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Article
Publication date: 28 November 2019

Lin Xiu, Feng Lu and Xin Liang

Organizational identity and organizational legitimacy are related constructs, but comprehensive studies of the relationship have been lacking in the literature of…

Abstract

Purpose

Organizational identity and organizational legitimacy are related constructs, but comprehensive studies of the relationship have been lacking in the literature of organizational studies. This paper aims to propose a framework that includes four possible relationships between organizational legitimacy and identity.

Design/methodology/approach

The authors evaluate the causes of each of these relationships and an important consequence of the relationship: their influences on organizational adaptation.

Findings

With a series of propositions, the authors make a tentative, but valuable, move toward integrating two broad streams of social perspective of organizing, institutional theory and organizational identity and call for research efforts in this direction.

Originality/value

The paper is the first one that explores the relationship between organizational identity and organizational legitimacy in a comprehensive way.

Details

Nankai Business Review International, vol. 11 no. 1
Type: Research Article
ISSN: 2040-8749

Keywords

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Article
Publication date: 23 March 2020

Xin Liang, Lin Xiu, Wei Fang and Sibin Wu

In this paper, the authors tentatively develop a theoretical model that depicts how the dynamic capabilities of a firm may be driven by three macro-organizational…

Abstract

Purpose

In this paper, the authors tentatively develop a theoretical model that depicts how the dynamic capabilities of a firm may be driven by three macro-organizational foundations: visionary leadership, organizational culture, and empowered human resources. The authors propose that visionary leaders are the original driver of dynamic capabilities and that visionary leaders create a unique organizational culture and empowered human resources so that their organizations embrace the spirit of entrepreneurship, an orientation toward learning, and a commitment to mission-driven improvement.

Design/methodology/approach

The authors use a case of the early success of a highly performing Chinese telecommunication equipment producer, Huawei Technology, to explain the theoretical model that shows how dynamic capabilities are developed as visionary leaders influence firm routines for learning, innovation, and strategic human resource policies, which in turn collectively create and update operational capabilities to deliver directly manipulatable competitive advantages.

Findings

The paper concludes by arguing that the sources of dynamic capabilities need not be dynamic. Instead, visionary leadership, organizational culture, and human resource policies are relatively stable factors in comparison with other possible competence-building mechanisms such as innovation or ambidexterity.

Practical implications

The authors’ model provides a direction for firms in high-tech industries to develop dynamic capabilities in order to maintain competitiveness and sustain high performance.

Originality/value

This paper is the first to present three macro-level drivers of dynamic capabilities, and it is also the first to understand the success of Huawei from a dynamic capabilities perspective.

Details

Journal of Organizational Change Management, vol. 33 no. 2
Type: Research Article
ISSN: 0953-4814

Keywords

Content available
Article
Publication date: 16 October 2017

Lin Xiu, Xin Liang, Zhao Chen and Wei Xu

The purpose of this paper is to examine the role of innovative HR practices as an important mechanism through which strategic flexibility affects firm performance as well…

Abstract

Purpose

The purpose of this paper is to examine the role of innovative HR practices as an important mechanism through which strategic flexibility affects firm performance as well as the role of female leadership in this relationship.

Design/methodology/approach

Data were gathered from a sample of 113 firms in China. The authors collected information on organizational strategy, HR practices, CEO information, corporate social responsibility and other firm characteristics in terms of firm age, location, and financial performance. Conditional procedural analysis was conducted to test the model.

Findings

The authors found strong evidence in support of the mediation relationship in which organizations with a strong focus on strategic flexibility are more likely to adopt Innovative HR Practices. Furthermore, the authors found that the extent to which firms have adopted innovative HR practices has a strong effect on employee productivity. In addition, the authors found that female leadership enhances strategic flexibility-performance relationship.

Research limitations/implications

Information on strategic flexibility, HR practices and firm performance was collected at the same time. Future studies based on panel data would be helpful to establish the causal relationships in the model.

Practical implications

The authors’ findings suggest that practitioners should put more emphasis on developing innovative HR practices, as they are required by strategic flexibility.

