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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]

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]

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]

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]

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]

Academic interest in non-Western firm strategy and organizational structure has tended to focus on especially successful countries, and on the firms that lead that success. Thus, published research in the 1980s focused on the "Japanese success story" and the auto industry, while currently research on China is in vogue. This research, however, tends to overemphasize country-specific contexts as the primary source of success, paying less attention to the effects of organizational factors that vary among firms within the same country context. This approach also deemphasizes the value of examining any combination of Western and non-Western approaches, a key element in the paper on the Acer strategy by Chen and Miller in this issue. Numagami, Karube, and Kato's paper recognizes the importance of looking at the variations in how different firms respond to matured business environments and of the evolution of country business cultures as a source of academic insights. [ABSTRACT FROM PUBLISHER]

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]

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]

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]

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 paper examines the effects of environmental factors on the ethical behavior of managers using computers at work in Mainland China. In this study, environmental factors refer to senior management, peer groups, company policies, professional practices, and legal considerations. Ethical behaviors include attitudes to disclosure, protection of privacy, conflict of interest, personal conduct, social responsibility, and integrity. A questionnaire survey was used for data collection, and 125 mainland Chinese managers participated in the study. The results show that peer groups, professional practices, and legal considerations do influence the ethical behavior of mainland Chinese managers in the areas of social responsibility, integrity, and accountability. A discussion of the implications of the results is also provided in this paper. [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]

Purpose - This paper aims to explore how management approaches are adopted in the modem Chinese business environment Design/methodology/approach - A questionnaire survey was conducted among the companies based in Hong Kong with manufacturing processes in China and supplying their products to the global market The results of the survey are analyzed in conjunction with traditional Chinese philosophy, Malcolm Baidrige National Quality Award Criteria and ISO 9001 requirements. Findings - The findings confirm that most companies operating in the capacity of original equipment manufacturer (OEM) suppliers will use ISO 9001 to set up theft management systems. With the development of business, the companies will move from OEM to original design manufacturer (0DM), and some of them to original brand manufacturer. The management approach used at the OEM stage is basically ISO 9001; however, more comprehensive management approaches such as MBNQA criteria would be used when the company developed into OEM and particular ODIVL In the Chinese business environment, the values of traditional Chinese philosophy are often shared by the senior leaders of the company. Originality/value - This paper confirms that different management approaches should be used at different stages of business development Furthermore, the management approach adopted should reflect the culture of the people concerned. Traditional Chinese philosophy is a rich source of management concepts from which foreign investors in China will be benefited. [ABSTRACT FROM AUTHOR]

This paper raises the question and provides empirical evidence regarding the status of the evolution of the state-owned enterprises (SOEs) in China today. In this study, we compare the SOEs to domestic private-owned enterprises (POEs) and foreign-controlled businesses (FCBs) in the context of their organizational cultures. While a new ownership form, many of the POEs evolved from former collectives that reflect the traditional values of Chinese business. Conversely, the FCBs are much more indicative of the large global MNCs. Therefore, we look at the SOEs in the context of these two reference points. We conclude that the SOEs of today have substantially transformed to approximate a configuration desired by the Chinese government when it began the SOE transformation a couple of decades ago to make them globally competitive. The SOEs of today appear to be appropriately described as China's economic dynamic dynamo for the future. Copyright © 2006 John Wiley & Sons, Ltd. [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]

This paper argues that the context of the wider society and national culture places barriers, if not limits, upon the possibilities for the management and engineering of corporate cultures. The formal `espoused' corporate cultures, contained in Corporate Mission Statements (CMS's), of two Hong Kong companies are. examined and compared to descriptions of the cultural values of Hong Kong. Important differences on `key' dimensions are found; and thus it is argued that the companies may face difficulties in fully implementing their cultures in Hong Kong. The paper argues in general terms that transportable `supra-cultures' will not work and attention needs to be paid to the specifics of national cultures. [ABSTRACT FROM AUTHOR]

