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This paper studies how the human capital embedded in rank-and-file employees affects firms' stock price crash risk. Employing a unique setting in China where we measure human capital using employee information at the firm level, we show that human capital quality improves firms' internal information environments, curbs bad-news hoarding and overinvestment, leading to lower stock price crash risk. The findings are robust to instrumental variable regressions. Our study highlights the internal informational role of human capital and sheds light on its implications for capital markets and outside investors. Therefore, we contribute to the literature on the interaction between non-shareholding stakeholders and shareholders. [ABSTRACT FROM AUTHOR]

Employing a unique dataset of Chinese non-listed firms, this paper investigates the effects of the presence of 19 governance structures on 20 employees' interest indicators. In general, we find that firms with the governance structures pay workers higher hourly wages, require less monthly working hours, and have a smaller chance of wage arrears. Meanwhile, the shares of total wage and welfare expenditures in total sales revenue are lower in these firms, which results in higher profitability. Moreover, firms with the governance structures invest significantly more into training and provide employees with better fringe benefits. Considering the low labor protection standard and the weak external regulations of China's labor market, we explain the positive findings thusly: corporate governance structures induce managers to adjust wage payments to the 'efficiency wage' level, which is the best balance point for the interests of both shareholders and employees and, therefore, for maintaining the stakeholder relationships. We also find the governance structures that give blockholders superpower are negatively associated with employees interests. These results highlight the importance of giving enough discretion to managers in order to successfully find the common ground for creating mutual values for shareholders and employees. [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]

There is increasing acknowledgement of social relationship as an important determinant of health. However, most evidence comes from developed countries, and the question of whether social relationship can predict health in developing countries remains poorly understood. This paper empirically examined how social relationships influence health in China. Data was collected from the Chinese Household Income Project, contained around 5000 migrant households, 8000 rural households and 5000 urban households. Self-reported general health and psychological health which was assessed by General Health Questionnaire. Social relationship was positively associated with health and psychological health, although the indices varied in strength. Social support, social connectedness and trust operated differently in predicting health in the three populations. The findings supported that social relationship influences health through both a stress-buffering process (helping people to cope with stress) and a main-effect process (promoting positive psychological states or healthy behaviors irrespective of stress). Among all the measures, neighborhood relationship satisfaction as one variable to capture social connectedness and generalized trust showed a stable and sizable effect in predicting health across the three populations, suggesting that neighborhood ties and generalized trust are important supportive resources for Chinese. [ABSTRACT FROM AUTHOR]

In this paper, we analyze the data collected through in-depth interviews of migrant workers in Southern China about their mobile cultures. In particular, we focus on understanding the role that mobile cultures play in female workers’ negotiation of their social and romantic relations and leisure space and how these negotiations are directly or indirectly facilitated by development of informal literacies through their frequent short message service communicative practices. These will help us understand the lifestyle aspirations and life trajectories of the new young working women in China who are experiencing the most rapid socioeconomic changes in society and negotiating their ways of life amidst much tension between old and new values governing lifestyle aspirations, familial, and gender relations. [ABSTRACT FROM AUTHOR]

This paper explores the transformation of labor relations in China through an examination of the policy of xiagang and the reemployment project. The old style of labor relations, featuring permanent employment within work-units, is being dismantled, as shown by recent mass lay-offs. Meanwhile, the socialist party-state is reinventing its old propaganda technique of "thought work" in the new task of shaping individuals, but it now does so without taking responsibility for their welfare, thereby creating a paradox of post-socialist labor transformation in China. This paper discusses four major elements used to transform the mindset of the old socialist workers: (1) job guidance at reemployment centers, (2) the reemployment market, (3) the withering away of the reemployment centers, and (4) the mystification of the "stars of reemployment." My finding is that the present Chinese unemployment policy is a hybrid of socialist and new-market rationalities; an ethic of self-reliance is drawn from the market economy, but the ethical work (thought work) is taken from socialism. [ABSTRACT FROM AUTHOR]

