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Past research has suggested the influence of family‐oriented collectivistic culture on the behavior and performance of traditional Chinese manufacturing firms. However, insufficient empirical research has been conducted to empirically test the influence. More importantly, insufficient research has been conducted to test how the collectivistic culture in Chinese societies would affect the performance of manufacturing firms. This paper addresses these issues by comparing the behaviors and performance of two groups of firms in China, i.e., investment from overseas Chinese firms and investment from non‐Chinese Western firms, in one of China's fast‐growing manufacturing industries. Interesting differences are found between the overseas Chinese firms and those from other foreign countries. The findings support the influence of societal culture on firms' behavior and performance, but do not support the predictions on performance based on the arguments of cultural distance. This paper concludes with a discussion on implications of the findings for both researchers and practitioners.

The purpose of this study is to examine the existence of relational power which is derived from an indigenous Chinese construct – guanxi. The authors also test the hypotheses of relational power with two well established power sources (position and personal power) and their relationships with influence strategies (persuasive, assertive and relationship‐based).

The authors employed a mixed method approach. The survey study included 438 Chinese respondents whereas the follow‐up interview study included 17 managers from different industries, collected across main cities in China.

The analysis of the data from survey responses provides support for the authors' argument regarding the existence of relational power. Survey results showed that all three power sources predicted leaders' choices of influence strategies. The follow‐up qualitative findings from additional interviews with managers also shed interesting insights into the dynamics of different power sources.

The use of a convenience sample may limit the generalizability of the findings. Notwithstanding, the study contributes to the power literature by adding a new dimension to the existing power typology, thus helping us better understand how different power sources affect leaders' choices of influence strategies.

The study offers new insights to both practitioners and academicians, which is of growing importance because knowledge on power sources and understanding how it operates should help managers consciously cultivate desirable types of power. This study also shows the dynamics of guanxi, thus helping the Westerners better understand work relationships in China and understand why guanxi/relational power is effective here.

The paper integrates the power‐dependency theory and an indigenous Chinese construct – guanxi and empirically examines how the authors' proposed power source – relational power – affects leaders' choices of influence strategies. The paper argues that by adding this new power source to the power typology which has dominated the power literature for half a century can fully capture the sources of power embedded in an organizational setting, and generate practical implications on leader‐member interactions.

The purpose of this paper is to explore answers to two research questions: what types of conflicts do top management team (TMT) members in Chinese firms deal with; and what approaches do they take to handle them?

Interview data were collected from 52 TMT members in 16 Chinese entrepreneurial high tech firms, and were transcribed, coded and analyzed according to Thomas's typology of conflict handling approaches.

Results show that conflicts in those TMTs were mostly task‐related and integration/ collaboration was the most frequently used approach to handle conflicts, in contrast to the findings of previous studies with Chinese managers that reported avoidance to be most preferred. It was found that the most preferred approach used in the team also relates to the leadership style of the team leader.

Methodologically, the paper did not apply any quantitative approach to triangulate the findings for greater reliability nor did it propose predictors of any type of conflict‐handling approach. Also, analyses were done at the individual level. However, the results add to the conflict‐resolution literature, and provide insights on conflict resolution processes in Chinese TMTs, which, in turn, will help to understand better Chinese TMT processes.

The results provide very practical guidance to TMTs and help generalize the theories that have been developed based on Western practices.

The study is first of its kind to examine conflict type and conflict handling approaches; and in Chinese high tech firms. It offers some interesting insights to the topic.

The purpose of this paper is to conceptualize the indigenous concept of suzhi at individual and organizational levels, and identify its dimensions for human resource management (HRM) research and practice in China.

Based on a comprehensive review of suzhi literature, Chinese cultural and historical literature, as well as Western mainstream HRM research, a multidimensional suzhi framework is conceptualized.