This paper deals with the ethical perceptions of business people and the current state of business ethics in east China. After surveying 800 business people in 59 enterprises and interviewing 42 chief executive officers, chairs and senior managers among them, the following conclusions can be drawn: First of all, business ethics has become a new and popular topic in east China. Second, quite a lot of business people are pessimistic about the ethical standards of their superiors and co-workers, and about the ethical climate of their enterprises. Third, more and more business leaders begin to realize the importance of business ethics. Finally, in east China, the establishment of the market economy and the improvement of business ethics will depend on each other In short, business people in east China have various ethical perceptions, and the current state of business ethics in east China is also complex and changeable. [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]

Background: The level of nurses' job performance has always been of great concern, which not only represents the level of nursing service quality but is also closely related to patients' treatment and prognosis. The aim of this study was to analyze the relationship between perceived organizational justice and job performance and to explore the mediating role of organizational climate and job embeddedness among young Chinese nurses. Methods: A cross-sectional survey of 1136 young nurses was conducted between March and May 2023 using convenience sampling. Data were collected using the Job Performance Scale, Organizational Justice Assessment Scale, Nursing Organizational Climate Scale, and Job Embeddedness Scale, and the resulting data were analyzed using SPSS 25.0 and AMOS 26.0. Results: There was a significant positive correlation between job performance and perceived organizational justice (r = 0.477, p < 0.01), organizational climate (r = 0.500, p < 0.01), and job embeddedness (r = 0.476, p < 0.01). Organizational climate and job embeddedness acted as chain mediators between perceived organizational justice and job performance. The total effect of perceived organizational justice on job performance (β = 0.513) consisted of a direct effect (β = 0.311) as well as an indirect effect (β = 0.202) mediated through organizational climate and job embeddedness, with the mediating effect accounting for 39.38% of the total effect. Conclusions: Organizational climate and job embeddedness play a chain mediating role between perceived organizational justice and job performance, so hospital managers should pay attention to the level of perceived organizational justice among young nurses, and develop a series of targeted measures to improve their job performance using organizational climate and job embeddedness as entry points. [ABSTRACT FROM AUTHOR]

Goal: This study explores the connection between green innovation components and the competitive advantage of the manufacturing sector in China through the mediating role of green organizational culture and the moderating role of access to finance. Methodology: A self-administered survey with 310 respondents was used to collect data from the industrial sector. Data were examined using SmartPLS, and a bootstrapping method was used. Results: The findings demonstrated that the suggested moderated mediation model was accepted because the associations between the constructs were statistically significant. The mediating effect of green organizational culture and the moderating effect of access to finance were performed. The results showed that the proposed moderated mediation model was accepted because the relationships between the constructs were statistically significant. The results of the data analysis supported a positive relationship between green innovation and competitive advantage as well as a mediating effect of green organizational culture. Limitations: The study is limited to the Chinese economy; hence future studies can replicate these results on developing and developed economies. Furthermore, large sample size, different industrial sector and more advance analysis techniques can also be used in future studies. Practical Implications: The study has practical implication of green innovation and green organizational culture in enhancing competitive advantage in the Chinese manufacturing sector, considering access to finance. Originality / Value: This study contributes to the current vain of literature by examining the noval connection between competitive advantage and green innovation components of manufacturing sector in China through the mediating role of green organizational culture and the moderating role of access to finance. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses various reports within the issue on topics including the influence of hospitals' organizational culture in China to the hospital influence, the impact of system organization and regulation to the health expenditures and satisfaction, and racial disparities in childhood insurance.

Purpose - The primary aim of this paper is to examine whether boards of directors with independent members function as effective corporate governance mechanisms in Chinese State-Owned Enterprises (SOEs), by analysing four characteristics of non-executive directors (NEDs) that impact on their effectiveness, namely their degree of independence, information, incentive, and competence. Design/methodology/approach - Being exploratory in nature, the research uses qualitative methods for data collection. It is based on an interpretivist perspective of social sciences, analysing and explaining the factors that influence the effectiveness of NEDs. Findings - The findings indicate that the NED system is weak in China as a result of the concentrated ownership structure, unique business culture, intervention of controlling shareholders and the lack of understanding of the benefits brought by NEDs. Research limitations/implications - The paper examines the salient features of and challenges to the system of NEDs of SOEs in present-day China. It provides an understanding of how the various perceptions of the board, gathered from in-depth interviews of corporate directors, leads to new interpretations of board effectiveness. The research, however, is limited owing to a relatively small sample size and the sensitive nature of the information collected. Originality/value - The study aims to fill gaps in the literature and contribute to it by assessing the "real" views and perceptions of NEDs in China in an institutional environment significantly different from that of the USA, the UK and other western economies. [ABSTRACT FROM AUTHOR]

