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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: 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: 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: 6 April 2021

Bao Ngoc Nguyen, Kerry London and Peng Zhang

This paper aims to report a comprehensive analysis of literature on stakeholder relationships towards identifying patterns of relationships within the off-site…

Abstract

Purpose

This paper aims to report a comprehensive analysis of literature on stakeholder relationships towards identifying patterns of relationships within the off-site construction context.

Design/methodology/approach

Key scholarly databases were accessed and after a filtering process, 74 relevant papers were retrieved for analysis. The papers were analysed using qualitative content analysis and scientometric techniques through the application of software Leximancer and VOSviewer.

Findings

Research synthesis methods used in the present study generate compatible results. Through text mining analysis, the key themes identified in the off-site construction stakeholder relationships literature included “collaboration”, “building information modelling”, “social network analysis”, supply chain. As a finding by scientometric analysis, collaboration, BIM, supply chain management, housing and social network analysis were the most frequently entered keywords context of off-site construction. Regarding authorship pattern, the whole network of collaboration was fragmented into multiple isolated clusters, implying that the authors had tendency to cooperate in small groups.

Practical implications

The paper can bring together an important area of research not previously studied in detail. It will primarily assist academics in the first instance; however, the research leads to important findings that will ultimately assist policymakers and practitioners better understand factors affecting stakeholder relationships and in particular network thinking and collaborative mind-sets.

Originality/value

The review contributes a needed systematic and theoretical foundation for future stakeholder relationship studies and practices in off-site construction sector. It provides the basis for future studies and is a seminal analysis of stakeholder management and off-site construction. The scientometric methodology offers scholars a different approach to analysing and visualising literature reviews.

Details

Smart and Sustainable Built Environment, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-6099

Keywords

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Article
Publication date: 30 September 2020

Liang Ma, Xin Zhang and Xiaoyan Ding

Reducing employees’ knowledge hiding is vital for enterprise managers. The development of enterprise social media brings opportunities for them to manage employees…

Abstract

Purpose

Reducing employees’ knowledge hiding is vital for enterprise managers. The development of enterprise social media brings opportunities for them to manage employees’ knowledge-hiding behaviors. However, whether the use of enterprise social media inhibits or promotes knowledge hiding is still unclear. The purpose of this study is to explore how enterprise social media usage affect employees' knowledge hiding.

Design/methodology/approach

Based on the intrinsic and extrinsic motivation model, this paper proposes a research model to investigate the relationship between enterprise social media usage and knowledge hiding, using a structural equation modeling analysis of 288 employees’ data.

Findings

The results show that work-related public social media usage has an inhibiting effect on employees’ knowledge hiding, whereas the effect of work-related private social media usage on employees’ knowledge hiding is not significant; socially related public social media and private social media usage has a promoting effect on employees’ knowledge hiding; and job engagement acts in a positive moderating role between socially related private and public social media usage and evasive hiding.

Originality/value

First, this paper contributes to knowledge-hiding literature by revealing the relationship between enterprise social media usage and knowledge hiding. Second, this study contributes to motivation theory by clarifying how the use of enterprise social media with different motivations affects knowledge hiding. Third, this paper also contributes to knowledge-hiding literature by revealing a boundary condition, namely, job engagement.

Details

Journal of Knowledge Management, vol. 24 no. 9
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 29 April 2021

Liang Ma, Xin Zhang and Gaoshan Wang

Enterprise social media (ESM) are frequently used in enterprises for daily operation. Although many researchers have attempted to understand the antecedents and…

Abstract

Purpose

Enterprise social media (ESM) are frequently used in enterprises for daily operation. Although many researchers have attempted to understand the antecedents and consequences of ESM use, the integrated model, boundary conditions and mechanism of the impact of ESM use on performance are still unclear. This study fill this research gap by adopting a grounded theory approach to study how ESM use affects employee performance.

Design/methodology/approach

Choosing representative cases, the authors collected interview data and analyzed the data using open coding, axial coding and selective coding.

Findings

The results showed four main categories including ESM use, work efficiency, emotional maintenance and work performance, as well as 14 sub-categories. This paper also constructs a model of the impact of ESM use on work performance. In addition, results showed that ESM use affects employees' work performance through work efficiency and emotional maintenance, and frequency of use and individual characteristics may moderate this process.

Originality/value

This study’s results contribute to the existing ESM literature by finding the integrated model, boundary conditions and mechanism of the impact of ESM use on performance. The authors also contributed to the social media literature by finding 14 sub-categories and four main categories including ESM use, work efficiency, emotional maintenance and work performance. The conclusion of this paper provides guidance and reference for the use and management of internal social media in enterprises.

Details

Journal of Enterprise Information Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0398

Keywords

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Article
Publication date: 7 September 2015

Shuang Ren and Ying Zhu

– The purpose of this paper is to explore the contemporary paradigm of business leadership vis-à-vis China’s reform and transitional context.

