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Article
Publication date: 3 October 2016

Runtian Jing and Andrew H. Van de Ven

The purpose of this paper is to discuss the theoretical contribution of Li’s (2016) “Yin-Yang balancing” approach of paradox management, as well as its future development…

Abstract

Purpose

The purpose of this paper is to discuss the theoretical contribution of Li’s (2016) “Yin-Yang balancing” approach of paradox management, as well as its future development to guide paradox management research across the east and west contexts.

Design/methodology/approach

It begins by recognizing the importance of paradox management research, especially the indigenous epistemological approach as Li (2016) has followed. The authors take “being” and “becoming” ontology toward social reality as the basic premise in this commentary, and summarize the knowledge that the study has contributed to existing literature.

Findings

The “Yin-Yang balancing” approach can extend the knowledge about paradox management phenomena at least from four aspects: the “either/and” frame to view a paradox system, the importance of “seed” or “threshold” in defining moderate rather than extreme groups, duality map as a novel tool for paradox management, and comparison of being and becoming ontology.

Originality/value

Based on the comparison of “being” and “becoming” ontological view, the authors suggest to further develop this “Yin-Yang balancing” approach by emphasizing the following issues: eastern culture does not have exclusive ownership of the “becoming” ontology toward the world, elaboration of alternative theoretical explanation to win out the identity approach about organizational existence, the linkage between the “Yin-Yang balancing” epistemological system and process research method, and boundary condition of the “Yin-Yang balancing” approach.

Details

Cross Cultural & Strategic Management, vol. 23 no. 4
Type: Research Article
ISSN: 2059-5794

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Article
Publication date: 4 November 2014

Runtian Jing, Jia Lin Xie and Jing Ning

The purpose of this paper is to examine the antecedents (psychological contract and perceived reasons for change) and consequences (work behaviors and well-being) of…

Abstract

Purpose

The purpose of this paper is to examine the antecedents (psychological contract and perceived reasons for change) and consequences (work behaviors and well-being) of employees’ commitment to organizational change.

Design/methodology/approach

The authors developed a conceptual model of the antecedents and consequences of commitment to organizational change. In Study 1, based on interviews, the authors developed an instrument to measure the construct “reasons for change.” In Study 2, the authors collected questionnaire data from 228 employees of a Chinese telecom company undergoing organizational changes and tested the conceptual model using structural equation modeling.

Findings

The results showed that the strength of a relational contract (one form of psychological contract) was positively related to normative commitment to change and negatively related to continuance commitment to change. External reasons for change were positively related to affective and normative commitment to change, whereas internal reasons for change were negatively related to affective commitment to change and positively related to continuance commitment to change. Affective commitment was negatively related to exit and aggressive voice. Continuance commitment was positively related to emotional exhaustion, and normative commitment was negatively related to emotional exhaustion.

Research limitations/implications

The single-source cross-sectional design limits the robustness of the conclusions drawn from the findings. Two promising avenues were opened for further research: the interaction of employees’ commitment to change at different levels and the process of social construction of perceived reasons for change.

Practical implications

To facilitate employee commitment to change, organizations should cultivate relational contracts with their employees and attend to the “framing effects” of employees’ perceptions of reasons for change.

Social implications

This study contributes to the understanding of the relationship between employer-employee relations and employee well-being in Chinese society. It suggests that healthy employer-employee relations are beneficial for employee well-being. Moreover, Chinese firms should pay more attention to the changes occurring inside and outside their organizations, which are related to the psychological health of their employees.

Originality/value

The study highlights the importance of relational contracts between an organization and its employees during organizational change process. Moreover, it is among the first to examine the relationship between employees’ perceived reasons for change and their commitment to change.

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Article
Publication date: 2 April 2010

Runtian Jing, Yuanyuan Wan and Xia Gao

The purpose of this paper is to identify the reasons for the differences of executives' compensation across industries from the managerial discretion perspective.

Abstract

Purpose

The purpose of this paper is to identify the reasons for the differences of executives' compensation across industries from the managerial discretion perspective.

Design/methodology/approach

Based on the data from 37 manufacturing industries from 2002 to 2007 in China, managerial discretion for each industry is calculated regarding to the conception raised by Hambrick and Finkelstein which is further clustered into three groups. Then, regression model is used to testify the relation between managerial discretion and executives' compensation.

Findings

The executives' compensation is positively related to managerial discretion that is determined by the industrial environment. In the faster growing or higher competing industries, the executives tend to have more managerial discretion, thus they will be better paid due to the extensive latitude of their decision making.

Research limitations/implications

To a certain extent, managerial discretion can be taken to measure the uncertainty or marginal productivity of the executives' work. From the industrial perspective, there are actually some factors far beyond the control of executives but influencing their pay.

Practical implications

When designing the compensation system for the executives, the industrial factors surely should be taken into consideration, to work out a fair and competitive incentive plan.

Originality/value

The paper proves a very important point in the issue of the decisive factors for executives' compensation. Managerial discretion raises the uncertainty and complexity to executives' work, thus it determines the compensation.

Details

Journal of Chinese Human Resources Management, vol. 1 no. 1
Type: Research Article
ISSN: 2040-8005

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Article
Publication date: 7 October 2014

Shoujun Yin, Fangmei Lu, Yong Yang and Runtian Jing

The purpose of this paper is to provide an imprinting perspective of the organizational culture evolution at a large state-owned heavy equipment manufacturer. It aims at…

Abstract

Purpose

The purpose of this paper is to provide an imprinting perspective of the organizational culture evolution at a large state-owned heavy equipment manufacturer. It aims at exploring sensitive periods and the tension between persistence and decay of imprints.