Given the SMEs a heterogeneous group in the Chinese society due to their inherent characteristics, this paper takes a preliminary step to look into the complicated and dynamic environment for engaging China's SMEs in corporate sustainability. It aims to provide insight into how China's SMEs perceive and practice sustainability, and to explore key drivers and barriers behind their environmental and social engagement. Findings reveal an apparent contradiction in the current status of China's SMEs towards sustainability: a high level of concern vs. a low level of engagement. The most important motivator appears to be improving corporate image, followed by governmental legislation. While barriers hindering SMEs' sustainable engagement vary, predominant problems involve a lack of awareness and perception, insufficient financial resources and insufficient or ill-suited external support. Accordingly, the paper highlights three areas for China's SMEs' further improvements: education, communication and cooperation. [ABSTRACT FROM AUTHOR]

Although detailed studies of code adoption and impact have already been conducted in Hong Kong, there has as yet been no critical analysis of why there has been a gap between the normative and positive factors underlying codes of ethics in Hong Kong. The purpose of this paper is to consider why Hong Kong companies adopting codes of ethics have failed to adhere closely to the best practice prescriptions for code adoption when it would likely be in their best interests to do so. This paper identifies some cultural factors, such as power distance and traditional Legalist assumptions approximating "Theory X," that appear to be involved in creating this gap, and offers some practical recommendations for closing the gap, which are presented in the form of hypotheses for further testing. [ABSTRACT FROM AUTHOR]

This paper analyses the ethical performance of foreign-investment enterprises operating in China in comparison to that of the indigenous state-owned enterprises, collectives and private enterprises. It uses both the deontological approach and the utilitarian approach in conceptualization, and applies quantitative and econometric techniques to ethical evaluations of empirical evidences. It shows that according to various ethical performance indicators, foreign-investment enterprises have fared well in comparison with local firms. This paper also tries to unravel the effect of a difference in business culture and competitive market forces on ethical performance by comparing the behavior of foreign-investment enterprises with that of the indigenous state-owned enterprises and collectives on the one hand, and with that of the indigenous private enterprises on the other. [ABSTRACT FROM AUTHOR]

Since China opened herself up to the world in the late 70s, privately-owned companies of different trades began to emerge along side with the state-owned enterprises. Among these successful private enterprises, a few have distinguished themselves from the rest by their distinct corporate cultures. Despite an increasing number of research on private enterprises in China, little has been done to unveil the ethical aspects of their corporate cultures. This paper attempts to fill the gap. This paper focuses on one company named the Weizhi Group in Xian. The Weizhi culture is indeed the basis of a company which I refer to as "virtuous corporation". An empirical survey on the values and perceptions of the employees of Weizhi Group was conducted to probe the values and perceptions of business ethics of its employees. [ABSTRACT FROM AUTHOR]

With the rising awareness of green and sustainable development, corporate environmental, social, and governance (ESG) performance has become an essential topic in academia. Existing studies have focused on the driving role of formal institutions on corporate ESG performance while ignoring the motivational role of informal institutions such as culture. Based on the data of Chinese A-share listed companies from 2009 to 2021, this study adopts textual analysis to quantify corporate culture and discusses the impact of corporate culture on ESG performance and its internal mechanism. We find that corporate culture significantly enhances ESG performance. Mechanism test indicates that corporate culture can promote green innovation and improve information transparency through resource and information effect, enhancing ESG performance. We further demonstrate differences in the impact of corporate culture dimensions on ESG performance, with innovation culture and quality culture being the most prominent. In addition, there is heterogeneity in the impact of corporate culture on ESG performance. In the context of non-state-owned property rights, low market attention, and high economic policy uncertainty, the impact of corporate culture on ESG performance is more significant. This paper enriches the related research on ESG performance drivers from the informal system perspective and provides decision-making references for enterprises to promote ESG practices and achieve sustainable development. [ABSTRACT FROM AUTHOR]

