To see the other types of publications on this topic, follow the link: Employee motivation – China.
Journal articles on the topic 'Employee motivation – China'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Employee motivation – China.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Hitka, Miloš, Zoltán Rózsa, Marek Potkány, and Lenka Ližbetinová. "FACTORS FORMING EMPLOYEE MOTIVATION INFLUENCED BY REGIONAL AND AGE-RELATED DIFFERENCES." Journal of Business Economics and Management 20, no. 4 (May 20, 2019): 674–93. http://dx.doi.org/10.3846/jbem.2019.6586.
Full textAbstract:
The aim of the paper is to define and quantify the differences in employee motivation depending upon the selected regions and the age of employees. The research was carried out in 2017. Sampling unit consisted of 7,594 respondents – employees from the selected eastern European countries, members of the European Union, mainly the Slovak and Czech Republic, as well as selected regions outside the European Union, Russia and China. Data gathered from the questionnaires were evaluated using descriptive statistics and tested by Tukey's HSD at the level of significance of 5%. The ANOVA Variance Analysis was used to compare each sampling unit in relation to the age and the country. Most of the differences in motivation factors were found in the countries of China and Russia. It can be due to different cultural values, especially because of the power gap and the preferred principle of seniority and collectivism in China. Differences in the level of motivation, i.e. motivation factors especially in relation to the age were observed in the analysed regions. Incentive plans for intercultural teams in order to enable employers to choose motivation factors effectively were designed following the conclusions presented in the paper. Fundamental patterns of cultural differences as well as age-related differences predicting motivational preferences can be taken into consideration when selecting the motivation factors.
2
Graves, Laura M., Joseph Sarkis, and Qinghua Zhu. "How transformational leadership and employee motivation combine to predict employee proenvironmental behaviors in China." Journal of Environmental Psychology 35 (September 2013): 81–91. http://dx.doi.org/10.1016/j.jenvp.2013.05.002.
Full text
3
Miao, Siyuan, Jaehoon Rhee, and In Jun. "How Much Does Extrinsic Motivation or Intrinsic Motivation Affect Job Engagement or Turnover Intention? A Comparison Study in China." Sustainability 12, no. 9 (May 1, 2020): 3630. http://dx.doi.org/10.3390/su12093630.
Full textAbstract:
In recent years, the employee turnover rate for China’s youth labor market has been increasing, thus sparking many social issues. By incorporating social cognitive career theory, cognitive evaluation theory and a job demands-resources model, this study aims to compare levels of employee job engagement and examine the roles of motivation in enhancing job engagement and lowering turnover intention. Further, we try to reveal the moderating effects of feedback and self-efficacy in these processes. The research was divided into two stages. In December 2017, the survey was distributed to new employees in China with a total of 409 samples. A second survey was then distributed to the same respondents one year later. The data collection for stage 2 was completed in February 2019 with a sample size of 245. The empirical results showed that only self-efficacy moderated intrinsic motivation for job engagement. Both feedback and self-efficacy negatively moderated the influence of extrinsic motivation and positively moderated the influence of intrinsic motivation on turnover intention. The findings suggest that the key to improve employee engagement relies on maintaining their intrinsic motivation. In conclusion, implications for retaining talented young employees and suggestions for future research are discussed.
4
Duan, Jinyun, Chanzi Bao, Caiyun Huang, and Chad Thomas Brinsfield. "Authoritarian leadership and employee silence in China." Journal of Management & Organization 24, no. 1 (January 18, 2017): 62–80. http://dx.doi.org/10.1017/jmo.2016.61.
Full textAbstract:
AbstractWe examine the relationship between authoritarian leadership and employee silence behaviour with 324 employees in 16 state-owned manufacturing enterprises in China. We draw from theories of motivation and person–environment fit to explain the mediating roles of psychological safety and organization-based self-esteem, and the moderating effects of power distance orientation. Regression analyses show that authoritarian leadership has a positive relationship with employee silence behaviour. Mediation analyses show that both psychological safety and organization-based self-esteem partially mediate the relationship between authoritarian leadership and employee silence. Moderation analysis revealed that the direct relationship between authoritarian leadership and employee silence behaviour is stronger for employees with high (as opposed to low) power distance orientation. Additionally, moderated-mediation analyses show that the mediating effects of both psychological safety and organization-based self-esteem are stronger for employees with low (as opposed to high) power distance orientation. Implications for theory and practice are discussed.