Background: Despite the recognised high prevalence of migraines among bank employees, yet their healthcare utilisation patterns and the economic burden of migraines remain underexplored. Aim: To examine migraine-related healthcare utilisation among bank employees in China, and to estimate the economic burden of migraines. Methods: A cross-sectional survey was conducted in Guizhou province, China between May and October 2022. The HARDSHIP questionnaire was used to identify migraine-positive individuals and enquire about their healthcare utilisation and productivity losses. A probabilistic decision-analytic model with a micro-costing approach was used to estimate the economic burden from the perspectives of the healthcare system, employers, and society. All costs were expressed in 2022 United States dollars. One-way and probabilistic sensitivity analyses were performed. Results: Nearly half of individuals with migraines reported not seeking medical care. Only 21.8% reported seeking outpatient consultations, 52.5% reported taking medicines, and 27.1% reported using complementary therapies. Chronic migraine patients had significantly higher healthcare utilisation than episodic migraine patients. Among individuals with a monthly migraine frequency of 15 days or more, 63.6% took inappropriate treatments by excessively using acute medications. Migraines in the banking sector in Guizhou cost the healthcare system a median of $7,578.0 thousand (25th to 75th percentile $4,509.2–$16,434.9 thousand) per year, employers $89,750.3 thousand (25th to 75th percentile $53,211.6–$151,162.2 thousand), and society $108,850.3 thousand (25th to 75th percentile $67,370.1–$181,048.6 thousand). The median societal cost per patient-year is $3,078.1. Migraine prevalence and productivity losses were identified as key cost drivers. Conclusions: The study points to the need to raise awareness of migraines across all stakeholders and to improve the organisation of the migraine care system. A substantial economic burden of migraines on the healthcare system, employers, and society at large was highlighted. These cost estimates offer evidence-based benchmarks for assessing economic savings from improved migraine management, and can also draw the attention of Chinese policymakers to prioritise migraine policies within the banking and other office-based occupations. [ABSTRACT FROM AUTHOR]

Human capital is a source of competitive advantage for organizations, in which education and training play important roles in the process of increasing the quality and quantity of human capital. Specifically, large-scale multinationals use systemized, structured methods to establish education and training systems. By studying the employees in a major food company in China, this paper is to investigate the influence of education and training on employees' work attitudes and the moderating effect of supervisors' attitudes. It is found that education and training have a positive influence on employees' work attitudes. Among the training courses, the training of managerial ability has the most significant influence, followed by self-development courses. In addition, supervisors' attitudes toward employees receiving managerial ability training, during and after the training, clearly have a positive moderating effect on employees' overall work attitudes. [ABSTRACT FROM AUTHOR]

Based on a unique dataset from the Chinese General Social Survey, this paper provides empirical evidence on the relationship between employee involvement and participation (EIP) and subjective wellbeing in transitional China. The econometric analysis shows that, while controlling for personal characteristics, some EIP elements are significantly associated with employees' self-perceived satisfaction with work, life, protection of rights and benefits, and the state sector reform. These EIP elements include: participative and consultative management; freedom of expression and effective discussion between employees and their supervisors; and better understanding of, and participation in, workplace reforms. However, some employees who are willing to participate in higher-level decision making might have been unable to find adequate institutional channels to materialise their ambitions. Therefore, potential exists to further develop EIP as a more effective means to improve urban Chinese employees' wellbeing and their workplace conditions. [ABSTRACT FROM AUTHOR]

This paper examines the perceptions of the Malays, Chinese and Indian managers and executives on business ethics in Malaysia. Based on twenty-four hypothetical business situations, 161 respondents participated in the study. Discriminant analysis was used to determine the differences in the perceived business ethics among the Malays, Chinese and Indian respondents. The overall results of the classification matrix showed that 65.2% of the twenty-four business ethics were correctly classified according to Malays, Chinese, and Indian groups. However, the classification matrix for their perceptions on issues relating to consumers showed that 55.3% of the six issues on ethics were correctly classified, while the results for the issues relating to employees were 67.7% of the twelve issues were correctly classified. The results for the issues relating to suppliers showed that 59.6% of the six issues were correctly classified. These findings suggest that ethnic groups have some influence on the perceived business ethics. The implications of the findings are also discussed. [ABSTRACT FROM AUTHOR]