Guanxiis the foundation of Chinese business negotiations. The paper explains the meaning of Guanxiand uses it to differentiate between the characteristics of Chinese and Western negotiations in the marketing context. Guanxiis a characteristic of Chinese culture and provides a starting point for understanding the Chinese negotiating style. Western cultures have inherently different characteristics. As culture is so important in the negotiation process, the paper also reviews the five dimensions of culture as outlined by Hofstede (1991) and places these in the Chinese context. [ABSTRACT FROM AUTHOR]

Contrasting existing scholarship in 'socialism with Chinese characteristics', this article builds on the theorisation of infrastructural capitalism as an emerging global-capitalist project entangled with both China's state-socialist ideology and the latest nationalistic revitalisation agenda, serving both political and commercial goals, yet also rendering discontent and resistance in daily business and employment practices. Through participant observation across 13 Alibaba departments or subsidiaries, semi-structured interviews with workers in Alibaba and other Chinese platform companies, and the analysis of corporate documentation and media reports, our ethnographic study highlights the 'physical and digital (phygital)' nature of infrastructure, and theorises how discursive, symbolic, and sensorial techniques are adopted to direct and sustain infrastructural capitalism in daily organisational setting through three unique mechanisms: public-private partnerships, corporate prosumption networks (CPN) and imagineered global competition. This article's key contributions are threefold: to dissect the intertwined discursive, symbolic and affective mechanisms through which the 'invisible' infrastructures of capitalism are made 'visible' and 'sensible'; unpack the variegated impacts and inherent dilemmas of infrastructural capitalism; and reimagine the possibility of individual resistance and systemic transgression. [ABSTRACT FROM AUTHOR]

Aims. This study was designed to investigate the impact of inclusive leadership on challenge-oriented citizenship behaviors and examine the mediating role of organizational justice on the relationship between inclusive leadership and challenge-oriented citizenship behaviors among nurses. Background. Leaders exhibiting an inclusive leadership style have the potential to create a positive work climate and motivate members of the organization. However, the mechanisms by which organizational justice contributes to this process remain to be explored, particularly in terms of how it motivates challenge-oriented organizational citizenship behaviors. Method. A cross-sectional questionnaire survey was conducted among nurses in China at the end period of the COVID-19 pandemic. A total of 527 registered nurses were enrolled and completed the self-report questionnaires including inclusive leadership scale, organizational justice scale, and challenge-oriented citizenship behavior scale. The hypotheses were tested using hierarchical multiple regression analyses and structural equation modelling. Results. The results of empirical tests revealed that nurse leader's inclusive leadership had a positive relationship on nurses' challenge-oriented organizational citizenship behaviors (β = 0.823, p < 0.001) after controlling several demographic covariates. Meanwhile, inclusive leadership was positively linked to organizational justice (β = 0.747, p < 0.001), and the indirect effect of inclusive leadership on nurses' challenge-oriented citizenship behaviors through organizational justice was statistically significant (β = 0.641, p < 0.001). Furthermore, the model fit indices were χ2/df = 1.952, RMSEA = 0.043, CFI = 0.979, and TLI = 0.977, indicating that the model had high quality. Conclusion. This study could help nurse leaders with inclusive leadership style have a better understanding and taking the advantages of the influence mechanism of organizational justice in inspiring nurses' challenge-oriented citizenship behaviors. While nurse managers can inspire challenge-oriented organizational citizenship behaviors through inclusive leadership, they should also emphasize the evaluative and behavioral-shaping effects of organizational justice. Both leadership and organizational justice are essential to motivate challenge-oriented organizational citizenship behaviors and to foster organizational development. Moreover, managers should focus on the process and conditions of implementing organizational justice to ensure fairness within the organization and to create a conducive environment for challenge-oriented organizational citizenship behaviors. [ABSTRACT FROM AUTHOR]