5
Wang, Guomeng, Huiming Huang, and Quanquan Zheng. "Effect of Chinese Employees' Emotional Creativity on their Innovative Performance." Social Behavior and Personality: an international journal 43, no. 7 (August 16, 2015): 1147–60. http://dx.doi.org/10.2224/sbp.2015.43.7.1147.
Full textAbstract:
On the basis of the social constructivist theory of emotion, we examined the relationship between employees' emotional creativity and innovative performance in the Chinese business environment, as well as the mediating or moderating roles of intrinsic motivation and supervisors' support for employee creativity in this relationship. Participants were 546 supervisor–subordinate dyads employed at 18 enterprises in the areas of Changsha, Guangzhou, Nanjing, Hangzhou, and Shanghai in China. We performed factor analysis, correlation analysis, and regression analysis of the collected data, and found that employees' emotional creativity had significant effects on their innovative performance, and that their intrinsic motivation played a mediating role in the relationship between emotional creativity and innovative performance. We also found that the supervisors' support for employee creativity positively moderated the relationship between emotional creativity and intrinsic motivation. In addition, the supervisors' support for creativity acted as a mediated moderator of the relationship between employees' emotional creativity and innovative performance.
6
Liu, Chang-E., Yahui Chen, Wei He, and Jie Huang. "Supervisor incivility and millennial employee creativity: A moderated mediation model." Social Behavior and Personality: an international journal 47, no. 9 (September 3, 2019): 1–11. http://dx.doi.org/10.2224/sbp.8365.
Full textAbstract:
Mitigating the detrimental impact of workplace incivility on employee performance and boosting millennial employee creativity are 2 common challenges for organizations around the world. Drawing on self-determination theory and social identity theory, we examined the roles of intrinsic motivation and perceived insider status in the relationship between supervisor incivility and millennial employee creativity. With data collected from 481 millennial employees in China, we found strong support for a moderated mediation model, in which the negative relationship between supervisor incivility and millennial employee creativity was mediated by intrinsic motivation, such that the mediating relationship was strengthened for employees with a low level of perceived insider status and weakened for employees with a high level of perceived insider status. We discuss the theoretical and practical implications of these findings.
7
Zhu, Yanhan, and Wenjie Li. "Proactive personality triggers employee resilience: A dual-pathway model." Social Behavior and Personality: an international journal 49, no. 2 (February 4, 2021): 1–11. http://dx.doi.org/10.2224/sbp.9632.
Full textAbstract:
The many uncertainties and challenges during an employee's career journey have stimulated growing scholarly interest in developing employee resilience to cope with them. Adopting an intrapersonal perspective, we extended self-determination theory to the resiliencebuilding context and explored the means by which proactive personality influences employee resilience. Using data obtained from a sample of 650 adults employed in workplaces in Mainland China, we found that proactive personality facilitates employee resilience via increasing work-related promotion focus and perceived insider identity. Our results provide insight into the development of employee resilience from a personality perspective through two different types of workrelated motivation. The findings also have practical implications for managers of organizations seeking alternative elements for future employee resilience interventions.
8
Aryee, Samuel, Fred O. Walumbwa, Reuben Mondejar, and Chris W. L. Chu. "Core Self-Evaluations and Employee Voice Behavior." Journal of Management 43, no. 3 (July 9, 2016): 946–66. http://dx.doi.org/10.1177/0149206314546192.
Full textAbstract:
We used data obtained from customer contact employees in the People’s Republic of China to test a moderated mediation model of the processes through which core self-evaluations (CSE) influence voice behavior. Specifically, we examined personal control and approach/avoidance motivation as psychological pathways and procedural justice perceptions as a moderator of the CSE–voice behavior relationship. As predicted, our results revealed that CSE related to employee voice behavior indirectly through personal control and approach motivation but not avoidance motivation. Furthermore, and consistent with our prediction, results showed that procedural justice perceptions moderated the mediated influence of both personal control and approach motivation on the CSE–voice behavior relationship such that this relationship is stronger when procedural justice perceptions are high but not low. We discuss the implications of these findings in terms of explanatory frameworks for understanding the documented effects of CSE on employee work outcomes.