Social implications

Firms pursuing strategic flexibility should feel more confident when appointing a female CEO, because the results show that female leadership may enhance the positive impact of strategic flexibility on firm performance.

Originality/value

This research study is the first empirical examination of the mediating influence of innovative HR practices on the relationship between strategic flexibility and firm performance. The study also shows that female leadership benefits an organization in implementing strategic flexibility. The results are of value to researchers, human resource management managers, employees, and executives who are seeking to develop practices that are flexible and innovative in order to stay competitive in dynamic environments.

Details

Personnel Review, vol. 46 no. 7
Type: Research Article
ISSN: 0048-3486

Keywords

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Article
Publication date: 27 August 2019

Lin Xiu, Kim Nichols Dauner and Christopher Richard McIntosh

The purpose of this paper is to examine the relationship between employees’ perceptions of organizational support for employee health (OSEH) and employees’ turnover…

Abstract

Purpose

The purpose of this paper is to examine the relationship between employees’ perceptions of organizational support for employee health (OSEH) and employees’ turnover intention and job performance, with a focus on the possible mediating roles of affective commitment and wellness program participation in these relationships.

Design/methodology/approach

Data were collected from surveys of employees at a public university that provides employees with a variety of wellness program options. Conditional procedural analysis was conducted to test the model.

Findings

Results showed that employees’ perceptions of OSEH positively related to both turnover intention and job performance and that affective commitment fully mediated the relationships between OSEH perceptions and both dependent variables.

Research limitations/implications

Cross-sectional data were collected on OSEH, affective commitment, employees’ intent to remain in the organization and job performance. Future studies based on panel data would be helpful to establish the causal relationships in the model.

Practical implications

Our findings show that employees’ perceptions of OSEH are likely to affect behavioral outcomes through affective commitment, suggesting that managers should ensure that employees are aware of organizational support for health promotion. Our findings also suggest that organizations move beyond a focus on design of wellness programs to include an emphasis on the overall OSEH.

Originality/value

This research study is the first empirical examination on the two possible channels through which organizational health support may influence employees’ intent to remain and job performance – participation in wellness programs and affective organizational commitment. The results are of value to researchers, human resource management managers, employees and executives who are seeking to develop practices that promote employee health at the workplace.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 7 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

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Article
Publication date: 7 August 2017

Xin Liang, Lin Xiu, Sibin Wu and Shujuan Zhang

Private firms in China are like the third child in a family, constantly struggling to establish their position in an environment favoring their state-owned and collective…

Abstract

Purpose

Private firms in China are like the third child in a family, constantly struggling to establish their position in an environment favoring their state-owned and collective siblings. The purpose of this paper is to discover some long-term-oriented legitimacy building strategies for private firms in China.

Design/methodology/approach

This paper examines the effect of both internal and external institutional factors on long-term legitimacy for private enterprises. The authors integrate stakeholder perspective and institutional theory to provide a framework of building sustainable legitimacy.

Findings

The authors’ framework delineates that a private company can build sustainable legitimacy through catering long-term legitimacy conferring to constituents such as customers, social responsibility and patriotism in the external institutional environment.

Practical implications

The authors’ framework further indicates how private firms could leverage internal institutional environment through developing appropriate mission, culture, leadership and human resources practices in conformity to the demands of constituents for gaining long-term legitimacy.

Originality/value

This paper is the first to address the short-term nature of legitimacy building strategies proposed in the past literature. In addition, it is also the first attempt to explore the multiplicity in legitimacy in China in search of long-term legitimacy building approaches.

Details

Chinese Management Studies, vol. 11 no. 3
Type: Research Article
ISSN: 1750-614X

Keywords

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Article
Publication date: 5 June 2017

Xue-Jun Cui, Ying-Jun Zhang, Bao-Jie Dou, Xian-Guang Zeng and Xiu-Zhou Lin

This paper aims to investigate the effects of deposition time on the structure and anti-corrosion properties of a micro-arc oxidation (MAO)/Al coating on AZ31B Mg alloy.