Background: Feedback is critical to improving practitioners' clinical practice and professional growth. Although they are still considered junior practitioners, their feedback-seeking experiences have yet to be investigated. This study aimed to understand the fundamental thoughts and experiences of new graduate nurses regarding feedback-seeking and to identify the main factors that influence their feedback-seeking behaviors. Methods: Conducting a descriptive phenomenological study, semi-structured in-depth interviews with newly graduated nurses from four hospitals in Zhejiang Province, China, face-to-face or via video call in the hospital conference room through purposive and snowball sampling. Interview data were evaluated using Colaizzi's 7-step phenomenological data analysis. The COREQ checklist was followed. Results: A total of 15 new graduate nurses were interviewed as a sample, and 13 categories emerged from our data. They were categorized into four central elements: (1) perceptions and attitudes, (2) drivers, (3) dilemmas and needs, and (4) transformation and growth. Conclusions: This study found that new graduate nurses have various needs but face dilemmas in the feedback-seeking process. Nursing managers should be proficient at providing positive leadership, collaborating with clinical mentors to foster an atmosphere where new graduate nurses may obtain honest, transparent, and fair feedback, and exercising caution when providing negative feedback. [ABSTRACT FROM AUTHOR]

Purpose -- The purpose of this paper is to compare and understand how age, gender and culture affect individual career and work-related attitudes in Chinese and American samples. Design/methodology/approach -- Online and printed questionnaires were administered to employees and managers in China, whereas in the USA, faculty, staff and students at a Midwestern university responded to an online survey. Snowball sampling technique was used to collect data. Independent sample t-tests were conducted to test the hypothesis. Findings -- The study showed different work values and attitudes in the workplace between Chinese and the US samples, and indicated the specifics influences that national culture has on them. Culture affects generational changes; generational differences in the US sample are bigger than in Chinese sample; work values differ across generations and cultures; traditional gender role differences persist more strongly across generations in Chinese sample than in the US sample. Research limitations/implications -- Generalizability issues; cross-sectional data. Practical implications -- US-based multi-national corporations need to understand these differences and better manage their diverse employees operating in China. Originality/value -- This study compared generation, culture and gender differences simultaneously; parallel groups at similar life stages were used by basing the boundaries of each generation on the distinct cultural events of each nation. This approach is more consistent with generation definitions than by using influential specific events of each country, respectively. Useful to managers, it will provide guidance for understanding work values and attitudes across gender and generations in the USA and China. Most benefit will occur for US based multinational companies that have Chinese operations, and manage employees with cultural, gender and generational differences. [ABSTRACT FROM AUTHOR]

This paper focuses on the utilization of guanxi, which is an important cultural and social element in China, and the impact of guanxi on firm performance. Although guanxi is embedded in every aspect of Chinese social life, companies demonstrate different needs and capacity for guanxi cultivation. Chinese firms develop guanxi as a strategic mechanism to overcome competitive and resource disadvantages by cooperating and exchanging favors with competitive forces and government authorities. We develop an integrative framework theorizing guanxi utilization according to institutional, strategic, and organizational factors, and we explore the impact of guanxi on firm performance, primarily sales growth and net profit growth. Our findings, based on a survey of 128 firms in central China, provide strong support that institutional, strategic, and organizational factors are critical determinants of guanxi with competitive forces. However, only institutional and strategic factors are significant for guanxi utilization with government authorities. In general, guanxi leads to higher firm performance, but is limited to increased sales growth, and has little impact on profit growth. Guanxi benefits market expansion and competitive positioning of firms, but does not enhance internal operations. [ABSTRACT FROM AUTHOR]