We develop and test a theoretical model of moderated mediation in which feedback-seeking behavior serves as an intervening mechanism that explains the association between creative self-efficacy and employee creativity. We also consider how regulatory focus influences the intervening role of feedback-seeking behavior in the creative self-efficacy-employee creativity relationship. To test our hypotheses, we conducted a Hierarchical Linear Modeling (HLM) with 331 subordinate–supervisor dyads from northeast China. In support of our hypotheses, feedback-seeking behavior mediated the relation between creative self-efficacy and individual creativity, and this mediation effect was moderated by promotion focus. We discuss implications of the study and offer suggestions for future research. [ABSTRACT FROM AUTHOR]

Drawing on a self-regulation perspective, we develop and test a theoretical model linking risk propensity to entrepreneurial intention through the mechanisms of entrepreneurial self-efficacy and regulatory focus. Using survey data collected from a sample of 210 employees and managers in China, the results indicated that entrepreneurial self-efficacy and promotion focus (but not prevention focus) are positively associated with entrepreneurial intention. Furthermore, these two self-regulatory mechanisms partially mediate the relationship between risk propensity and entrepreneurial intention. Implications for entrepreneurship research and practice are offered. [ABSTRACT FROM AUTHOR]

The present study investigated the crossover effects of employee perceptions of servant leadership and job social support on the family satisfaction and quality of family life experienced by the employees’ spouses. These effects were explored through a focus on the mediating role of employee organization-based self-esteem (OBSE). Results from a three-wave field survey of 199 employee–spouse dyads in the People’s Republic of China support our hypotheses, indicating that OBSE fully mediates the positive effects of servant leadership and job social support on family satisfaction and quality of family life. These findings provide new theoretical directions for work–family research. [ABSTRACT FROM AUTHOR]

Several studies examine the determinants of firm performance in China, but none explores the impact of ethnic diversity on firm performance. This study examines the relationship between ethnic diversity and firm performance in China by drawing on province-level indices of ethnic fractionalization and firm-level indicators of financial performance. We analyse a sample of 1079 Chinese firms in the materials and industrial sectors and find that higher ethnic heterogeneity negatively impacts on firm financial performance in these sectors. This implies that ethnic composition can explain observed divergence in firm performance of Chinese firms and that low-growth firms can gain economic benefits by minimizing ethnic heterogeneity among its workers. [ABSTRACT FROM AUTHOR]

This study examines gender differences in job satisfaction in urban Chinese, whether individual achieved status, family and household characteristics, and job characteristics explain these differences, and whether these factors are associated with men's and women's job satisfaction differently using a national representative sample of 1,641 men and 1,375 women from the 2006 Chinese General Social Survey. Urban Chinese women are less satisfied with their jobs than urban Chinese men. This gender difference is largely explained by women's underrepresentation in the Chinese Communist Party and their inferior jobs. Family and household characteristics have stronger impact on women's job satisfaction than on men's, but achieved status and job characteristics have similar associations with job satisfaction for men and women. These findings suggest that persistent gender inequality is detrimental to women's well-being at the workplace. [ABSTRACT FROM AUTHOR]

As it has become more and more urgent to solve the problems of environmental protection, we consider it necessary to conduct multilevel studies to examine the impact of business strategy on both employees' and firms' performances in environmental protection. Synthesizing the perspectives of strategic orientation, corporate strategy, and firm performance, we propose a comprehensive theoretical model linking market orientation and environmental performance. Based on a survey of 134 matched chief executive officers, senior marketing managers and frontline workers from Chinese firms, we found that market orientation positively affects environmental strategy which, in turn, influences both environmental product quality and employees' environmental involvement. These latter two variables consequently have a positive influence on environmental performance. At the same time, environmental commitment moderates the link between market orientation and environmental strategy. [ABSTRACT FROM AUTHOR]