As an indigenous expression, suzhi can be and has been adopted for Chinese HRM research and practice. As a multidimensional construct, one’s cognitive suzhi is jointly determined by corresponding moral suzhi, wenhua (knowledge-based) suzhi and zhuanye (professional) suzhi. Cognitive suzhi, in turn, determines one’s behavioral suzhi that drives employees to enhance organizational performance, and this relationship is moderated by psychological suzhi.

The proposed framework provides new insight for Chinese indigenous management research, particularly in developing suzhi measurement for different dimensions. It also informs HRM practices in recruiting, selection, performance analysis and employee career development.

The complexity of suzhi dimensions from an organizational HRM perspective is analyzed. The resulting suzhi framework offers new insight for HRM research and practices in China.

This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group collectivism, uncertainty avoidance, performance orientation, and humane orientation, and their differential effect on helping extra‐role behavior in a diverse workforce are examined. Theoretical implications provide guidance for future empirical research in this area, and provide managers with more realistic expectations of employee performance in the workplace.

The purpose of this paper is to analyze technology-related librarian advertisements to examine the changing role of the systems librarian in today’s modern, technology-filled libraries.

The authors examined 70 advertisements for technology-focused librarians posted on ALA’s JobList in 2014. The ads were examined for area of focus and required knowledge and experiences.

The ads revealed three main areas of focus: traditional systems, digital initiatives, and web services. In addition to traditional computer and library systems skills, employers were seeking candidates with project management, digital collection, customer service, technology implementation, and problem solving skills and experience.

This study highlights how the adoption and expansion of library technology has altered the roles and responsibilities of systems librarians. Instead of solely focusing on maintaining library databases and ILSs, technology librarians have branched out and become more integrated within the library.

This study has implications for those entering the library field and LIS programs, as well as gaining insight into the expanding role of technology librarians today’s library.

This paper aims to investigate the effect and mechanism of O atom single doping, Ce and O atoms co-doping on the interfacial microscopic behavior of brazed Ni-Cr/diamond.

Using first-principles calculations, the embedding energy, work of separation, interfacial energy and electronic structures of Ni-Cr-O/diamond and Ni-Cr-O-Ce/diamond interface models were calculated. Then, the effect of Ce and O co-doping was experimentally verified through brazed diamond with CeO₂-added Ni-Cr filler alloy.

The results show that O single-doping reduces the interfacial bonding strength between Ni-Cr filler alloy and diamond but enhances its interfacial stability to some extent. However, the Ce and O co-doping simultaneously enhances the interfacial bonding strength and stability between Ni-Cr filler alloy and diamond. The in-situ formed Ce-O oxide at interface impedes the direct contact between diamond and Ni-Cr filler alloy, which weakens the catalytic effect of Ni element on diamond graphitization. It is experimentally found that the fine rod-shaped Cr₃C₂ and Cr₇C₃ carbides are generated on diamond surface brazed with CeO₂-added Ni-Cr filler alloy. After grinding, the brazed diamond grits, brazed with CeO₂-added Ni-Cr filler alloy, present few fracture and the percentage of intact diamond reaches 67.8%. Compared to pure Ni-Cr filler alloy, the brazed diamond with CeO₂-added Ni-Cr filler alloy exhibit the better wear resistance and the slighter thermal damage.

Using first-principles calculations, the effect of Ce and O atoms co-doping on the brazed diamond with Ni-Cr filler alloy is investigated, and the calculation results are verified experimentally. Through the first-principles calculations, the interface behavior and reaction mechanism between diamond and filler alloy can be well disclosed, and the composition of filler alloy can be optimized, which will be beneficial for synergistically realizing the enhanced interface bonding and reduced thermal damage of brazed diamond.