This study aims to investigate the factors that influence the willingness of highway construction enterprises in China to adopt intelligent construction technology. Based on the existing literature, a TOSE framework was proposed, and four dimensions and 15 hypothesized influencing factors were identified through expert interviews. By using a combination of PLS-SEM and ANN, 513 survey data were analyzed to determine the linear and non-linear relationships of the influencing factors on the willingness to adopt. The results showed that all 14 hypothesized factors had varying degrees of positive or negative effects on the willingness to adopt, except for organizational culture, which was found to have no significant impact. Specifically, technology cost was found to be the most influential negative factor, while market demand and organizational structure were the most influential positive factors. The findings of this study have important reference value for decision makers and participants in highway construction enterprises, as well as other construction companies when considering the adoption of smart construction technologies. The originality of this research lies in the novel application of the TOSE framework to investigate smart construction technology adoption, and the combined use of PLS-SEM and ANN to examine both linear and nonlinear relationships between variables for the first time. [ABSTRACT FROM AUTHOR]

Background: Benevolent leadership is common in organizations, including hospitals, and is known to have positive effects on employees. Yet, nursing literature lacks sufficient research on its relationships with nurses' behavior. Methods: In March to April 2022, a cross-sectional study was carried out involving 320 nurses employed across various hospitals in Sichuan Province, China. Benevolent leadership, affective commitment, work engagement, and helping behavior were evaluated using the Benevolent Leadership Scale, Affective Commitment Scale, Work Engagement Scale, and Helping Behavior Questionnaire, respectively. The study employed structural equation model and the bootstrap method to investigate the proposed relationships. Results: The SEM analysis results indicated a positive association between benevolent leadership and several outcomes among nurses. Specifically, benevolent leadership was found to be positively associated with nurses' affective commitment (β = 0.58, p <.001), work engagement (β = 0.02, p <.001), and helping behavior (β = 0.17, p =.001). Additionally, there was a significant indirect effect between benevolent leadership and nurses' work engagement through affective commitment (β = 0.08, p =.007) as well as between benevolent leadership and helping behavior through affective commitment (β = 0.16, p <.001). Conclusions: This study's findings emphasize the crucial role of benevolent leadership in fostering nurses' positive attitudes and behaviors in the workplace. Hospital administrators could promote the benevolent leadership of head nurses to enhance nurses' affective commitment, work engagement, and helping behaviors. [ABSTRACT FROM AUTHOR]

Contextual ambidexterity is of paramount importance for new product innovation and organizational success, particularly in high-tech firms operating in a dynamic environment. Whilst it is recognized that contextual ambidexterity is grounded in organizational culture, existing research has not crystallized what kind of organizational culture enables contextual ambidexterity and consequently new product innovation. In this paper, drawing on data from 150 UK and 242 Chinese high-tech firms, we conceptualize ambidextrous organizational culture as a higher-order construct consisting of organizational diversity and shared vision, and examine its impacts on contextual ambidexterity and consequently on new product innovation outcomes. Using structural equation modelling, we find significant relationships between ambidextrous organizational culture, contextual ambidexterity and new product innovation outcomes; contextual ambidexterity mediates the relationship between ambidextrous organizational culture and new product innovation outcomes. Our findings also suggest that the above relationships are robust in the UK- China comparative research context, and that contextual ambidexterity and new product innovation outcomes are dependent on business unit level heterogeneity (i.e. ambidextrous organizational culture and research and development strength) rather than industry or cross-cultural differences. [ABSTRACT FROM AUTHOR]

This paper identifies how dialectical tensions influence the conflicts in and unplanned terminations of international joint venture (IJV) relationships. The findings from case studies of two Finnish-Chinese JVs show how initial tensions and institutional imprints set the IJV processes in motion; how critical junctures influence perception of the IJV relationship and its evolution; and how a lack of efficient communication, interlinks between dialectical tensions, and insufficient movement of trust between cultural, organizational, and individual levels in the relationship lock in action patterns of confrontation which lead to the termination of the IJV. In essence, this study contributes to international business research by explaining the path-dependent nature of dialectical tensions in the evolution and survival of cross-cultural JVs. [ABSTRACT FROM AUTHOR]

This paper examines how China and Korea communicate through the Internet. LexiURL Searcher was used to retrieve data from Yahoo!, and select 800 random webpages to examine their authorship, subject topic, and website format. The results indicate some similarities and differences between Chinese and Korean webpages. Most of the webpages were owned by firms, and their content fell into 3 categories: 'related links,''education, scholarship, and research,' and 'business, economy, finance, and industry.' However, there is an important difference in the webpage format between Korean and Chinese pages: Korean webpages were more interactive than Chinese ones. This difference may be due in part to differences in the organizational culture between the 2 countries. Other potential causes are discussed in detail. [ABSTRACT FROM AUTHOR]