This study examines the impact of various factors on ethical behavior of 507 employees working for three state-owned Chinese firms. Regulation of one's emotions (a facet of emotional intelligence) had a significant positive impact on ethical behavior of respondents. Organizational commitment also had a significant positive impact on ethical behavior of the respondents. Among various facets of job satisfaction, satisfaction with promotion, coworker, and supervision had a significant positive impact on ethical behavior of respondents. Among control variables, age of the employee had a significant negative impact on ethical behavior, which indicated that the young employees showed a better ethical behavior than the old employees. [ABSTRACT FROM AUTHOR]

Purpose: In the global economy, the need for understanding cross-cultural differences and the customer service-related processes involved in emotional labor is evident. The current study attempts to examine this issue by developing and testing hypotheses pertaining to cross-cultural differences between U.S. and Chinese service workers on the levels of display rule perceptions, emotion regulation, and burnout (i.e., emotional exhaustion, personal accomplishment, and depersonalization) as well as the relationships among these variables. Design/Methodology/Approach: Data was collected from service workers in the U.S. ( n = 280) and China ( n = 231). We tested for measurement differences, mean differences, and differences in the relationships among emotional labor variables between the two samples using a variety of analyses. Findings: It was found that the relatively robust sequence of display rules to surface acting to burnout was observed in a U.S. sample but was not observed in a Chinese sample, with some relationships being significantly weaker in the Chinese sample (e.g., surface acting to burnout dimensions) and others exhibiting relationships with the opposite sign (e.g., display rules were negatively related to surface acting in the Chinese sample). Implications: The results of this study suggest that many of the relationships among emotional labor variables vary as a function of the cultural context under consideration. Originality/Value: This is the first study to directly compare emotional labor across samples from Eastern and Western cultures. Additionally, this study begins to answer questions concerning why models of emotional labor generated in a Western culture may not apply in other cultures. [ABSTRACT FROM AUTHOR]

There are few studies on how the perception of supervisors by their subordinates contributes to high-quality leader-member exchange (LMX). We thus propose that the trust perception of supervisors by their subordinates can help explain the development of high-quality LMX. Furthermore, the trust perception may interact with supervisor-rated emotional intelligence to influence the quality of LMX, and, consequently, work performance. Using a longitudinal study on a sample of 285 supervisor-subordinate dyads from a manufacturing firm in China, we found that (1) supervisor-rated emotional intelligence of subordinates (Time 1) positively predicts the quality of LMX (Time 2); (2) this relationship is stronger when subordinates highly trust their supervisors (Time 1); (3) LMX (Time 2) positively predicts work performance (Time 3); and (4) LMX (Time 2) fully mediates the interactive effect of emotional intelligence (Time 1) and trust in the supervisor (Time 1) on work performance (Time 3). [ABSTRACT FROM AUTHOR]

The longitudinal study reported herein examines the buffering effects of individual and social resources (emotional intelligence and the leader-member exchange relationship) on the relationships between job insecurity and employee reactions (somatic complaints and organizational commitment) and the relationships between employee reactions over time. The results of this study, which was based on data drawn from 157 nurses employed by three hospitals in China, indicate that emotional intelligence moderates the relationship between job insecurity and somatic complaints at both Time 1 (T1) and Time 2 (T2) and that the leader-member exchange relationship (LMX) buffers the effects of somatic complaints at T1 on organizational commitment at T2. Overall, the findings reveal that the ability of employees to deal with their emotions and their relationships with their supervisors is an important resource that serves to protect employee outcomes when job security is uncertain. [ABSTRACT FROM AUTHOR]

The article compares the work values of Chinese employees in cold, warm and hot regions in China. Results of a data analysis of subcultural value differences between employees living in the three different climatic areas are discussed. It concludes with a suggestion that multinational corporations (MNC) should take differentiated management strategies across regions in China and the country should not be considered as a homogeneous market.

