Employees In China Research Articles

Childhood financial difficulty and entrepreneurial intention: The roles of work-family conflict and openness to experience

Drawing upon the theory of underdog or challenge-based entrepreneurship, this study tested a moderated mediation model to answer how and when childhood financial difficulty affects adults’ entrepreneurial intention. It proposes that work–family conflict would serve as a mediation mechanism between childhood financial difficulty and entrepreneurial intention. This study also tested the moderating effect of openness to experience on the relation between work–family conflict and entrepreneurial intention. The data were collected from 217 full-time adult employees in China. Results supported that individuals’ childhood financial difficulty was positively related to the current work–family conflict, which in turn was positively related to their entrepreneurial intention. Additionally, the positive effect of work–family conflict on entrepreneurial intention was stronger when openness to experience was weaker, as was the indirect positive effect of childhood financial difficulty on entrepreneurial intention. These findings have important theoretical and practical contributions.

Preferences for Intuition and Deliberation in Decision-Making in the Public Sector: Cross-Cultural Comparison of China, Taiwan, the Philippines, and the USA

ABSTRACT This paper explores hypotheses based on Hofstede’s cultural framework showing that decision-makers’ culture impacts their implicit choice. How people make decisions is tested through the behavioral dimension preference for intuition/preference for deliberation based on data from 1,233 employees in China, Taiwan, the Philippines, and the USA. This study reveals significant variation in individuals’ intuitive and affective decision-making in the public sector across different countries. Individuals’ deliberative decision-making is impacted by long-term orientation and uncertainty avoidance. The study finds that Eastern countries (China, the Philippines, and Taiwan) have higher scores for intuitive/affective decision making than the Western countries (the USA).

Unlocking the relationships between developmental human resource practices, psychological collectivism and knowledge hiding: the moderating role of affective organizational commitment

PurposeThis study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment.Design/methodology/approachTo test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses.FindingsThe findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding.Originality/valueThis study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization.

The hidden linkage of corporate efficiency and green innovation with human resource management practices: a newly perspective from China.

It is disappointing that despite having access to human resources at very little cost, rising countries' administrations are so ineffective. It is often believed that an organization's unheralded employees hold the keys to its success or failure. A person's mood and demeanor may be influenced by a variety of factors. Human resource management (HRM) methods have been created and used by scientists all over the globe in an effort to maximize the potential of their most important asset. Eco-friendly inventions are crucial to the survival of humanity and the prosperity of enterprises throughout the world. Therefore, the purpose of this research is to look at how green innovation affects both the environment and businesses. Green process metrics and green product metrics, for example, may have an impact on green innovation, which is why these metrics are important to track. The second primary goal of this research is to learn how the commitment and HR practices of top management shape the link between green innovation and economic and environmental success. A self-reported poll was taken by 370 employees in China's manufacturing industry. A partial least square structural equation modelling was used to examine the data collected between April 2021 and February 2022. This research employed confirmatory component analysis, a standard technique of structural equation modelling (SEM) for examining both overt and covert variables and indicators, to assess the reflecting indicators measurement model. The findings suggest that HRM has an effect on green innovation that is both positive and statistically significant. The environment and the economy benefit greatly from green innovations. Relationships between HRM and green innovation have no unfavorable implications on business results or the environment. However, human resource management has the potential to boost organizations' prosocial impact. In a three-way interaction (moderated moderation) model, organizational success is found to have a significant role, whereas environmental and organizational success play just a little one. To improve economic and environmental outcomes across all sectors, this study adds to the existing body of knowledge and argues for the wider implementation of green innovation practices. Human resource managers play a crucial role in developing a company's culture and values. The findings suggest that with leadership's blessing, green technologies may spread across a company.

Work-Life Balance Experiences of Business Process Outsourcing Employees in a Remote Work-Set Up

The study investigates the impact of remote work setup on the work-life balance of BPO employees in China. The respondents, who have experienced remote work for over three years, expressed concerns about self-discipline, punctuality, dedication, respect, and tact in their interactions. They also expressed insufficient time for self-development, proper nutrition, and rest. Stress management was also deemed challenging, with employees unable to manage mental distractions caused by non-fulfilment of obligations. The study suggests the need for a work-life balance improvement program for BPO employees in remote work settings.