Design/methodology/approach

It employs the case study approach. Both qualitative (interviews) and quantitative (survey) data were collected, from the directors, middle managements, and grass-roots staffs of Dong Fang Turbine Co. Ltd. Based on the set of four scenarios, both within-scenario analysis and cross-scenario analysis were conducted following the “replication logic.”

Findings

New survival threats are more possible to develop sensitive periods with new imprints than transition periods, and the authors suggest organizational culture can be divided into two categories as the institutional sensitive and the local community sensitive.

Originality/value

This study is not only an exploitation of imprinting theories, but also provides a different understanding of organizational evolution, especially in terms of imprints dynamic. Meanwhile, the case shows how institutional environment and local community has shaped differently the organizational culture.

Details

Journal of Organizational Change Management, vol. 27 no. 6
Type: Research Article
ISSN: 0953-4814

Keywords

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Article
Publication date: 12 July 2013

Linghua Qin, Runtian Jing and Cheryl Long

Purpose – Market‐based theories assume that firms’ different strategic commitments to businesses lead to different strategic positions within the industry. While the…

Abstract

Purpose – Market‐based theories assume that firms’ different strategic commitments to businesses lead to different strategic positions within the industry. While the institutional perspective from organization theory emphasizes the institutional pressures which lead to legitimacy and firm isomorphism, it is not clear yet how intra‐industry organizations behave during institutional transitions. The purpose of this paper is to combine the insights of these theories by examining the role of market and institutional forces in affecting industry strategic variety and its impact on average industry performance in transitional China, based on the strategic view of neoinstitutional theory. Design/methodology/approach – Empirical tests are carried out using industrial enterprise data of China from 2000 to 2006. Findings – Empirical results using industrial enterprise data of China from 2000 to 2006 suggest that: industry competitiveness has a strong positive influence on strategic variety; the weakening relationship between government and market leads to increased strategic variety; and indicators of strategic variety have complicated effects on industry performance. Originality/value – The strategic view of neoinstitutional theory was used to gain a better understanding of intra‐industry strategic variety during the institutional transition of China. Thus this paper combines seemingly contradictory theories in our understanding of how intra‐industry organizations behave in response to institutional change.

Details

Journal of Management Development, vol. 32 no. 7
Type: Research Article
ISSN: 0262-1711

Keywords

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Article
Publication date: 13 July 2007

Guofeng Wang, Runtian Jing and Andreas Klossek

The purpose of this study is to examine the relationship between demographic characteristics, job stress, and cognitive and affective conflict faced by Chinese top…

Abstract

Purpose

The purpose of this study is to examine the relationship between demographic characteristics, job stress, and cognitive and affective conflict faced by Chinese top managers and how this conflict is resolved over multiple rounds of conflict situations.

Design/methodology/approach

A questionnaire was designed and submitted to Chinese top managers of firms located in Sichuan Province, PRC. Besides Likert‐type questions concerning demographic characteristics, job stress, and both types of conflict, contextual anchorage method was used to let top managers rank the conflict resolution styles they would prefer for solving a given situation of conflict.

Findings

Data were submitted to hierarchical regression analysis. It was found that age is in negative relation with job stress and that the higher the education level of top managers, the more cognitive conflict they will experience. In turn, the more cognitive conflict, the more affective conflict will be experienced. In addition, it was found that job stress is in positive association with cognitive conflict. Finally and most importantly, the findings indicated that Chinese top managers are inclined to using integrating to handle conflict. This seems to be generally inconsistent with traditional Chinese culture.

Originality/value

The paper accounted for respective calls that proposed to focus on the antecedent conditions of cognitive and affective conflict. Therefore, a framework containing important antecedent factors of conflict was proposed. As a first attempt, it integrated the relationship between job stress and conflict. Most importantly, and also as a first attempt, however, this study sought to identify the conflict resolution styles Chinese top managers applied over multiple rounds of conflict situations, whereas findings additionally differentiate between affective and cognitive types of conflict.

Details

International Journal of Conflict Management, vol. 18 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

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Abstract

Details

Journal of Chinese Human Resources Management, vol. 1 no. 1
Type: Research Article
ISSN: 2040-8005

Content available
Article
Publication date: 7 October 2014

Slawomir Magala

Abstract

Details

Journal of Organizational Change Management, vol. 27 no. 6
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 4 November 2019

Guangjin Chen, Peng Lu, Zeyan Lin and Na Song

This paper aims to introduce the history and major achievement of the Chinese private enterprise survey (CPES), which is one of the most enduring large-scale nationwide…

Abstract

Purpose

This paper aims to introduce the history and major achievement of the Chinese private enterprise survey (CPES), which is one of the most enduring large-scale nationwide sample surveys in China, providing important micro firm-level data for understanding and studying the development of Chinese enterprises and entrepreneurs over the past 26 years.

Design/methodology/approach

The main body of this paper is based on a bibliometric analysis of all literature using CPES until 2017.

Findings

This paper discusses problems that users may encounter during data mining. By doing so, it can assist other researchers to get a better understanding of what has been done (e.g. journals, topics, scholars and institutions) and do their research in a more targeted way.

Research limitations/implications

As members of the survey project team, the authors also take a prospect of the future data design and use, as well as offer some suggestions about how to use the CPES data to improve high-quality development and business environment evaluation in China.

Originality/value

This paper is the first to provide an overall picture of academic papers in China and abroad that have used the CPES data.

Details

Nankai Business Review International, vol. 10 no. 4
Type: Research Article
ISSN: 2040-8749

Keywords

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