Abstract

Purpose

The purpose of this paper is to explore the contemporary paradigm of business leadership vis-à-vis China’s reform and transitional context.

Design/methodology/approach

The paper employs an evidence-based approach to explore the business leadership issues influenced by economic reform and within the context of societal transition in China. A qualitative research method was adopted based on in-depth interviews with a number of middle managers from a variety of Chinese enterprises, including state-owned, domestic-private and foreign-invested enterprises. Content analysis of several rounds of interviews added depth to the data analysis.

Findings

The findings complement existing thoughts and illustrate concepts, issues, and characteristics not yet emphasized in mainstream literature. General patterns and associated characteristics of business leadership in China, as well as specific patterns associated with different forms of enterprise ownerships, are identified.

Research limitations/implications

The study makes a timely and necessary contribution that enriches context-specific understandings of business leadership against the backdrop of surrounding economic, social, and cultural changes.

Practical implications

The study enriches understandings of commonalities and differences in leadership across the globe, facilitating working collaboratively to achieve common goals in a global community.

Originality/value

The study offers new insights into business leadership by linking contextual, personal, and cognitional factors together and demonstrates some unique characteristics of leadership styles in transitional economies like China.

Details

Leadership & Organization Development Journal, vol. 36 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

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Article
Publication date: 28 September 2011

Xin Liang and Joseph Picken

The purpose of this paper is to attempt to verify the predicted relationship between the demographic (i.e. tenure, functional background, etc.) difference and cognitive…

Abstract

Purpose

The purpose of this paper is to attempt to verify the predicted relationship between the demographic (i.e. tenure, functional background, etc.) difference and cognitive difference among top managers and examine how such a relationship is affected by the communication among top managers.

Design/methodology/approach

The authors hypothesized that there is a positive relationship between demographic deviation and cognitive deviation of a focal manager on a TMT, and that such a relationship is mediated by the degree of communication that the focal manager has with other team members on the TMT. Using Structural Equation Modeling techniques, these hypotheses were tested based on a sample of 348 top managers that consist of 28 top management teams.

Findings

It was found that the hypothesized relationship between demographic deviation and cognitive deviation of a focal top manager was supported with respect to the tenure of a manager, but not the functional background of a manager. Moreover, it was found that communication frequency of a focal manager with other team members mediated the relationship between the tenure deviation and the cognitive deviation of the focal manager and that tenure deviation negatively influenced communication frequency, which in turn, negatively influenced the cognitive deviation of the manager.

Practical implications

These findings imply that: when constructing a competitive top management, practitioners such as boards of directors of a firm should pay more attention to the tenure diversity of a top management team because tenure diversity influences the cognitive diversity of the team; and communication among members of a management team can reduce the cognitive differences among members. However, communication happens more frequently among managers with similar tenure than among managers with dissimilar tenure. To promote consensus, managers need to watch for the forming of group fault lines along tenure within their teams.

Originality/value

As far as is known, this is the first study that uses relational demography to examine the influence of tenure difference on cognitive difference among members of a top management team and to expose a mediating role played by communication frequency.

Details

Leadership & Organization Development Journal, vol. 32 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

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Article
Publication date: 21 September 2015

Shanshan Bu, Geoffrey Shen, Chimay J. Anumba, Andy K.D. Wong and Xin Liang

This research paper is a literature review of the existing building retrofitting process. It proposes studying the functional, technical, and organizational issues of the…

Abstract

Purpose

This research paper is a literature review of the existing building retrofitting process. It proposes studying the functional, technical, and organizational issues of the green retrofit process. The purpose of this paper is to expand the domain of design framework for retrofitting existing buildings.

Design/methodology/approach

The paper provides a review of the model-based design process from enrollment to evaluation stages representing the green retrofitting process in selected publications. The paper opted to review the Green Retrofit Design (GRD) process model for achieving a systematic design model of GRD development in the future.

Findings

Functional and maintenance issues are mainly for new buildings, also in the field for renovation and demolishing. Publications also show that environmental, social, and technical issues are often examined separately in the decision process of GRD. Papers in the facility management scale would concentrate more on organization/legal issues. Publications with questionnaire design are devoted to the usage on life-cycle assessment on existing building, but not yet on the stakeholder management and design process and related issues.

Social implications

The achievement of the study is to provide a new framework of design approach that is significant to the theoretical research, education, communication, and practical works in terms of GRD development.

Originality/value

The paper not only achieves a specific sequence of practical approaches, including awareness of problems, conceptual development, and design embodiment, to meet design objectives, but also conforms to academic practice-based research of creative design taking on GRD practice.

Details

Smart and Sustainable Built Environment, vol. 4 no. 2
Type: Research Article
ISSN: 2046-6099

Keywords

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