9
Xu, Yu-Jie, Syarifah Mastura B. Syed Abu Bakar, and Waqas Ali. "Role of Public Service Motivation, Organization Values and Reward Expectation on Performance of Public Sector Employees in Henan, China." International Journal of Human Resource Studies 9, no. 4 (November 15, 2019): 231. http://dx.doi.org/10.5296/ijhrs.v9i4.15829.
Full textAbstract:
The main objective of this study is to investigate the role of public service motivation, organization value and reward on performance of public sector employee in the Henan, China. Data is collected from adopted instrument from earlier studies. The researcher has collected data from 396 respondents by using online survey and self-administrative collection method. For analysis of data, SPSS and SmartPLS software were used. It has been concluded that role of organization values does not have a relationship with the performance of employees. The public service motivation and reward expectation plays an important role in employee job performance. The researcher found that earlier researchers’ assumption, the non-monetary benefits in public sector job least important are not valid in context of China Public sector employees. This research concludes that the employees who are working in public sector always look for both monetary and non-monetary benefits.
10
Jiang, Jing, Yanan Dong, Bin Li, Huimin Gu, and Larry Yu. "Do feelings matter? The effect of leader affective presence on employee proactive customer service performance." International Journal of Contemporary Hospitality Management 32, no. 7 (May 11, 2020): 2305–23. http://dx.doi.org/10.1108/ijchm-06-2019-0538.
Full textAbstract:
Purpose Applying affect-as-information theory, this research analyzed the relationship of leader affective presence and employee proactive customer service performance (PCSP) in hospitality organizations. It further explored when and how leader affective presence influenced employee PCSP. Design/methodology/approach Taking a sample of 110 teams with 361 pairs of leaders and employees in Chinese hotels, a moderated mediation model was tested across individual and team levels using hierarchical linear modeling. Findings This study found that leader positive affective presence (LPAP) had a positive effect on employee PCSP, whereas leader negative affective presence (LNAP) had a negative effect on employee PCSP. Employee prosocial motivation mediated the relationship between leader affective presence and employee PCSP. The employee power distance value weakened the LNAP–employee prosocial motivation relationship, which subsequently mitigated the negative indirect effect of LNAP on employee PCSP through employee prosocial motivation. Research limitations/implications The sample was drawn from one hotel group in China, which may limit external validity. Practical implications Hospitality organizations should emphasize the affective traits of leaders in employee initiatives. Leader affective presence should be considered during recruitment and promotion. Management should pay more attention to employee emotional management and value alignment. Originality/value The findings provide deeper insight into the role of LPAP and LNAP in influencing employees’ PCSP. It sheds new light on the mechanisms and conditions through which leader affective presence might heighten or hinder employee PCSP.
11
Mukhopadhyay, Boidurjo Rick, and Chris R. Chatwin. "The Significance of Herzberg and Taylor for the Gig Economy of China." International Journal of Applied Behavioral Economics 9, no. 4 (October 2020): 1–17. http://dx.doi.org/10.4018/ijabe.2020100101.
Full textAbstract:
This article investigates the motivation of contingent workers in the gig economy of China, particularly focusing on the two Mobile Food Delivery Aggregators (MFDA) - Meituan and Ele.me that controls over 80% of the food delivery market in China. The convenience of one ‘super-app' on phone, offered by each of these companies, allows users to order a diversified range of products and services starting from food, clothing to travel booking and ride-hailing. Online food ordering, however, tops the chart of online orders and this creates millions of food delivery rider jobs/gigs in mainland China. This paper draws key insights from the employee motivation theories by Herzberg and Taylor which underpins the findings and thematic discussion of this qualitative paper. While it is important to recognise that the usage growth of these MFDAs and consequently new gig creation is exponentially growing, the implications of this research would inform these online platform-based companies how to better design motivational factors or incentives to boost their employee satisfaction, engagement and levels of commitments in the colossal Gig economy of mainland China.
12
Bao, Connie, and Dr Ismail Nizam. "THE IMPACT OF MOTIVATION ON EMPLOYEE PERFORMANCE IN THE ELECTRONICS INDUSTRY IN CHINA." International Journal of Accounting and Business Management 3, no. 2 (November 30, 2015): 29–45. http://dx.doi.org/10.24924/ijabm/2015.11/v3.iss2/29.45.
Full text
13
Jackson, Terence, and Mette Bak. "Foreign companies and Chinese workers: employee motivation in the People’s Republic of China." Journal of Organizational Change Management 11, no. 4 (August 1998): 282–300. http://dx.doi.org/10.1108/09534819810225869.