Abstract

Purpose

This paper aims to investigate the effects of deposition time on the structure and anti-corrosion properties of a micro-arc oxidation (MAO)/Al coating on AZ31B Mg alloy.

Design/methodology/approach

The study describes the fabrication of the coating via a combined process of MAO with multi-arc ion plating. The structure, composition and corrosion resistance of the coatings were evaluated using scanning electron microscopy, energy dispersive spectroscopy, X-ray diffraction and electrochemical methods.

Findings

The Al-layer is tightly deposited with a good mechanical interlock along the rough interface due to the Al diffusion. However, the Al layer reduces the anti-corrosion of MAO-coated Mg alloy because of structural defects such as droplets and cavities, which act as channels for corrosive media infiltration towards the substrate. Fortunately, the Al layer improves the substrate corrosion resistance owing to its passive behaviour, and the corrosion resistance can be enhanced with increasing deposition time. All results indicate that a buffer layer fabricated through the duplex process improves the interfacial compatibility between the hard coating and soft Mg alloys.

Originality/value

An MAO/Al duplex coating was fabricated via a combined process of MAO and physical vapour deposition. MAO/Al duplex coatings exhibit obviously passive behaviours on AZ31 Mg alloy. The structure and corrosion resistance of MAO/Al coatings were investigated.

Details

Anti-Corrosion Methods and Materials, vol. 64 no. 4
Type: Research Article
ISSN: 0003-5599

Keywords

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Article
Publication date: 29 November 2018

Yingjun Zhang, Xue-Jun Cui, Yawei Shao, Yanqiu Wang, Guozhe Meng, Xiu-Zhou Lin, Dongquan Zhong and Dajian Wang

This paper aims to prepare a residual rust epoxy coating by adding different quantities of phytic acid (PA) on the surface of the rusty steel and investigate the corrosion…

Abstract

Purpose

This paper aims to prepare a residual rust epoxy coating by adding different quantities of phytic acid (PA) on the surface of the rusty steel and investigate the corrosion protection of PA and its action mechanisms.

Design/methodology/approach

A residual rust epoxy coating by adding different quantities of PA was prepared on the surface of the rusty steel. The influence of PA on the corrosion resistance of epoxy-coated rusty steel was investigated by means of electrochemical impedance spectroscopy and adhesion testing.

Findings

Results indicated that PA can substantially improve the corrosion resistance of epoxy-coated rusty steel. This improvement is due to the reaction of PA with residual rust and generation of new compounds with protection properties and increased adhesive strength effects on the coating/metal interface. The coating showed better protection performance when 2 per cent PA was added.

Originality/value

Considering the structure of the active groups, PA has strong chelating capability with many metal ions and can form stable complex compounds on the surface of a metal substrate, thereby improving corrosion resistance. In recent years, PA has been reported to be useful in the conversion of coatings or as green corrosion inhibitor. To the best of the authors’ knowledge, few studies have reported the use of PA as a rust converter or residual rust coating. The present work aims to improve the corrosion resistance of residual rust epoxy coating by adding PA.

Details

Anti-Corrosion Methods and Materials, vol. 66 no. 2
Type: Research Article
ISSN: 0003-5599

Keywords

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Article
Publication date: 21 September 2018

Yingjun Zhang, Baojie Dou, Yawei Shao, Xue-Jun Cui, Yanqiu Wang, Guozhe Meng and Xiu-Zhou Lin

This paper aim to investigate the influence of PA on the corrosion behavior of carbon steel with blast cleaned or pre-rusted treatments, and interpret the inhibition…

Abstract

Purpose

This paper aim to investigate the influence of PA on the corrosion behavior of carbon steel with blast cleaned or pre-rusted treatments, and interpret the inhibition mechanism of PA on the steel with different surface treatments.

Design/methodology/approach

The influence of PA on the corrosion behavior of blast cleaned or rusty steel was investigated by means of electrochemical impedance spectroscopy (EIS). The EIS data were analyzed using the @ZsimpWin commercial software. The morphology and component of steel after immersion were characterized by scanning electron microscopy (SEM), energy dispersive spectrometer (EDS), Fourier transformation infrared (FTIR) and X-ray diffractometer (XRD).

