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Article
Publication date: 5 November 2018

Qin Xu, Yixuan Zhao, Meng Xi and Shuming Zhao

The topic of employees’ taking charge behaviors has garnered increasing interest in both practical and academic fields. Leaders play a critical role in influencing…

Abstract

Purpose

The topic of employees’ taking charge behaviors has garnered increasing interest in both practical and academic fields. Leaders play a critical role in influencing followers’ taking charge behaviors, yet few studies have explored the predicting role of benevolent leadership. Drawing from proactive motivation literature, this paper aims to investigate a moderated mediation model that examines work engagement as the mediator and role-breadth self-efficacy as the moderator in the relationship between benevolent leadership and taking charge.

Design/methodology/approach

Matched data were collected from 297 followers and their group leaders in three subsidiaries of a large telecommunication company in China. The authors used hierarchical linear modeling to test the hypotheses.

Findings

The results revealed that benevolent leadership was positively related to followers’ work engagement and consequently their taking charge behaviors. Moreover, such moderated mediation relationship was stronger among followers who had low rather than high levels of role-breadth self-efficacy.

Research limitations/implications

The primary contribution of this study is building a contingent model for the effect of benevolent leadership on follower taking charge and thereby extending the nomological networks of both benevolent leadership and taking charge literatures. Another contribution is that this research provides a new perspective to understand how leadership leads to followers’ taking charge behaviors.

Originality/value

This is the first study to investigate how and when benevolent leadership predicts follower taking charge.

Details

Chinese Management Studies, vol. 12 no. 4
Type: Research Article
ISSN: 1750-614X

Keywords

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Article
Publication date: 1 August 2016

Ronald Busse, Malcolm Warner and Shuming Zhao

The purpose of this paper is to trace back the roots of US-driven “Human Resource Management” (HRM) school of thought which now become widely institutionalized in China…

Abstract

Purpose

The purpose of this paper is to trace back the roots of US-driven “Human Resource Management” (HRM) school of thought which now become widely institutionalized in China, up to the present day.

Design/methodology/approach

It looks at the diffusion of management knowledge over the period to Chinese business, which involved in turn scientific management (SM), human relations (HR) and HRM, respectively, from the interwar years onwards, by using a bibliometric analysis of Chinese language sources, searching a number of databases now available.

Findings

The authors scanned the international, as well as Chinese, literature to support a conjecture of a HR route towards China and how it morphed into HRM and went on to conclude that there was by the end of the year 2015 still a significant output of academic publications with references to both HR and HRM, respectively, but that we must be cautious in asserting a firm conclusion.

Originality/value

This paper traces back the roots of Chinese HRM back to the US-driven HR school of thought.

Details

Chinese Management Studies, vol. 10 no. 3
Type: Research Article
ISSN: 1750-614X

Keywords

Content available
Article
Publication date: 3 June 2019

Shuming Zhao, Cathy Sheehan, Helen De Cieri and Brian Cooper

The purpose of this paper is to address gaps in the knowledge about human resource (HR) professional involvement in strategic decision-making in China compared with that…

Abstract

Purpose

The purpose of this paper is to address gaps in the knowledge about human resource (HR) professional involvement in strategic decision-making in China compared with that in Australia.

Design/methodology/approach

First, the authors compare the strategic involvement of Chinese and Australian HR professionals. Second, based on the upper echelon theory, the authors compare the impact of chief executive officer (CEO) and top management team (TMT) between both countries on HR involvement in strategic decision-making. Data were collected from matched pairs of HR and TMT executives in China (n = 168) and in Australia (n = 102).

Findings

Results indicate a difference, despite of no statistical significance, in HR involvement in strategic decision-making between Chinese and Australian samples. TMT behavioural integration was positively related to HR involvement in strategic decision-making in a collectivistic culture (i.e. in China), but not in an individualistic culture (i.e. in Australia). However, CEO support for HRM was positively related to HR involvement in strategic decision-making in Australia, whereas it is not related in China.