Online sharing behaviors driven by need for approval: the choice of individuals with low social intelligence and high gratitude?

Knowledge sharing as an altruistic behavior has gained widespread attention. In the information age, online sharing is increasingly popular and has become an important way of exchanging and stimulating knowledge. Through a survey of 458 employees in China, this study examines the influence mechanism of need for approval on individual online sharing behavior and the moderating effect of gratitude and social intelligence. Study findings show that self-presentation has a mediating effect between need for approval and online sharing behavior, and individual need for approval can promote online sharing behavior by enhancing self-presentation. Gratitude and social intelligence both have positive moderating effects on the relations between self-presentation and online sharing behavior. Gratitude moderates the indirect influence of need for approval on online sharing behavior through self-presentation. Individuals with high gratitude and high social intelligence at the same time can strengthen the positive effect of self-presentation on online sharing behavior. Individuals can meet their approval need and obtain learning opportunities through online sharing behaviors. Organizations can select talents and obtain valuable information by establishing sharing platforms. Governments should also regulate online platforms for knowledge exchange as well as encourage individual online sharing behaviors.

Exploring the Impact of Xiaohongshu on the Psychology of Young White-Collar Employees in China

Since its establishment in 2013, the Xiaohongshu (Little Red Book) app has rapidly as a prominent social platform. Known for its high-quality and engaging user-generated original content, the platform records and introduces various experiences and usage strategies in different fields such as fashion, photography, shopping, and food through various forms. Due to its unique content and format, Xiaohongshu is popular among young female users and has become a leader in comprehensive software. This study delves into the psychological impact of the Chinese social media platform Xiaohongshu on young white-collar professionals. In order obtain valid data, we conducted a comprehensive survey through the questionnaire. Through detailed analysis of the survey results, we found that Xiaohongshu, as a popular social media app, has had a broad profound impact on the psychology of young white-collar professionals. Furthermore, the study found that Xiaohongshu not only provides a platform for young white-collar professionals to information and share experiences, but also meets emotional, social, and self-identity needs through its rich content formats and personalized recommendations. In addition, Xiaohongshu also positively influences users’ values, consumption attitudes, and lifestyles by inspiring their desires and pursuits. In conclusion, Xiaohongshu app has a significant influence on young white-collar professionals, and its positive impact on user psychology deserves further attention and research.

The effect of health literacy on health investment intention: a cross-sectional study among petrochemical employees in China.

In the petrochemical industry, employees are exposed to various health hazards, which pose serious challenges to their health and hinder the sustainable development of the petrochemical industry. Investing in health has proved a potential strategy to enhance general health. However, global health investment is notably insufficient, mainly due to the public's limited intention to invest in their health. While past research has identified various determinants of health investment intentions, the relationship between health literacy and health investment intention remains somewhat controversial and needs more empirical validation. This study aims to assess the level of health literacy and health investment intention among employees in one of China's largest petrochemical companies and to explore the effect of health literacy on health investment intention. A cross-sectional study was conducted in a petrochemical company. The valid sample size for this study was 39,911 respondents. Data were collected using a designed questionnaire, including socio-demographic information, questions about health investment intention, and the "2020 National Health Literacy Monitoring Questionnaire." Several statistical analysis methods were employed, including descriptive analysis, Chi-square test, logistic regression, and multiple linear regression. The study disclosed an average health literacy score of 56.11 (SD = 10.34) among employees, with 52.1% surpassing the qualification threshold. The "Chronic Disease" dimension exhibited the lowest qualification rate at 33.0%. Furthermore, 71.5% of the employees expressed an intention to invest in health, yet a significant portion (34.5%) opted for the minimal investment choice, less than 2,000 RMB. Logistic regression analysis indicated a positive correlation between health literacy and health investment intention (OR = 1.474; p < 0.001). This association's robustness was further indicated by multiple linear regression analyses (β = 0.086, p<0.001). The employees' health literacy significantly exceeds the national average for Chinese citizens, yet the qualified rate in the "Chronic Disease" dimension remains notably low. A majority of employees have the intention to invest in health, albeit modestly. Furthermore, while health literacy does positively influence health investment intention, this effect is somewhat limited. Accordingly, personalized Health education should be prioritized, with a focus on improving chronic disease knowledge and facilitating the internalization of health knowledge into health beliefs.

