural explanations and neglect constructivist aspects. The structural approach can produce only limited explanations and has regarded the political culture of a society as a static and reified entity, neglecting the constructivist element of the human agent. In addition to examining traditional economic and political institutional change, this paper suggests an approach to the study of democratization that involves examining the construction of political values and culture. This constructivist approach regards political culture as a construction and a contentious process. [ABSTRACT FROM AUTHOR]

Organizations can motivate and coordinate work by socializing members to internalize organizational values. Existing theories posit that organizations achieve normative control through encapsulation, wherein peers and managers are primary sources of members' socialization. Drawing on ethnographic data from a not-for-profit school, I show how an external actor—beneficiaries—can become a source of normative control. I develop a multistage process that explains how teachers were socialized by parents, specifically by hearing these parent beneficiaries narrate their needs; engaging in collective storytelling about beneficiaries; experiencing episodic shaming centered on how teachers' daily performance met (or did not meet) beneficiaries' needs; and receiving validation from beneficiaries. Because these sequential stages establish beneficiaries as sources of control through social interactions set in specific times and places, and establish shared emotional states among organizational members, I theorize that these stages compose a ritual of integration. Although teachers initially arrived at the school with heterogeneous values, this ritual led many of them to internalize the organizational value of self-sacrifice. Teachers who were unmoved by parents' stories or came to see parents as exploitative did not internalize this value, and they tended to exit the organization. This study reveals how normative control can arise not only through socialization from in-group members but also from ritual interactions with and about beneficiaries. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the joint congruence effect of leadership styles and organizational culture on project members' innovative behaviors in the construction projects setting. Design/methodology/approach: The proposed hypotheses are tested using polynomial regression with a sample of 217 project managers and employees of different construction projects in China, and plotted through response surface analysis. Findings: The results of polynomial regressions support the congruence effect hypothesis, indicating that more innovative behaviors of the project members could be elicited by a high level of congruence between transformational or transactional leadership styles and organizational culture. Furthermore, asymmetrical incongruence effects are found wherein project members with lower levels of innovative behaviors when project organizational culture is stronger as compared with when two leadership styles are at higher levels. Specifically, the condition is found under the innovation dimension of organization culture, but higher level of innovative behavior conversely displays when the harmony culture is weaker than two leadership styles. Research limitations/implications: The conceptual model and hypotheses are examined by analyzing cross-sectional and self-reported data collected in China. The findings could be further examined through multi-source or longitudinal, more systematic research. Practical implications: The findings highlight the pivotal role played by the value congruence of leaders-organizations in motivating employees to be innovative in project organizations. This paper provides knowledge for project managers to help them understand whether and how project members' innovative behaviors are better motivated by the fit or misfit between the styles of leadership and project organizational cultures. Besides, this study provides the approach or direction for the project leaders training. Originality/value: This study is one of the first to examine the joint effects of leadership styles and organizational culture on innovative behavior based on the person-organization fit theory and from the perspective of value congruence. [ABSTRACT FROM AUTHOR]

