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This study aims to examine the relationship between employees' perceived equity and their propensity to unionize in China and the moderating effect of tenure on the relationship.

A survey was administered to 160 employees in a foreign‐invested company in China which had experienced a spontaneous labor strike seven months before the study.

The results supported the hypothesis regarding the relationship between workers' perceived equity and their unionization propensity in China. In addition, employee tenure was found to moderate this relationship such that the longer the tenure, the weaker the relationship between perceived equity and unionization propensity.

This study provides evidence of the external validity of the relationship between perceived equity and workers' unionization propensity in China. It also demonstrates the different roles employee tenure plays in the relationship. Specifically, senior workers were less likely to join spontaneous unions in China than junior workers when treatment was perceived to be unfair, a noteworthy contrast to existing research findings that senior workers in Western societies are more eager to get involved in union activities than junior workers.

The purpose of this paper is to empirically examine the performance of China's bankcard market during 1999‐2005 when China's local card association – China UnionPay (CUP) was established in 2002, which integrated many small closed payment systems into an open payment system.

Difference‐in‐difference (DID) estimator and fixed effects model are employed to assess the potential influences of the establishment of CUP on the performance of China's bankcard businesses. In implementing DID method, it is possible to view the banks (payment entities) that are members of the CUP as the “treatment group” and others outside the CUP as the “reference group”, and introduce the “CUP member” dummy variable. Simultaneously, the paper introduces the “incident year” dummy variable labeling 2002 and afterward since the CUP was founded. Therefore, effects of establishing the CUP on the performance of its members can be simply obtained by estimating the coefficient of the interaction term between the “CUP member” dummy variable and “incident year” dummy variable in the estimation equation. The data used in this paper come from the official CUP website and Chinese Financial Statistic Almanac (2000‐2006).

The empirical evidence shows that from the micro‐perspective of maximizing platform transaction volume, the “closed to open” organizational reform, i.e. introducing the CUP into the market decreased rather than increased the performance of CUP's members. The fundamental reason for this was imperfections in the market's internal management mechanism and multi‐party profit distribution mechanism, which led to dislocation and distortion in the positioning and function of the card association‐CUP.

Different with most other studies that are pure theoretical ones, this study represents one of the few studies that use empirical methods to investigate two‐side markets.

To implement a risk-based regulatory approach, this paper aims to make an assessment on customers' money laundering risk and conducts some applications.

During the transition of a regulatory approach from “rule-based” to “risk-based”, this paper considers that the area of a customer, types of business and the industries to which the customer belongs are the main indicators to judge money laundering risk of a customer. Based on the statistical analysis of 221 typical money laundering cases, first-class index weights are given by using the entropy weight method and then by combining with the membership function, this paper determines a customer’s money laundering risk levels. On the basis of the entropy weight method, this paper uses the C5.0 algorithm to construct a decision tree model and then carries out application research on customer money laundering risk assessment to verify the effectiveness of the entropy weight method and the decision tree model.

This empirical research found the weights of three key money laundering indicators: customer areas, business types and corresponding industries.

Asserting that current money laundering risk assessments of customers are marginal at best, this paper contends from the perspective of practice, and applies the entropy weight method and the decision tree model for money laundering risk assessment of customers.

The purpose of this paper is to estimate the union-nonunion pay gap impact separately for wages and bonuses as well as total compensation to include both wages and bonuses in China. The way in which the impact varies as control variables are added is illustrated as is how the impact varies by the type of firm ownership. The overall pay gap is also decomposed into a component due to differences in their pay determining characteristics as well as a component due to differences in their returns to those characteristics. These separate components are also calculated throughout the pay distribution.

Using the 2010 China Family Panel Studies Survey, a nationally representative survey in China, the methodology involves different estimation procedures as appropriate for the nature of the data and the dependent variables. First the authors estimate a single equation to determine the union-nonunion pay gap. Then the authors estimate the union impact on the various components of compensation (wages and bonuses). Next the authors decompose the relative contribution of each factor in explaining the wage gap. Finally, quantile regressions are used to examine the union impact across various levels of the pay distribution.