The Influence of Work Connectivity Behavior After-hours on Employees' Withdrawal Behaviors: The Mediating Role of Work Stress

After-hours work connectivity behavior caused by the use of instant messaging software will lead to negative outcomes, however, the exploration of the negative outcomes in current research is limited, and no research has focused on off-hours work caused by the use of instant messaging software and the impact of connectedness behavior on employees' job withdrawal behavior. Therefore, based on the resource conservation theory and interactive determinism, this research study constructs a relevant theoretical models to explore the impact of after-hours work connectivity behavior on work withdrawal behavior. A total of 265 ordinary employees in China were surveyed using the method of literature review and the survey through a questionnaire. The results of the study found that after-hours work connectivity behavior will increase work withdrawal behavior; after-hours work connectivity behavior will increase work stress; work pressure will increase work withdrawal behavior; after-hours work connectivity behavior leads to work withdrawal behavior through work pressure; active personality will weaken the impact of work pressure on work withdrawal behavior, and at the same time weaken the after-hours work connectivity behavior through the most work pressure on work withdrawal, behavioral impact.

How subjective ethical congruence facilitates leadership identification construction: A followership perspective

AbstractThis study examines subordinate subjective congruence resulting from personal ethical identity and perceived ethical leadership (PEL) on followership behaviors, including: obedience, proactive, and constructive resistance behaviors through identification with supervisors. Using polynomial regressions, results from self‐reported data of 208 employees in China supported that higher level of identification with supervisor occurs because of the following: (1) ethical congruence rather than ethical incongruence; (2) high‐high rather than low‐low congruence; (3) incongruence when personal ethical identity is lower than PEL rather than when personal ethical identity is higher than PEL. Moreover, such perceived ethical congruence facilitates followership obedience and proactive behaviors but not constructive resistance behavior via identification with supervisors. Relevant theoretical and practical implications are discussed.

Effect of construction project managers’ conflict management styles on team resilience: a moderated mediation model of team followership and team power distance

PurposeThe purpose of this study is to examine how construction project managers’ conflict management styles (CMSs) affect project team resilience from the perspective of social identity theory.Design/methodology/approachThis study adopted a cross-sectional survey design and collected paired data from 110 construction project managers and 474 employees in China. Based on the data collected, the authors tested the proposed hypotheses using hierarchical regression analysis.FindingsThe results show that a project manager’s cooperative CMS positively affects team resilience, and a project manager’s competitive and avoidant CMS negatively affects team resilience. Team followership plays a mediating role in this relationship. The team power distance moderates the effects of a project manager’s cooperative and avoidant CMSs on team followership.Originality/valueThis paper enriches the existing literature on conflict management in construction projects and have potential guiding significance and application value for team resilience management practices.

Weak in ability but still follow what the headquarters asks: a legitimacy‐based view of MNC employees' adoption of English

This paper advances a legitimacy‐based view on what factors determine multinational corporation (MNC) employees' adoption of English at work. We posit that legitimacy judgment represents an alternative mechanism, other than language ability, for explaining MNC employees' response to headquarters' corporate language policy. The hypotheses were confirmed in two studies with mixed‐methods (experiments; semi‐structured interviews), involving MNC employees in China. Our findings verified that corporate language policy increases positive legitimacy judgment, which in turn enhances employees' adoption of English at work. Further analysis showed that language ability moderates the mediating effect of legitimacy judgment, such that this effect is stronger for employees with lower language ability. Semi‐structured interviews confirmed the experimental findings and brought more insight into why and how Chinese employees adopt English in daily work. This paper contributes to the research on corporate language policy, legitimacy judgment, and cross‐border management in Asia Pacific.