Drawing on social exchange theory, this study examines when and why high performers may fail to obtain supervisory career mentoring (SCM). Although high performance by protégés often makes SCM more efficient and successful, we argue that supervising mentors may be reluctant to offer SCM due to the victimization of high performers that has been shown by recent findings in the supervision literature. We further propose that high performers should be high in perspective‐taking, a core relational competence and a key individual factor that moderates the relationship between protégé performance and SCM. Findings from a multi‐source multi‐time survey (Study 1) and an online experiment (Study 2) consistently show that when high performers are low in perspective‐taking, they are less likely to receive SCM. Moreover, the findings from Study 2 also show that low perspective‐taking by high performers significantly reduces supervisors' expected benefits from mentoring them, which in turn leads to the supervisors having low willingness to mentor. Our research therefore highlights the importance of taking into account the interaction between task and relational competence in understanding how protégé characteristics may influence SCM in organizational settings. The paper concludes with theoretical and practical implications. Practitioner points: At workplace, employees tend to focus on improving their performance and task competence and believe that high performance can help them receive more resources to develop their career. However, if they cannot imagine oneself in another's shoes, high performance can lead to less positive results.High performers should take others' perspective to understand what others feel and think to reduce potential threats seen by the supervisor and their colleagues. Therefore, task and relational competence are equally important.Organizations can help their employees develop this perspective‐taking, including creating more opportunities (e.g., informal social events or formal training) for employees and their supervisors to understand each other's work roles, perspectives and values, which can help employees to understand their supervisors' views and stand in their supervisors' shoes. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to apply a postcolonial perspective on the findings from ethnographic research in a multi-national corporation in Shanghai and shed light on the ways that western creativity narratives are deployed as a means to mobilise and transform workers into self-governing, obedient corporate subjects.Design/methodology/approach The research applied ethnographic approaches to understand how creativity narratives are enacted in cross-cultural settings.Findings Creativity discourses in China often provoke anxieties around national capacity, economic growth and indigenous innovation. Locally trained knowledge workers in China are often assessed as less creative than their western counterparts and the reason attributed to cultural, pedagogical and political differences. However, these factors are not static in China’s fluid economic landscape and neither do Chinese workers uniformly accept that they are less creative.Originality/value This paper sheds light on a previously unexamined aspect of dominant western creativity discourses, which may be useful in future work amongst practitioners in international business settings. [ABSTRACT FROM AUTHOR]

Current humanity is experiencing extraordinary levels of material and ideal connectivity. Change being constant and stability exceptional and provisional; one has to expect a significant acceleration of change in the next hundred years. The core question is therefore: What kind of future is being shaped for the next generations, our grandchildren and greatgrand children? Without going too far back in time, it is fair to say that the current world was shaped by two different, successive and antinomic global processes: imperial expansion, colonization and domination on the one hand, and resistance, struggle for liberation, and the search for a more equitable world order on the other hand. Against all the odds, European imperialism, civil war, wars of aggression, and Western ostracism, China was an influential actor in the struggle for liberation of Africa from colonialism, got its rightful place in the international world order and is now the second economy of the planet. Globalization resulted in the emergence of a de facto multipolar world, with different models of societies and organizational cultures. These are dialectic processes constantly in operation, but there is however a third crucial area of interest, generally taken granted, that of people and culture. Peaceful relations and sustainable economic development backed by greater cultural and demographic connectivity are better options for the construction of a novel future for humanity. Universities and higher education institutions can play an important role in spearheading and implementing these new orientations for the construction of a future peaceful and sustainable human world in which war will be outlawed. This paper outlines what academics can do to promote such a vision. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to investigate gender differences in organizational commitment (OC) and the relationship between OC and rewards among employees who work for Japanese manufacturing companies within China. Design/methodology/approach: This study utilized hierarchical regression analysis to examine survey data obtained from 27,854 employees who worked for 64 Japanese manufacturing companies within China. Findings: The results reveal that autonomy and role clarity had a stronger influence, and co-worker support had a weaker influence, on OC for male employees than for female employees. These differences may be because more male employees than female employees prefer working with higher autonomy and well-defined roles than with co-worker support. After all, male employees, who place a great emphasis on independence, competition, decision-making and challenges, rely on intrinsic rewards more than social rewards. Research limitations/implications: This study used data collected from Japanese manufacturing companies to understand the differences between OC and rewards in local male and female Chinese employees. We recommend that future research uses other national affiliates to clarify the characteristics of male and female Chinese workers more objectively and to test the validity of this research. Practical implications: The results of this study support revising human resource management practices within multinational enterprises to enable female and male host-country workers to contribute to their companies on a long-term basis by taking into account the differences between the cultures of the home and host countries. Originality/value: Although previous research has elucidated the OC–rewards relationship in particular countries, it has not met the requirements of foreign managers from different corporate cultures who face differences in the OC–rewards relationship between their male and female employees. In this sense, this research is the first attempt to tackle this theme and contribute to the literature. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to define the concept of guanxi deviant behaviour (GDB) initially on the basis of a theoretical study of guanxi, guanxi behaviour and workplace deviant behaviour and to analyse the influence of GDB and the relationship between GDB and counterproductive work behaviour.Design/methodology/approach This study collects interview data from 30 enterprise executives, summarises relevant literature from four major databases (two in English and two in Chinese) and applies a grounded theory methodology to refine and further define the core category of GDB, and the main category is interpreted and validated using triangulation.Findings The three dimensions of GDB are guanxi bribery behaviour, irregular connected transaction behaviour and guanxi allied behaviour. There are links amongst the three dimensions, no dimension has an independent existence and that is not the end of the GDB issue. Generally, the occurrence of a kind of GDB can be construed to be a preparation for the implementation of another kind, and the latter is the real purpose of the perpetrators.Social implications This paper is expected to attract the attention of managers and improve the ability of recognising, preventing and punishing GDB.Originality/value This study not only enriches organisational behaviour theory but also enhances the awareness of, and insights into, the negative effects of guanxi. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to identify key factors that influence the integration process in cross-border mergers and acquisitions (M&A) deals of emerging multinational enterprises (EMNEs). The research questions are: how national and organizational culture coupled with other organizational characteristics influence M&A deals of EMNEs? Which factors influence the process of cultural and organizational integration in cross-border M&A deals, initiated by EMNEs? What is the effect and consequences that different integration factors have on cross-border M&A deals by EMNEs?Design/methodology/approach The paper is based on a multiple case study research, considering cross-border deals of Chinese and Russian firms separately. Each block consists of two cases, describing M&A integration of companies operating in two sectors: high technology and finance. The authors obtained the data for case studies from companies’ official websites, annual reports, press releases, other official documents where companies were mentioned, business-media sources (newspapers and magazines), published interviews, documented speeches, letters, laws, as well as through blogs and social networks. The authors have also used the published information from articles, books, databases, and previously conducted case studies.Findings The authors have identified the factors influencing deals’ results of Chinese and Russian MNEs, with explanation based on case studies’ analysis. The full list of factors is presented in Table IV in the manuscript. The authors have also identified the set of elements that were derived from the case studies’ analysis only, without having any strong support in the literature, such as changes at a senior management level, educational and business exchanges, CSR policy, and the government involvement.Originality/value The authors have identified the key factors that influence integration of emerging market firms in cross-border M&A deal. The list of factors was adjusted and actualized in accordance with the results of four cases of cross-border M&A deals of Chinese or Russian companies. As a result, the authors founded the combination of characteristics of cultural and organizational integration process of firms from China and Russia. [ABSTRACT FROM AUTHOR]