Findings

EIS analysis results indicated that PA had good corrosion inhibition for blast cleaned or rusty steel. SEM, EDS, FTIR and XRD further indicated that PA had two main corrosion inhibition processes for the corrosion inhibition of blast cleaned or rusty steel: corrosion dissolution and formation of protective barrier layers.

Originality/value

Most published works focus the attention only toward the effect of corrosion inhibitor for the clean metal surfaces. However, the surface condition of metal sometimes is unsatisfactory in the practical application of corrosion inhibitor, such as existing residual rust. Some studies also have shown that several corrosion inhibitors could be applied on partially rusted substrates. These inhibitors mainly include tannins and phosphoric acid, but not PA. Therefore, the authors investigated the influence of PA on the corrosion behavior of carbon steel with blast cleaned or pre-rusted treatments in this paper.

Details

Anti-Corrosion Methods and Materials, vol. 65 no. 6
Type: Research Article
ISSN: 0003-5599

Keywords

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Article
Publication date: 26 April 2013

Lin Xiu

This study aims to examine the gender pay gap in organizational leadership positions in China. The author seeks to analyse how much of the gap is explained by differences…

Abstract

Purpose

This study aims to examine the gender pay gap in organizational leadership positions in China. The author seeks to analyse how much of the gap is explained by differences in individual characteristics and how much is explained by firm characteristics.

Design/methodology/approach

This study estimates pay functions based on a unique data set from a survey of private firms and top managers in Liuzhou, Guangxi, China.

Findings

Female managers receive much lower pay than male managers in China. A larger portion of the gender earnings gap can be attributed to firm‐level characteristics than individual characteristics. Female managers tend to have fewer firm‐level characteristics that are associated with higher pay, and when they do, they tend to receive a smaller pay premium for those characteristics. This is especially the case for the firm size variable where female managers are less likely to be employed in higher paying large firms, and when they are, they receive a smaller firm‐size premium.

Research limitations/implications

This study uses a sample of small and medium‐sized enterprises (SMEs) in China. As such, the gender pay gap in larger firms or firms in large cities (e.g. Beijing or Shanghai) may not be represented by the findings of this study.

Practical implications

This study offers insights on how women executives are paid after they cross the “glass ceiling” and enter the managerial ranks in China. Female executives should be aware of the effects of firm characteristics on gender differences in compensation.

Originality/value

This study adds to the limited empirical literature on the gender pay gap among top executives using a matched establishment‐manager data set in China.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 1 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

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Article
Publication date: 3 August 2015

Lin Xiu, Gerui (Grace) Kang and Alan C. Roline

The aim of this study is to examine how personality traits influence interviewees’ negotiation decisions as well as whether and to what extent such effects are moderated…

Abstract

Purpose

The aim of this study is to examine how personality traits influence interviewees’ negotiation decisions as well as whether and to what extent such effects are moderated by one’s gender and risk attitudes.

Design/methodology/approach

An experiment was designed in which participants acted as interviewees and were asked to decide whether to initiate negotiations to potentially increase their salary and benefits. A logistic regression analysis and conditional process analysis were used to examine the effects of personality traits (agreeableness and extraversion) on the initiation of salary negotiation, as well as whether and to what extent such effects are moderated by one’s gender and risk attitudes.

Findings

A significant direct influence of extraversion and risk attitude on a job applicant’s initiation of salary negotiations. It was also found that risk attitudes moderate the effect of personality traits (i.e. agreeableness and extraversion) on individuals’ negotiation decisions. This study thus indicates that the effects of personality traits on job applicants’ initiation of salary negotiations are contingent on their risk attitudes.

Originality/value

To the authors’ knowledge, this study is the first to investigate the direct as well as moderated effects of personality traits on interviewees’ negotiation behavior in job interviews. The findings of this study thus significantly contribute to the literature in this line of research. Human resource professionals, as well as job seekers, may also benefit from the findings and implications of this study.

Details

Nankai Business Review International, vol. 6 no. 3
Type: Research Article
ISSN: 2040-8749

Keywords

1 – 10 of 128