Work conflict: Another trigger to smartphone addiction of individuals with high rumination?

With the widespread use of smartphones, many people spend much time on smartphones for shopping, learning, socializing, and so on, which can affect an individual's mental health and work performance. Especially, individual perceived conflict at work may increase their social anxiety and thus raise the risk of their smartphone addiction. This study collected data from 577 corporate employees in China through convenience sampling to explain the influence mechanism of work conflict on smartphone addiction and to verify the moderating role of rumination. Statistical results show that relationship conflicts, task conflicts, and process conflicts positively affect smartphone addiction by enhancing social anxiety. Moreover, rumination positively moderates the relationship between work conflict and smartphone addiction. People with high rumination are more likely to escape reality due to conflict at work, which further enhances their smartphone addiction behaviors. Our study suggests that a relatively harmonious working atmosphere should be established within organizations, especially for employees with rumination. Work conflict is a predisposing factor for social anxiety and smartphone addiction in individuals with high rumination.

Determinants of E-government Technology Adoption for Government Employees in China: Based on the UTAUT3 Model

E-government technology (EGT) is the cornerstone of efficient government offices, which can streamline their work to enhance service quality for government employees. Thus, it is essential to examine the determinants of EGT implementation by government employees. Guided by the Unified Theory of Acceptance and Use of Technology 3 model, this research explores critical determinants that affect EGT adoption. Results from questionnaires completed by 207 Chinese government employees indicated that EGT adoption intention is positively affected by facilitating conditions (FC), habit (HB) and personal innovativeness (PI). Moreover, it partially mediates the relationship between HB and EGT adoption behavior, as well as PI and EGT adoption behavior. EGT adoption behavior is significantly affected by HB and PI. Surprisingly, research found other factors not significant for EGT adoption intention. This research contributes to the theory in the area of e-government and provides valuable insights for government agencies, with theoretical and practical significance.

How empowering leadership promotes millennial employees’ voice behavior

Based on social exchange theory, the aim in this paper was to provide theoretical guidance and empirical evidence on how to optimize a motivational voice mechanism for millennial employees. Data from 141 millennial employees in China offer considerable support for our hypothesized moderated mediation model. Results revealed that (a) empowering leadership is positively related to millennial employees’ voice; (b) millennial employees’ intrinsic motivation partly mediates the relationship between empowering leadership and the employees’ voice; (c) autonomous job design moderates the direct relationship between empowering leadership and millennial employees’ intrinsic motivation; and (d) autonomous job design moderates the indirect relationship between empowering leadership and employee voice behavior via the employees’ intrinsic motivation, such that the relationship is stronger when job design is highly autonomous rather than less autonomous. Our findings not only elucidate the motivating factors and intrinsic mechanisms of millennials’ voice, but also hold the means to motivate millennials in practical contexts.

Analysis of the Determinants of Work-Life Balance (WLB) on Transportation Employees in China

The transportation sector in China plays a crucial role in the nation’s economy. This survey covered 708 valid transportation employees who worked in Beijing, China. This research aimed to investigate the employees’ perceptions and the factors affecting their job satisfaction towards work-life balance, mediated by job characteristics. 12 determinants were identified including fair compensation, opportunity for growth, work environment, supervisor support, justice and equality, reward and recognition, job security, autonomy and control, participation in decision-making, effective communication, professional respect and work challenge. This study was significant as the researchers found that all the determinants were supported in the research study.

Render good for evil? The relationship between customer mistreatment and customer-oriented citizenship behavior

This research examines when and how employees might (or might not) engage in customer-oriented citizenship behavior after experiencing customer mistreatment. Drawing upon attribution theory and social exchange theory, we propose that customer mistreatment is more positively related to employee guilt when employees have a higher (rather than a lower) level of self-attribution, and is less negatively related to employee forgiveness toward customers when employees have a lower (rather than a higher) level of self-attribution. In turn, increased employee guilt is associated with more customer-oriented citizenship behavior, whereas decreased employee forgiveness toward customers is associated with less customer-oriented citizenship behavior. Empirical data collected from 151 service employees in China, using a survey design (Study 1), and from 393 Western workers, using an experimental design (Study 2), support our hypotheses. Our work contributes to the customer mistreatment literature and has implications for service practice.