• Academic staff often experience pedagogic dissonance when first teaching in another country. • They adopt classroom and curriculum strategies to address these challenges. • These strategies are shaped by their own experiences, student diversity and institutional context. Drawing on material from qualitative research with Chinese academics in a UK university and British academics in the Chinese branch campus of that university, this paper places pedagogy at the centre of geographical debates about mobility and the internationalisation of higher education. In particular, it moves beyond the usual focus on the mobility of pedagogy in schools or the teaching of international students in higher education to consider how pedagogic practices are embodied in mobile academic staff, within particular classroom and wider institutional environments. These individuals bring their prior experience of teaching and institutional cultures to a new environment where they come up against approaches and pedagogic practices which may clash with their beliefs about good teaching. This pedagogic dissonance may create feelings of frustration or insecurity, but may also provide opportunities for creativity and self-reflection. The paper focuses on three aspects of pedagogic practice: classroom interactions, language and assessment. The focus on the embodied nature of pedagogic practice extends geographical debates around academic mobility, hierarchies of knowledge, and the internationalisation of higher education. [ABSTRACT FROM AUTHOR]

Peer education has been extensively incorporated into various inclusion schemes, for purposes ranging from health promotion to participant empowerment. This paper examines the impact of peer education on reducing stigmatization in marginalized populations through an examination of the structure and activities of Rebirth Peer Education, a Chinese anti-drug peer education program. Based on the thematic analysis of organizational documents and interview data collected from RPE's social workers, peer educators, and peer members, this study finds that peer education can actually work to exacerbate the stigmatization and marginalization of people who use drugs (PWUD) through the 'othering' processes encountered in these programs. 'Othering' is a process in which those who are considered different are labelled, dismissed and scapegoated. Consequently, this process also stigmatizes and marginalizes those who are defined as 'others.' In RPE, 'othering' takes place through the organizations' recruitment and promotion processes, which are based on and further reinforce a perception of 'clean,' strong-willed, former PWUD and 'unclean,' weak, current PWUD. The glorification of peer educators further works to 'other' PWUD. The results suggest that peer education has the potential to further, rather than reduce, the stigmatization of PWUD. [ABSTRACT FROM AUTHOR]

