Words From Guest Editor

Abstract

The Second Annual International Symposium on Public Human Resource Management was held in October 2012 in the School of Business Administration, Zhejiang Gongshan University, Hangzhou, China. The symposium was a joint effort by several universities and organizations, including the Psychology and Behavior Science Department of Zhejiang University; the School of Business Administration of Zhejiang Gongshan University; the Training Center of the State Administration of Foreign Experts Affairs of China; the International Public Management Association for Human Resources (IPMA-HR), United States; the College of Education of the University of South Florida; and the American Scholars Press, United States. This forum invited more than 150 people including scholars, professors, and graduate students to meet and exchange their research and ideas. The forum encouraged development of further study and communication via increased international and domestic cooperation. The symposium invited new research in the following eight categories: team performance, enterprise knowledge innovation, employee traits and ability, organizational justice (OJ) and administration, mental health, consumer psychology, organizational ethics, and other related areas. Researchers examined the public human resource management (HRM) from different perspectives, especially that of Chinese professionals. From the unpublished work presented at the symposium, the academic committee selected the following seven articles for publication. All of these articles are written by Chinese college professors and graduate students. These articles have been reviewed by peers and subject matter experts. These articles fall within the scope of Public Personnel Management, a journal published by SAGE publication. These research articles explore various aspects of work dynamics from an organizational and individual perspective, such as the integrative negotiation between collaborators, the effects of OJ, and specific case studies pertaining to the Chinese context of human resources. Brief synopses of the selected studies follow: Making Collaborators Happy: The Outcome Priming Effects in Integrative Negotiation. The study is focused on developing the quality of collaboration in a negotiation process by improving collaborator's level of satisfaction. Authors conducted a research to investigate the impact of collaborator's satisfaction level on performance and negotiating experience. Factors contributing to various mind-sets of a negotiator were examined. The study contributes to the literature of collaborative negotiations. The Effects of Organizational Justice on Organizational Citizenship Behavior in the Chinese Context: The Mediating Effects of Social Exchange Relationship. The article contributes to the existing literature on OJ, and organizational citizenship behavior (OCB), by exploring the mediating effect of social exchange on the relationship between OJ and OCB. Based on their research, the authors propose a more comprehensive four-factor OJ model, which can be further evaluated in various cultures. Moral Identity as a Moderator of the Effects of Organizational Injustice on Counterproductive Work Behavior Among Chinese Public Servants. The article makes a significant contribution to the literature of organizational behavior by identifying moral identity as a factor that impacts the level of counterproductive work behavior induced in an environment characterized by organizational injustice. Stress, Burnout, and Job Satisfaction: A Case of Police Force in China. Authors have presented a complex and detailed multidimensional model that depicts the relationship between stress, burnout, and job satisfaction in the context of a high-stress job. Authors have suggested various measures to help improve job satisfaction as a mean to minimize job stress and burnout factors. The model developed by the author can be used in subsequent studies to quantify the effects of many other variables identified in the model. …