Originality/value

The paper conducts a comparative study and practical, and research implications are discussed at the end.

Details

Chinese Management Studies, vol. 13 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

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Article
Publication date: 21 November 2019

Salvatore Moccia, Shuming Zhao and Patrick Flanagan

The purpose of this paper is to propose a new model of leadership in a volatile, uncertain, complex and ambiguous (VUCA) context, paying special attention to human…

Abstract

Purpose

The purpose of this paper is to propose a new model of leadership in a volatile, uncertain, complex and ambiguous (VUCA) context, paying special attention to human resource management.

Design/methodology/approach

The paper is conceptual. It presents the challenges of the VUCA environment that from which technically empowered democracy movements around the world have emerged, needing a new leadership model that aligns human resources tools to the new leadership model.

Findings

New tools for human resource management are proposed.

Originality/value

The paper links technological changes and leadership skills, providing a novel framework that can provide a basis for further research into the profound nature of leadership. Implications useful for managers and leaders are discussed.

Details

Journal of Enterprising Communities: People and Places in the Global Economy, vol. 14 no. 1
Type: Research Article
ISSN: 1750-6204

Keywords

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Article
Publication date: 10 October 2016

Yaqing Lin, Yan Li, Shuming Zhao and Steven Armstrong

By incorporating the resource-based view with the dynamic capability view, this study aims to examine the link between corporate political networking strategy and firm…

Abstract

Purpose

By incorporating the resource-based view with the dynamic capability view, this study aims to examine the link between corporate political networking strategy and firm performance in transition economies by focusing on the mediating role of corporate entrepreneurship and the moderating role of dysfunctional competition.

Design/methodology/approach

A large-scale questionnaire survey was conducted among 1,300 senior managers from 650 enterprises in China, and valid survey data were obtained from 401 enterprises.

Findings

Empirical results demonstrate that political networking strategy is positively related to firm performance and that this relationship is fully mediated by corporate entrepreneurship. Moderated path analysis indicates that dysfunctional competition strengthens the direct effect of political networking strategy on corporate entrepreneurship and its indirect effect on firm performance via corporate entrepreneurship.

Originality/value

This research is among the first to examine the mediating mechanism underlying the relationship between political networking strategy and firm performance in the context of transition economies. In addition, existing research has seldom discussed the effects on corporate entrepreneurship of external resource acquisition from government sources. This research fills this important gap and identifies the condition under which political networking benefits corporate entrepreneurship.

Details

International Journal of Conflict Management, vol. 27 no. 4
Type: Research Article
ISSN: 1044-4068

Keywords

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Article
Publication date: 12 March 2018

Lulu Zhou, Yan Liu, Zhihong Chen and Shuming Zhao

The purpose of this paper is to explore how a perceived ethical climate influences employees’ intention to whistle-blow through internal organizational channels and…

Abstract

Purpose

The purpose of this paper is to explore how a perceived ethical climate influences employees’ intention to whistle-blow through internal organizational channels and incorporates the mediating role of organizational identification and moral identity as well as the moderating role of individual risk aversion.

Design/methodology/approach

The five proposed hypotheses were tested using hierarchical regression analysis with two waves of data collected in 2016 from 667 employees in Chinese organizations.

Findings

The findings indicate that perceived ethical climate had a positive effect on employees’ internal whistle-blowing intention, which was mediated by organizational identification and moral identity. Furthermore, employees’ risk aversion weakened the effect of organizational identification, while the moderating role by moral identity on internal whistle-blowing intention was not validated.

Originality/value

This study explains the psychological mechanism of whistle-blowing intention from the perspective of social identity, which contributes to opening the “black box” of the transmitting processes from the perceived ethical climate to whistle-blowing intention. This study also extends the literature by defining a boundary condition of risk aversion that hinders organizational identification influence on employee whistle-blowing intention.