Korean popular music or K-pop has achieved popularity among global audiences. The uniqueness of K-pop fan culture has helped to shape the success of the K-pop industry. Through a case study of Chinese fan labor vis-à-vis K-pop male idol group GOT7, the author notes three types of K-pop fan labor: specialized labor, managerial labor, and unskilled labor. This research argues that fan labor transforms the K-pop industry into an alternative creative industry because fan labor as creative labor is an indispensable part of the K-pop industry. Fan labor is utilized to distinguish fans from non-fans, and to draw boundaries between the grateful, more enthusiastic fans and the casual self-proclaimed fans who do not contribute to fandom or their idols' success. These Chinese K-pop fans comply with the K-pop industry's commodification of culture, are exploited by the K-pop industry, and seek empowerment in the K-pop production and distribution process. This paper's exploration of fan labor, based on the author's participant observations and in-depth interviews, will thus contribute to studies on the creative industries, creative labor, fandom, and the transnational flows of popular culture. [ABSTRACT FROM AUTHOR]

Background Generic drugs have been seen as a potentially powerful way to alleviate the financial burden on patients and health care systems. Two strategies for achieving rational prices of generic drugs are tiered pricing framework and pooled purchasing power. We compare the pan-Canadian Tiered Pricing Framework (TPF) and the Chinese National Volume-Based Procurement (NVBP) as comparators to explore the similarities and differences between the two mechanisms and summarise lessons for other jurisdictions. Methods This comparative study applies Donabedian's structure-process-outcome framework to systematically analyse the macro contexts, procedures, and long- and short-term results of each pricing mechanism, and the interactions between them. Results Structure: TPF is an upstream initiative aimed at lowering the prices of generic drugs and increasing coverage and price consistency. NVBP is a downstream national initiative prioritised for reducing drug prices to achieve value-based purchasing. Process: By associating the number of manufacturers with price cuts, TPF leaves the choice to manufacturers to decide if they want to enter a specific market. In contrast, the Chinese government determines NVBP list and has the authority to choose manufacturer(s) with the lowest price(s). TPF provides clear price information to potential suppliers with unclear order quantity. The NVBP drug price is determined by tendering, while procurement volume is clear and massive. Outcome: The effectiveness of TPF and NVBP is similar, with both achieving a 53% price cut. Both TPF and NVBP experienced efficiency improvement since their establishment, with 98 and 86 drugs priced per year. By comparing 60 drugs covered by both programmes, the NVBP price is 57% of that of the TPF counterpart on average (1.1 to 301.6%), by purchase power parity. Conclusions The tiered pricing scheme is feasible in regions with a stable and mature pharmaceutical market, typically seen in high-income countries, while tendering is more workable in low- and middle-income countries where the pharmaceutical market is weak and unstable. Experience in the two countries shows that a coordinated pricing mechanism involves many piecemeal interactive problems, which a sophisticated system with a robust long-range plan may address better. [ABSTRACT FROM AUTHOR]

Background In the digital age, a rising number of public sector doctors are providing private telemedicine and telehealth services on online health care platforms. This novel practice pattern - termed online dual practice - may profoundly impact health system performance in both developed and developing countries. This study aims to understand the factors influencing doctors' engagement in online dual practice. Methods Using a mixed-methods design, this study concurrently collects quantitative demographic and practice data (n=71944) and semi-structured interview data (n=32) on secondary and tertiary public hospital doctors in three large Chinese cities: Beijing, Shanghai and Guangzhou. We use the quantitative data to examine the prevalence of the online dual practice and its associated factors via the binary logit regression model. The qualitative data are used to further explore associated factors of online dual practice via thematic analysis. The findings about associated factors from the two parts were merged using the categories of personal, professional, and organisational characteristics. Results Our quantitative analysis shows that at least 47.1% of public hospital doctors are involved in online dual practice. The shares in Beijing, Shanghai, and Guangzhou are 43.7%, 53.1%, and 44.8%, respectively. This practice is more prevalent among doctors who are male, senior, and non-managerial. Different specialties, hospital ownership, hospital levels, and locations are also significantly associated with this practice. The qualitative analysis further suggests that financial returns, perceived effectiveness of telemedicine, and hospital directors' attitude towards telemedicine may affect doctors' engagement with online dual practice. Conclusions Online dual practice is prevalent among doctors at tertiary and secondary public hospitals in Beijing, Shanghai, and Guangzhou. Personal, professional, and organisational characteristics are all associated with doctors' choice to engage in online dual practice. The findings in this study provide implications for promoting telemedicine adoption and developing relevant regulatory policies in China and other countries. [ABSTRACT FROM AUTHOR]