Full text
14
Qi, Fanhua, and Weijie Wang. "Employee involvement, public service motivation, and perceived organizational performance: testing a new model." International Review of Administrative Sciences 84, no. 4 (November 23, 2016): 746–64. http://dx.doi.org/10.1177/0020852316662531.
Full textAbstract:
Limited research has been conducted to explore the mechanisms through which employee involvement affects organizational performance. This article furthers the research on the mechanisms by testing a new causal model based on the theoretical framework of high-involvement work systems. Based on data collected from a sample of civil servants in China, we used structural equation modeling to find that the direct effect of involvement practices on organizational performance is positive and statistically significant. However, the indirect path mediated by job satisfaction and organizational commitment are not statistically significant. In addition, we found that public service motivation exerts a positive and direct effect on organizational performance. PSM is more prominent than job commitment or satisfaction in motivating public employees to work towards organizational goals and to work harder. Points for practitioners Public managers should pay more attention to involving employees in management, which will not only improve organizational performance but also increase employees’ job satisfaction and affective commitment. Involvement can take a variety of forms such as sharing information with subordinates, providing performance evaluation feedback, and involving employees in decision-making.
15
Sun, Xiaoling, Mingzheng Wu, and Qian Chen. "Ego depletion and self-control: The moderating role of public service motivation." Social Behavior and Personality: an international journal 47, no. 11 (November 5, 2019): 1–14. http://dx.doi.org/10.2224/sbp.8189.
Full textAbstract:
The importance of self-control failure and employee outcomes in public sector organizations in China is increasing. In this study, drawing on ego depletion theory and public service motivation (PSM) literature, we proposed that PSM would serve as a buffer against the detrimental effect of ego depletion on self-control. We used an experimental design to manipulate ego depletion with 95 Chinese public servant participants. Results showed that self-persuasion intervention can increase state PSM, and this contributes to higher self-control performance after an act of self-control. Results also indicated that higher trait PSM significantly correlates with higher self-control performance after ego depletion. Implications for cultivating PSM of employees in public sector organizations in China are discussed.
16
Guo, Yun, Jianqiao Liao, Shudi Liao, and Yanhong Zhang. "The Mediating Role of Intrinsic Motivation on the Relationship Between Developmental Feedback and Employee Job Performance." Social Behavior and Personality: an international journal 42, no. 5 (June 18, 2014): 731–41. http://dx.doi.org/10.2224/sbp.2014.42.5.731.
Full textAbstract:
Although previous researchers have paid significant attention to the effect of feedback on employee behavioral outcomes, few have specifically examined the influence of developmental feedback on employee job performance. In this study we examined the influences of intrinsic motivation and social exchange on the relationship between developmental feedback and job performance. Participants were 202 supervisor-subordinate dyads from 12 enterprises in China. We found that developmental feedback had a significant positive effect on both intrinsic motivation and job performance. In addition, intrinsic motivation had a significant positive relationship with job performance but it also had a partial mediating effect on the relationship between developmental feedback and job performance. Managerial implications and directions for further research are discussed.
17
Alam, Mohammad Nurul, Md Mahmudul Hassan, Dorothea Bowyer, and Md Reaz. "The Effects of Wages and Welfare Facilities on Employee Productivity: Mediating Role of Employee Work Motivation." Australasian Business, Accounting & Finance Journal 14, no. 4 (2020): 38–60. http://dx.doi.org/10.14453/aabfj.v14i4.4.
Full textAbstract:
Purpose- Garment employee productivity in Bangladesh is the lowest compared to its competitors such as China, India, Pakistan and Sri Lanka. The Bangladeshi Ready-Made Garment (RMG) industry will find it a challenge to survive in the global market unless they improve employee productivity. Therefore, the primary purpose of this study was to observe the relationship among wages and benefits, welfare facilities, employee work motivation and employee productivity. Design/Methodology/Approach- The study was conducted under the positivism philosophy for which Maslow’s Hierarchy of Needs Theory was used for framing the hypotheses. A deductive approach, explanatory research design and a quantitative methodology was followed in order to conduct the study. Through a questionnaire survey, twenty-five items were taken from existing literature to measure the variables. By a systematic probability sampling technique, 500 samples were collected from the target population. Thereafter, SPSS and SEM using Smart-PLS were utilised for analysing and developing the model. Findings- The outcome of the analysis revealed that all seven hypotheses were supported. Practical Implications- These findings will assist the policymakers, the government of Bangladesh, factory owners, managers and other stakeholders to formulate new policies and practices. Originality/Value- This study explores the relationship among wages and benefits, welfare facilities, employee work motivation and employee productivity which has not been explored theoretically and tested empirically in a Bangladeshi context. In the future, comparative research can be carried out by collecting samples from the EPZ (Export Processing Zone) and non-EPZ factories.