Details

Journal of Managerial Psychology, vol. 33 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

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Article
Publication date: 4 June 2018

Mashal Ahmed Wattoo, Shuming Zhao and Meng Xi

Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential…

Abstract

Purpose

Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being.

Design/methodology/approach

A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit.

Findings

Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being.

Originality/value

Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

Details

Chinese Management Studies, vol. 12 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

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Article
Publication date: 3 April 2018

Lulu Zhou, Shuming Zhao, Feng Tian, Xufan Zhang and Stephen Chen

The purpose of this paper is to explore how visionary leadership influences employees’ creativity in R&D teams in China, and the role of employee knowledge sharing and…

Abstract

Purpose

The purpose of this paper is to explore how visionary leadership influences employees’ creativity in R&D teams in China, and the role of employee knowledge sharing and goal orientation.

Design/methodology/approach

A survey was conducted on 331 professional technical engineers in R&D departments of 62 high-tech corporations in China. Hierarchical regression was used to model the relationships between visionary leadership style, employee goal orientations, knowledge sharing and employee creativity.

Findings

The results show that visionary leadership is positively associated with employee creativity in Chinese organizations and the relationship is positively mediated by employee knowledge sharing. Furthermore, employee “learning goal” orientation strengthens the relationship between visionary leadership and employee knowledge sharing, whereas employee “performance-avoid goal” orientation weakens the relationship between visionary leadership and employee knowledge sharing.

Originality/value

This study contributes to the literature on the effects of leadership on employee creativity by showing that, contrary to western organizations, where a less directive leadership style is generally recommended to enhance employee creativity, in Chinese organizations, visionary leadership is positively associated with employee creativity, but the effect is contingent on employees’ goal orientations and knowledge sharing.

Details

International Journal of Manpower, vol. 39 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 1 January 1993

Paul J. Guglielmino and Shuming Zhao

This paper examines the relationship of learning style and job performance in a sample of the workforce collected from a Commodity Driven Society (CDS), the PRC, and…

Abstract

This paper examines the relationship of learning style and job performance in a sample of the workforce collected from a Commodity Driven Society (CDS), the PRC, and compares and contrasts the data to a sample collected from a more Market Driven Society (MDS), Hong Kong, and a highly developed nation, the United States.

Details

Competitiveness Review: An International Business Journal, vol. 3 no. 1
Type: Research Article
ISSN: 1059-5422

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Article
Publication date: 25 February 2014

Yaqing Lin, Shuming Zhao and Na Li

The purpose of this study is to introduce strategic flexibility as an important dynamic capability into the field of strategic human resource management (SHRM) and explore…

Abstract

Purpose

The purpose of this study is to introduce strategic flexibility as an important dynamic capability into the field of strategic human resource management (SHRM) and explore its mediating role between network-building HR practices for top management team (TMT) and firm performance. Moreover, based on the context of transition economy in China, the authors examine environmental uncertainty as a moderator in these relationships and empirically test the questions above.

Design/methodology/approach

The authors have conducted questionnaire surveys on 780 top managers in 390 companies mainly located in Beijing, Tianjin, Shanghai, Jiangsu and Zhejiang and finally received 241 valid samples.

Findings

The results show that network-building HR practices have positive effects on firm performance and strategic flexibility plays a fully mediating role between them. In addition, environmental uncertainty moderates the relationship between network-building HR practices for TMT and strategic flexibility, while it has no moderating effect in the relationship between strategic flexibility and firm performance.

Originality/value

These conclusions have important implications for the development and application of SHRM in dynamic environments. Theoretically, the authors enrich the functions of network-building HR practices for TMT and provide the evidence to advocate the development of the innovative HR practices in China. In terms of the practical implications of the study, it is argued that network-building HR practices for TMT and strategic flexibility can help firms to deal with uncertainty and achieve high performance, which provides constructive guidance in the development of enterprises in the China's transition economy.

Details

Nankai Business Review International, vol. 5 no. 1
Type: Research Article
ISSN: 2040-8749

Keywords

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