This study proposes a moderated mediation model based on deontic justice theory to investigate the impact of unethical peer behavior on employee performance. Data were collected in China through two survey studies, with two measurement points (separated by approximately 3 weeks) in each study. The data in study 1 were obtained from 271 employees of 17 firms, and the data in study 2 were collected from 225 employees of 9 firms. Confirmatory factor analysis was conducted to confirm the factorial validity of the measures employed in the studies. The hypothesized moderated mediation model was tested using hierarchical multiple regression analysis. The results show that employee deontic justice mediates the negative relationship between unethical peer behavior and employee performance, and a stronger ethical climate tends to strengthen this indirect relationship. This study extends previous research by introducing deontic justice theory to explore the unconscious process that relates unethical peer behavior to employee performance. The theoretical and practical implications of this paper are discussed. [ABSTRACT FROM AUTHOR]

BACKGROUND: Investigation of the safety management efficiency in a coal mine aims to improve its safety management level thus ensuring coal mining safety. However, the safety management efficiency is affected by many factors especially for those coal mines operated underground. Furthermore, the constraint factors that are difficult to be identified and eliminated may impede safety management efficiency. OBJECTIVE: This work aims to explore the constraints affecting safety management efficiency through a mathematical model accompanied by some effective measures guided by the theory of constraint (TOC). METHODS: An index system for coal mining safety management efficiency (CMSME) is first established. Then a mathematical model roughly identifying the constraint factors is constructed. The principle of the proposed model is a comparison with the changes of the ratio of integrated CMSME and the ratio of each impact factor over a certain period. Thus, a constraint factor may be one whose ratio changes at a slower rate than that of the integrated CMSME. Following this, some measures are adopted to identify one, or more, real constraints. Finally, the constraints may be broken by internal, or external, means. RESULTS: A case study from Quandian coal mine verified the proposed method: the constraints affecting CMSME could be identified and broken through during the production. This research currently is applied to coal mining activities in a few coal mines, and it will be widely used in the future. CONCLUSIONS: This paper provides a novel method investigating the constraints affecting CMSME and breaking through them. The case study shows that breaking through constraints during the production is beneficial to CMSME. Furthermore, a coal mine with a high CMSME index may still, at some time, have one, or more, bottleneck constraints. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to examine the role of learning orientation in building brand equity for B2B firms. The present research proposes that learning orientation contributes to the development of innovation and marketing capabilities and, in turn, leads to enhanced industrial brand equity. Furthermore, the moderating effect of firm size in these processes is investigated. Design/methodology/approach: The hypotheses are tested by administering a survey with a set of managers of manufacturing firms in China. Findings: Innovation capability and marketing capability serve as the mediators between learning orientation and industrial brand equity. The mediating path through innovation capability is stronger for small firms than for large firms. Research limitations/implications: Learning orientation provides a cultural base for B2B firms to cultivate brand equity. Measurement of industrial brand equity and contingency of its effect requires further investigation. Practical implications: To transform learning-oriented culture into brand equity, firms need to develop and manage innovation and marketing capabilities. The learning orientation–innovation capability route is more beneficial for small firms. Originality/value: While a majority of prior literature ignores the impact of organizational culture in driving industrial brand equity, the present research explores learning orientation as a key cultural antecedent of industrial brand equity. A more refined industrial-brand-equity-building mechanism from learning orientation to corporate capabilities and then to brand equity is proposed and tested. The mechanism varies with firm size. [ABSTRACT FROM AUTHOR]