Purpose - Peter F. Drucker (1909-2005) was an influential modern management theorist. This paper, however, aims to challenge his diagnosis and prescriptions on the public sector for over-simplifying several complex issues and not being sufficiently comprehensive. With the support of the empirical findings of a survey in the government of Hong Kong Special Administrative Region (HKSARG), the authors seek to supplement Drucker's discussion on government and to propose managerial actions for implementing change. Design/methodology/approach - An e-mail questionnaire survey of 700 randomly selected government employees in Hong Kong was conducted. Additional information was gathered from senior management to validate the survey results. Findings - In line with Drucker, HKSARG employees, as a whole, are reluctant to change. But statistical tests show that there are heterogeneous behavioural groups. Specifically, younger and more educated staff are more willing to change. The existence of these groups has both practical and managerial implications for implementing change. Research limitations/implications - The usable sample is relatively small (n = 66). Practical implications - The government should not be viewed and understood unidirectionally. Management should target the younger and more educated users first to build up sufficient user mass and adopt peer pressure for a more successful level of implementation of IT usage across all staff. Job rotation and flexible entry and exit options are worth considering, too. Originality/value - This research validates empirically the nature of HKSARG. It demonstrates that researchers' challenges to Drucker's views on government are well founded. More research on the characteristics of the public sector is required for better understanding of the real nature of these large, bureaucratic organisations. [ABSTRACT FROM AUTHOR]

This paper introduces a resource-based perspective (RBP) model on enterprise recourse planning (ERP) challenges to help make ERP decisions in China. While ERP aims at integrating functional-area information systems within a company into a coherent, enterprise-wide, and web-enabled network, its implementation is especially challenging to enterprises in China because of high implementation costs, technical complexity, lack of information technology infrastructure, lack of well-trained employees, lack of incentives to state-owned enterprises, and a corporate culture different from that in the West. A RBP of a firm, however, posits that firms should compete on the basis of unique corporate resources that are valuable, rare, difficult to imitate, and unsubstitutable. Thus, this research assesses major ERP challenges in China based upon a three-tier decision process in pursuit of a sustainable competitive advantage. This RBP model is then embedded with data from a survey research to illustrate potential applications and managerial implications. [ABSTRACT FROM AUTHOR]

Does Christian faith matter in business? If so, how does it affect the way executives handle managerial issues, especially the ones that are ethically controversial? This paper reports a study of Chinese Christian executives in Hong Kong. The researchers followed an approach known as the Critical Incident Technique and conducted in-depth interviews with 119 Chinese Christian executives over a two year period from 1999 to 2001. Each interview covered four broad areas consisting of the interviewee's description of his or her Christian faith, business experience, reported critical incidents and general remarks on faith and work. For each reported critical incident, the interviewee deliberated on the incident and its background, his or her response, the rationale behind the response and its consequences. Each interview was tape recorded for transcription and analysis. The major contribution of this study is to propose and document a typology of the executives' responses to ethical challenges in business. The typology is based on earlier work on Christ and culture (Niebuhr, 1951; Siker, 1989) and styles of negotiation (Lewicki et al., 2001; Rubin et al., 1994). Preliminary research findings indicate that the proposed typology is an effective paradigm. It has the promise of enabling Christian executives to reflect critically on their ethical behavior and to guide their thought towards more effective responses to ethical challenges. [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]

China is moving from a centralized to a market economy to bring about efficiency in its economy and to form a business partnership with the West. With its reform adopting an open-door policy, there may be a need to assure its partners in the western world that appropriate steps would be taken to develop and foster a business culture with which the western countries and the Chinese businesses can work. The present study attempted to find whether there has been a change in business ethical culture, accounting system and practice in the Chinese business between 1978 and the present, and the degree of similarity in the Chinese ethics and guidelines compared to Western ethics and guidelines. The result of the study has been analyzed from an institutional perspective to explore institutional change. The result showed that there is general growing support of Chinese management toward change in business ethical culture and practice. It was observed that there was not much similarity in the documents used for ethical guidance and control with those of the West. The findings of the paper are expected to be relevant to international investors and executives interested in investing or working in China. [ABSTRACT FROM AUTHOR]