In the People's Republic of China (PRC), we investigated the relationships between supervisor-subordinate guanxi and trust in supervisor in firms with different types of ownership from both supervisor and subordinate's sides. Utilising a qualitative approach, the findings of this study showed there was a direct relationship of superior-subordinate guanxi on trust in supervisor. The findings were discussed in the theoretical context of-social exchange theory, social identity theory and the theory of reasoned action as the theoretical foundations on the relationships between superior-subordinate guanxi and trust in supervisor. [ABSTRACT FROM AUTHOR]

Existing research applying the personal wellbeing index (PWI) in China is restricted to urban and rural samples. There are no studies for Chinese off-farm migrants. The specific aims of this study are: (a) ascertain whether Chinese off-farm are satisfied with their lives; (b) investigate the equivalence of the PWI in terms of its psychometric properties; and (c) examine whether the responses to the PWI from participants falls within the normative range predicted by the Theory of Subjective Wellbeing Homeostasis. The PWI demonstrated good psychometric performance in terms of its reliability and validity and was consistent with previous studies for Western and non-Western samples. The data revealed a moderate level of subjective well-being (PWI score = 62.6). While Chinese off-farm migrants lead hard lives, the PWI was within the normative range predicted for Chinese societies by the Theory of Subjective Wellbeing Homeostasis. A likely explanation for this finding rests with the circular nature of migration in China. When China’s off-farm migrants find it too difficult to cope in the cities, most have the fallback position that they can return to their homes in the countryside. This option provides an external buffer to minimize the inherent challenges of life which would otherwise impinge on the life satisfaction of China’s off-farm migrants. [ABSTRACT FROM AUTHOR]

Despite the growing number of studies on the topic of guanxi in a work context, there is a paucity of research on supervisor–subordinate guanxi in the field of organisation and management. This article critically reviews the extant literature on guanxi in human resource management and organisational behaviour and applies an inductive approach to explore the perception of guanxi from both superior and subordinate perspectives in the People’s Republic of China. The study reports positive and ethical features of guanxi as well as unethical and negative practices in the Chinese workplace. On the positive side, guanxi comprises reciprocal exchange and perceived positive attributes, whereas its darker aspects include perceived unfairness and supervisor-targeted impression management. Managerial and research implications are discussed. [ABSTRACT FROM AUTHOR]

Effective open relationships with employees can help foreign managers rely upon and utilize the local knowledge of their employees. One hundred and sixty-three Chinese employees from various industries in China were surveyed on their relationships (leadership–member relationship and personal guanxi) with American and Chinese managers, their constructive controversy, that is, their constructive controversy with them, and the job assignments and promotions received from their managers. Results support the hypotheses that quality leader–member relationship and personal guanxi promoted their constructive controversy, which in turn facilitated employees receiving challenging jobs and promotions. Results suggest that leader–member relationship and Chinese value of guanxi may be important for enhancing their constructive controversy; this kind of open dialogue can be a foundation upon which American managers can develop the confidence to give their Chinese employees challenging tasks and promotions. [ABSTRACT FROM AUTHOR]

This study investigates the antecedents and outcomes of employees' trust in their supervisors and organizations in Chinese joint ventures. A model that links trust job security and subordinate-,job security guanxi has been developed. The model considers job security as an antecedent of trust in the organization and subordinate-supervisor guanxi as an antecedent of trust in supervisors. It further suggests that the turnover intention of employees is affected by their trust in their organization and that their organizational citizenship behavior is affected by their trust in their supervisors.

Focuses on the purpose of faking the biodata for the job seekers in China. Increase on the chances of getting job; Effect of fake biodata on the impression of the employer; Impact of the fake biodata on the performance of the employee.