Organizational support represents a critical driver of practice research projects. This analysis includes four international examples of such support (Norway, Finland, Belgium, and USA and China). The four studies capture the similarities and differences between university support and national government support. The analysis is placed within the context of defining practice research and the core components of organizational support. The findings emerged from presentations in a Practice Research Collaborative sponsored by the International Community on Practice Research in Social Work. The conclusion includes a discussion of a cross-case analysis along with the identification of implications for practice research studies in social work and affiliated professional disciplines. [ABSTRACT FROM AUTHOR]

Drawing on the stimulus-organism-response theory, the present study aims to investigate the mediating role of environmental self-identity on the relationship of collectivism-organizational culture and green empowerment with employee's workplace green behavior. By adopting procedural remedy and purposive sampling approach, data was collected from 207 administrative employees in higher education institutions of China. Response rate in this study is 41.40%. The authors employed partial least square -structural equation modelling to validate the proposed hypotheses. The current empirical findings confirmed the direct effect of collectivism-organizational culture and green empowerment on employee's environmental self-identity. It is also proven that environmental self-identity significantly and positively influence employee's workplace green behavior. This study concludes with significant positive indirect impact of collectivism-organizational culture and green empowerment on the employees WGB through environmental self-identity. This study enriches the literature on sustainable development by examining the integrated relationship of collectivism-organizational culture, green empowerment, self-identity and green behavior. The limitations and implications have been elaborated at the end of research. [ABSTRACT FROM AUTHOR]

Background: Promoting patient participation stands as a global priority in nursing care. Currently, there is a lack of a standardized tool to assess the culture of patient participation from the perspective of nurses in China. Aims: To translate and examine the validity and reliability of the Patient Participation Culture Tool for healthcare workers (PaCT-HCW) on general hospital wards in Chinese nursing context. Methods: A cross-sectional research study was conducted among 812 nurses. Brislin's recommendations were adhered to during the translation of the scale. Validity was assessed using construct validity, content validity, and face validity. Split-half reliability, test–retest reliability, and internal consistency reliability were used to evaluate dependability. The study was guided and reported following the STROBE checklist and recommendations for reporting the results of studies of instrument and scale development and testing. Results: The Chinese version of PaCT-HCW (the PaCT-HCW-C) exhibits good face validity and content validity. A rigorous exploratory factor analyse verified a six-factor (competence, support, perceived lack of time, information sharing and dialogue, response to questions and acceptance of a new role) scale structure with a cumulative variance contribution of the factors with 44 items of 68.840%. With a Cronbach's α coefficient of 0.962, split-half reliability of 0.866, and intraclass correlation coefficients of 0.989, the instrument demonstrates great reliability. Confirmatory factor analysis results validated the consistency of the six factors with the structure of the PaCT-HCW-C scale. Conclusions: The 44-item PaCT-HCW-C is a valid and reliable instrument with satisfactory psychometric properties. It could serve as a tool for assessing the effectiveness of international programs aimed at fostering patient participation from the perspective of nurses, while also providing insights from China's practical experiences. [ABSTRACT FROM AUTHOR]

Aims: To explore the association between nurse managers' paternalistic leadership and nurses' perceived workplace bullying (WPB), as well as to examine the mediating role of organizational climate in this association. Background: There is a lack of empirical evidence regarding the relationship between nurse managers' paternalistic leadership, organizational climate and nurses' perceived WPB. Clarifying this relationship is crucial to understand how paternalistic leadership influences WPB and for nursing managers to seek organizational‐level solutions to prevent it. Methods: A cross‐sectional survey was performed from 4 January to 10 February 2022, in six tertiary hospitals in mainland China. Demographic information, Paternalistic Leadership Scale, Organizational Climate Scale and Negative Acts Questionnaire‐Revised were used in the survey. Descriptive statistics, Spearman correlation analyses and a structural equation model were used for data analysis. Results: A total of 5093 valid questionnaires were collected. Moral leadership and authoritarian leadership have both direct and indirect effects on WPB through the mediating effect of organizational climate. The former is negatively related to WPB and the latter is positively related to WPB. Benevolent leadership was only negatively associated with WPB via the mediating effect of organizational climate. Conclusion: The three components of paternalistic leadership have different effects on WPB through the mediating effect of organizational climate. Nurse managers are recommended to strengthen moral leadership, balance benevolent leadership, reduce authoritarian leadership and strive to create a positive organizational climate in their efforts to mitigate WPB among nurses. Impact: This study enhanced our comprehension of the relationship between different leadership styles and WPB. Greater emphasis should be placed on moral leadership in the promotion of nursing managers and nursing leadership training programs. Additionally, nursing managers should focus on establishing a positive organizational climate that helps to reduce WPB. Patient or Public Contribution: No patient or public contribution. This study did not involve patients, service users, caregivers or members of the public. [ABSTRACT FROM AUTHOR]