The authors find a gross union-nonunion pay gap (wages + bonuses) of 42 percent, dropping to 12 percent after controlling for the effect of other pay determining factors. The union impact on wages is only 8 percent, but bonuses are about twice as high for union workers. The union impact is essentially zero for (state-owned firms) SOEs and for foreign-owned firms but it is large at 16 percent for private firms and even larger at 22 percent for government agencies. Of the overall pay gap of 42 percent, about three-quarters is attributable to differences in their endowments of pay determining characteristics and about one-quarter to differences in the returns for the same endowments of characteristics. Quantile regressions reveal that the pure or adjusted union wage premium exhibits a u-shaped pattern being highest in the bottom and to a lesser extent the top of the pay distribution.

There are a dearth of studies examining the union-nonunion pay gap in China. Of the studies that examine this issue, all of them are at the enterprise level with no studies at the individual level. Taking a nationally representative dataset at the individual level, the authors are able to estimate the union-nonunion pay gap in China. The authors identify the portion of the gap that reflects differences in endowments of pay determining characteristics and the portion that reflects different returns to those characteristics, and the relative contribution of the different variables to those components; and how these components change over the pay distribution. The authors also offer explanations for many of these patterns.

The authors investigate the extent to which differences in provincial union legislation have impacts on the union earnings premium.

Content analysis of provincial union regulations of 25 provinces is conducted to create two indices: one reflecting the degree of stringency of the local requirement that unions be established in a timely fashion and the other reflecting requirements for employers to negotiate wages with the union. The authors use individual level data from the China Family Panel Studies (CFPS) of 2010 to estimate the union earnings premium.

The authors find that unionised workers in China receive an earnings premium ranging from 6.4 to 9.6%, which is in range of other studies (but not all) for China that tend to find a (perhaps surprising) union wage premium in spite of the fact that unions tend to be “company unions” designed to foster stability and growth and to serve as a transmission belt for the wishes of the Party rather than bargaining for the benefit of their members. The authors also find that provincial requirements to establish unions in a timely fashion enhance the impact of unions on the earnings of their members, but provincial requirements to negotiate wages dampen the effect of unions on the earnings of their members. Reasons for these results are discussed.

Despite this lack of independence of the Chinese unions, research continuously finds that Chinese unions have effects that are surprisingly similar to those of unions in Western countries. This paper drills deeper into the underlying mechanisms to see if local union strategies, exemplified by provincial union legislation, can explain the unexpected union effects on compensation. To the authors’ knowledge, this is the first paper to do so. Moreover, the authors use individual-level data in contrast to most studies on China that use firm or provincial level aggregate data.

China has, apparently, more trade union members than the rest of the world put together, but the unions are subservient to the Party-state. The theme of the paper is the gap between rhetoric and reality. Issues analysed include union structure, membership, representation, and the interaction between unions and the Party-state. We suggest that Chinese unions inhabit an Alice in Wonderland dream world and that they are virtually impotent when it comes to representing workers. Because the Party-state recognises that such frailty may lead to instability it has passed new laws promoting collective contracts and established new tripartite institutions to mediate and arbitrate disputes. While such laws are welcome they are largely hollow: collective contracts are very different from collective bargaining and the incidence of cases dealt with by the tripartite institutions is tiny. Much supporting evidence is presented drawing on detailed case studies undertaken in Hainan Province (the largest and one of the oldest special economic zones) in 2004 and 2005. The need for more effective representation is appreciated by some All China Federation of Trade Unions (ACFTU) officials, but it seems a long way off, so unions in China will continue to echo the White Queen: “The rule is, jam tomorrow and jam yesterday – but never jam today” and, alas, tomorrow never comes.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.