The cultural differences caused by rice cultivation between the north and south of China provide a unique perspective to study the local effect on corporate pro-environmental behavior. In this paper, we investigate the relationship between the geographical distribution of agricultural planting and corporate pro-environmental behavior. We manually collected the city-level rice planting data and used A-share listed companies' data from 2010 to 2019 in China and found that rice culture in the external environment in which the company is embedded has a positive association with the corporate reactive pro-environmental behavior, while rice culture in the internal values which CEO provided with is positively related to the corporate proactive pro-environmental behavior. Moreover, we find that environmental policy and migration are two moderators through which rice culture affects corporate pro-environmental behavior. This study not only sheds light on the agricultural drivers behind corporate pro-environmental behavior and extends the theoretical understanding of how cultural differences caused by geographical factors within countries influence corporate decisions but also helps firms, managers, and stakeholders effectively conduct self-reflection, management, and supervision on environmental issues through farming cultural dimensions. [ABSTRACT FROM AUTHOR]

This paper extends the discussion of guanxi-beyond instrumental evaluations and advances a normative assessment of guanxi. Our discussion departs from previous analyses by not merely asking, "Does guanxi work?" but rather "Should corporations use guanxi?" The analysis begins with a review of traditional guanxi definitions and the changing economic and legal environment in China, both necessary precursors to understanding the role of guanxi in Chinese business transactions. This review leads us to suggest that there are distinct types of, and uses for guanxi. We identify the potentially problematic aspects of certain forms of guanxi from a normative perspective, noting among other things, the close association of particular types of guanxi with corruption and bribery. We conclude that there are many different forms of guanxi that may have distinct impacts on economic efficiency and the well-being of ordinary Chinese citizens. Consistent with Donaldson and Dunfee (1999), we advocate a particularistic analysis of the different forms of guanxi. [ABSTRACT FROM AUTHOR]

Background: Patient safety is a global challenge influenced by perceived patient safety culture. However, limited knowledge exists regarding the patient safety culture perceived by hospital clinical managers and its associated factors. This study aims to investigate the perceptions of patient safety culture and associated factors among clinical managers of tertiary hospitals in China. Methods: A cross-sectional survey was conducted from June 19 to July 16, 2021, involving 539 clinical managers from four tertiary hospitals in Changsha City of Hunan Province. The Hospital Survey on Patient Safety Culture (HSOPSC) was utilized to assess perceived patient safety culture. Bivariate, multivariable linear regression, and logistic regression analyses were performed. Results: The mean score for the total HSOPSC was 72.5 ± 7.6, with dimensional scores ranging from 62.1 (14.9) to 86.6 (11.7). Three dimensions exhibited positive response rates (PRRs) < 50%, indicating areas that need to be improved: "nonpunitive response to errors" (40.5%), "staffing" (41.9%), and "frequency of events reported" (47.4%). Specialized hospitals (β = 1.744, P = 0.037), female gender (β = 2.496, P = 0.003), higher professional title (β = 1.413, P = 0.049), a higher education level (β = 1.316, P = 0.001), and shorter time delays per shift (β=-1.13, P < 0.001) were correlated with higher perceived patient safety culture. Education level, work department, "teamwork within a unit", "management support for patient safety", "communication openness", and "staffing" dimensions were associated with patient safety grades (all P < 0.05). Years worked in hospitals, occupation, education level, work department, hospital nature, professional title, "communication openness", and "handoffs & transitions" were associated with the number of adverse events reported (all P < 0.05). Conclusions: Our study revealed a generally low level of patient safety culture perceived by clinical managers and identified priority areas requiring urgent improvement. The associated factors of patient safety culture provide important guidance for the development of targeted interventions in the future. Promoting patient safety by optimizing the patient safety culture perceived by clinical managers should be prioritized. [ABSTRACT FROM AUTHOR]