This paper investigates the organizational culture of subsidiary South Korean companies operating in China as defined by Denison's (1984, 1990) four "traits" of involvement, consistency, adaptability and mission. During the summer of 2016, a survey was conducted with indigenous employees working for South Korean companies in China to measure respondents' views, beliefs and values regarding Denison's organizational culture traits and their relationship to the respondents' organizational "commitments" of job performance, job satisfaction and job retention. A total of 373 responses were collected. Path analysis was used to test the effects of the four independent traits variables on the three dependent commitments variables. The results provide evidence that organizational culture (based on Denison's four traits) is measurable and correlates with the given job outcomes. [ABSTRACT FROM AUTHOR]

Building on the human resource management (HRM) behavioral and organizational climate literature, this study explores the linkage between socially responsible HRM (SRHRM) and employee support for perceived external corporate social responsibility (CSR) (that is, CSR directed toward external stakeholders) and the underlying social and psychological process. Multilevel analysis of data gathered over two separate periods confirmed that the relationship between SRHRM and employee support for external CSR initiatives of the employing organization is mediated by the organizational CSR climate. Moreover, the indirect effect is contingent on perceived internal CSR (that is, CSR directed toward employees). This study extends CSR research into the HRM domain and develops a better understanding of the micro-foundations of CSR (individual actions and interactions) by integrating the micro- and macro-perspectives of CSR. Based on the study findings, this paper also discusses theoretical contributions and future research directions. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to empirically examine knowledge management practices in China with the purpose to provide a holistic view regarding the current status of knowledge management at both national and organizational levels. Design/methodology/approach: Using a survey method, this study collected primary data from organizations across several regions in China. The data were analyzed to detect possible relationships among institutional force, organizational culture and knowledge management process in Chinese organizations. More specifically, to what extent are these relationships moderated by national culture? Findings: While knowledge management practices in China were partly influenced by institutional forces, most of the predicted connections between organizational culture and knowledge management were supported. In addition, the dynamic nature of national culture is predominant, that pervasively influencing knowledge management processes and thus contextualization determines how knowledge is being managed in China. Indeed, the ideologies of relationships and trust are key vehicles for knowledge management in the Chinese organizations. Practical implications: This study comprehensively reviews existing literature to form an integrative framework, which is under explored in a Chinese context. Such initiative helps scholars and practitioners to gain a full understanding of knowledge management, in general, in the Chinese business environment in particular. Originality/value: This paper provides a detailed and empirical insight into the knowledge management practices in Chinese organizations and suggests that knowledge management in a distinctive and yet diverse cultural context should be considered with caution. [ABSTRACT FROM AUTHOR]

The aim of this paper is to explore the role of ethical climate on the relationship between the paternalistic leadership and team identification at the team level. In contrast to the prior studies which tended to focus on ethical climate as a whole dimension, this paper further classified the domain of construct into the categories of egoism, benevolence, and principle using a sample from 143 teams in Mainland China and Taiwan. Hierarchical regression results showed that the average paternalistic leadership had a significant impact on the team identification at the team level. Moreover, the results indicated that the ethical climate of benevolence fully mediated while the ethical climate of egoism partially mediated the relationship between authoritarian leadership and team identification. Also, the ethical climates of benevolence and principle had a partial mediating effect on the relationship between benevolent leadership and team identification as well as moral leadership and team identification, respectively, but the ethical climate of egoism did not play a significant role. The major findings, theoretical contributions, practical implications, and the limitations were discussed. [ABSTRACT FROM AUTHOR]