In the early industrial age which with high intensity of machine and labor, using financial measurement index was good enough to tie in company’s mechanization and philosophy of management and been in efficiency. But being comply with “New Economic age,” a new economic environment is full of knowledge and information, the enterprise competition had changed from tangible assets, plants to intangible innovation ability of knowledge. As recognizing the new tendency by enterprise, they value gradually the growth and influence from learning. Practice of organization learning not only needs firm structure and be in coordination with both hardware and software, but also needs an affect measurement model to offer enterprise to estimate learning performance. It’s a good instrument of financial performance measure mold in the past years, But it’s for measuring the past, couldn’t formulate enterprise trend to future, hard to estimate investment for future, such as development of products, organization learning, knowledge management etc, as which intangible assets and knowledge ability just the key factors of being win around competition environment in the future. In 1992, Kaplan and Norton brought up Balance Scorecard (BSC) on Harvard Business Review, as an instrument helping enterprise to measure performance, which is being considered to be a most influence management instrument. It added non‐financial index such as customer, internal process and learning growth besides traditional financial index, as offering enterprise an index to measure and manage intangible assets and intellectual property. As being aware of organization learning is hard to be ignored in the new economic age, this research is based on learning and growth of BSC, and citing one national material company try to let the most difficult measurement performance of organization learning, to be estimate through BSC, analyze of factor and individual case, to discuss the company how to make the related strategy and vision of organization learning to develop learning and growth of the structure of BSC, subject the matter of out put factors to be discussed, and measure the outcomes as a result of research. The research affect offers (1) the base implement procedure of carrying out BSC; (2) the reference of formulating measurement index while enterprise using BSC to estimate performance of organization learning; (3) the possibility bottleneck maybe forcing while carrying out BSC, to be an improvement or preventive for enterprise.

The purpose of this paper is to provide an overview of China's contemporary banking regulatory system, with particular focus on regulatory control of foreign banks trading in China. The paper addresses three aspects of Chinese banking regulation: what does China regulate; why does China regulate; and how does China regulate. Much of the discussion is concerned with China's regulatory agencies particularly with the role of the CBRC as the principal regulator in China's banking sector.

In the first instance the paper presents an overview of banking regulatory models gained from a review of theoretical literature in the area. Then through a wide ranging review of Chinese publications, both academic and official, the paper seeks to relate the course of regulatory reform in China, both in terms of compliance with orthodox regulatory theory, and the unique regulatory requirements of the Chinese banking system.

The paper recognises that China has embraced the need for banking regulation with the establishment of an institutional structure that is responsive to both banking supervision and government policy. Within that structure the role of the CBRC, the pervasive manner in which that agency operates, and the content of its regulatory output have been identified and critically reviewed.

In its review of the modernization of China's banking regulatory system, the paper achieves originality from the author's research into, and critical reflections on Chinese generated literature, both institutional and academic, which is then communicated in a manner that will be understood by readers familiar with Western banking regulatory theory.

Given the surge in foreign direct investment (FDI) in emerging economies (EEs) during the past four decades, inward FDI (IFDI) has spawned a rich, scholarly conversation on the topic. This paper aims to review the literature regarding EE IFDI determinants and the impact of IFDI on those economies. It also aims to provide some future research directions.

A systematic review with thematic analysis of 372 articles on the topic, published between 1991 and 2021, is undertaken. In addition to using the relevant keywords, the snowballing approach was used to manually track the literature.

This review highlights EE IFDI determinants such as institutional quality, corruption and intellectual property rights, regional trade agreements and distances, formal and informal institutions and their interactions, national and subnational diversity and policy expectations. Further, IFDI impacts EEs both at macro- and micro-levels. This review also indicates a substantial increase in research during the period 2000 to 2010 and a decline thereafter; it also indicates Africa and Latin America being under-researched, with a focus on Africa recently increasing.

Rich research opportunities exist in examining the mechanisms (mediators) and conditions (moderators) that influence relationships between the antecedents of IFDI and their outcomes. Further opportunities exist in examining the role of the context and in undertaking a multilevel analysis.

This review provides an understanding of what influences multinational enterprises’ FDI to EEs and how it impacts those economies. It also raises potential future research questions. It provides a holistic understanding of the chosen scope and domain.