Artificial intelligence (AI) awareness and work withdrawal: evaluating chained mediation through negative work-related rumination and emotional exhaustion

PurposeThis study aims to investigate whether and how artificial intelligence (AI) awareness affects work withdrawal.Design/methodology/approachThis survey garners participation from a total of 305 hotel employees in China. The proposed hypotheses are examined using Hayes’s PROCESS macro.FindingsThe results indicate that AI awareness could positively affect work withdrawal. Negative work-related rumination and emotional exhaustion respectively mediate this relationship. Furthermore, negative work-related rumination and emotional exhaustion act as chain mediators between AI awareness and work withdrawal.Practical implicationsGiven the growing adoption of AI technology in the hospitality industry, it is imperative that managers intensify their scrutiny of the psychological changes experienced by frontline service employees and allocate more resources to mitigating the impact of AI on their work withdrawal.Originality/valueThis study contributes to the burgeoning literature on AI by elucidating the chain mediating roles of negative work-related rumination and emotional exhaustion. It also makes a significant forward in examining mediating mechanisms, notably the chain-mediated mechanism, through which AI awareness impacts employee outcomes.

A Study of the Use of Multimedia in AI Industry in Terms of its Impact on In-Service Education and Work Attitude as Well as Work Performance

To meet the increasing demand for talent with the expansion of domestic artificial intelligence industries in foreign markets, many artificial intelligence industries are training high quality employees. In this respect, the present study aims to investigate the effectiveness of using multimedia in the artificial intelligence industry in-service education programs. The participants of the study were composed of artificial intelligence industry supervisors and employees in China. The study focused on a sample comprised of AI industry supervisors and employees in China. Data were collected over a period spanning from the 1st of January 2022 to the 1st of June 2022. A total of 500 questionnaires were distributed, and 423 valid copies were retrieved, yielding a retrieval rate of 85%. According to the results of the study, it can be stated that artificial intelligence industries can benefit the research results through in-service education and learning and development. Moreover, the results of the current study can help promote work performance of employees to produce the necessary soft power that determines success in the future, and to improve business dilemma and enhance competitiveness of artificial intelligence industries. The results of the study revealed that the use of multimedia in artificial intelligence industry increase the self-confidence of employees, they feel respected, noticed, and supported by superiors, and have a good and pleasant interactive relationship with colleagues. As a result, their work attitudes are positively influenced.

For freedom or income? Depression among independent self-employed individuals and the mediating mechanisms: empirical evidence from China

Independent self-employment (ISE) has a crucial impact on new job creation as well as sustainable and inclusive growth. However, the findings on depression status among self-employed individuals are mixed owing to the lack of targeted classifications or the use of different classification criteria. This study investigated the association between depression and ISE, and conducted a categorical comparison of ISE. Using logit models, the study employed data from the 2018 China Labor-force Dynamics Survey (CLDS) (N = 10,758) to explore differences in depression status between individuals with ISE and those with non-ISE individuals and employees. Further, intellectual and physical ISE were distinguished. This study tested the mediating roles of job freedom and income. ISE individuals were significantly less likely to experience depression than non-ISE individuals and employees. The odds ratio (OR) of ISE with depression was 0.828 times that of non-ISE individuals and employees. The OR of intellectual ISE with depression was 0.717 times that of non-ISE individuals and employees. The regression results of depression in relation to physical ISE were not significant. A mechanism analysis showed that income (rather than work freedom) reduced the risk of depression among intellectually ISE individuals. Significantly different risk levels of depression were found between ISE individuals, and non-ISE individuals and employees in China, particularly between intellectually ISE individuals, and non-ISE individuals and employees. Moreover, the mediating role of income was identified, contradicting prior knowledge that a high degree of work freedom is what leads to high happiness and job satisfaction in self-employment.