18
Chzhan, Khaichzhou. "The practice of employee motivation via salary in the private economic sector of the People’s Republic of China." Тренды и управление, no. 1 (January 2020): 32–37. http://dx.doi.org/10.7256/2454-0730.2020.1.33143.
Full textAbstract:
This article is dedicated to motivation of employees of the private economic sector of China. The author examines the practices of employee stimulation via salary, as well as practice of stimulating productivity through bonus program. It is noted that the system of employee motivation via salary in the private economic sector of PRC does not significantly differ from the practices implemented in the public sector or other market economies. Chinese private companies almost entirely integrated the market tools for stimulation of workforce productivity, patterned after the examples of capitalist countries. The majority of private sector enterprises are characterized with fringe benefits to basic salary, when the size of remuneration directly depends on hitting the individual and collective planned targets. The salary is being regularly indexed depending on conjuncture of the job market, productivity of the company and employees. In addition to the main salary, the base of the salary consists of payment for the volume of completed work, bonuses, various incentives and compensations. Raises for continued employment play the smallest role in size of the salary. A substantial part of the fringe benefits is actually taken by the Chinese companies out of the salary budget for the purpose of minimizing the tax burden for the company.
19
Jiang, Li, and Lois E. Tetrick. "Mapping the nomological network of employee self-determined safety motivation: A preliminary measure in China." Accident Analysis & Prevention 94 (September 2016): 1–7. http://dx.doi.org/10.1016/j.aap.2016.05.009.
Full text
20
Yin, Jielin, Zhenzhong Ma, Haiyun Yu, Muxiao Jia, and Ganli Liao. "Transformational leadership and employee knowledge sharing: explore the mediating roles of psychological safety and team efficacy." Journal of Knowledge Management 24, no. 2 (November 4, 2019): 150–71. http://dx.doi.org/10.1108/jkm-12-2018-0776.
Full textAbstract:
Purpose This paper aims—based on past research works which have shown that transformational leadership has positive impact on knowledge sharing—to explore the impact of different leadership dimensions of transformational leadership on knowledge sharing and further to explore the mechanism through which transformational leadership affects employee knowledge sharing in China. Design/methodology/approach Based on the transformational leadership theory and the team learning theory, it is proposed that all four dimensions of transformational leadership, including intellectual stimulation, individualized consideration, inspirational motivation and idealized influence, have unique impact on employee knowledge sharing. It is further proposed that psychology safety and team efficacy mediate these relationships. Then data were collected from over 400 employees from knowledge-based companies in China to empirically test the proposed relationships with the method of structural equation modeling. Findings The results show that psychological safety fully mediated the impact of intellectual stimulation on knowledge sharing, and team efficacy fully mediated the impact of inspirational motivation on knowledge sharing. Both factors also mediated the impact of individualized consideration on knowledge sharing. The results thus provide empirical support for the impact of transformational leadership on employee knowledge sharing in an international context. Originality/value The past years have seen increasing interest in leadership and knowledge sharing in emerging markets, yet the mechanism through which leadership affects employee knowledge sharing remains understudied. This study explores the impact of different dimensions of transformational leadership on employee knowledge sharing, and further shows that psychological safety and team efficacy mediate these relationships in a collectivistic society where knowledge sharing is consistent with cultural norms. The findings help develop more robust knowledge sharing theories in the international context and provide insightful suggestions for management practitioners in emerging markets.
21
Cheng, Bao, Gongxing Guo, Jian Tian, and Ahmed Shaalan. "Customer incivility and service sabotage in the hotel industry." International Journal of Contemporary Hospitality Management 32, no. 5 (April 16, 2020): 1737–54. http://dx.doi.org/10.1108/ijchm-06-2019-0545.
Full textAbstract:
Purpose Using equity theory, this study aims to examine the role of customer incivility in effecting service sabotage among hotel employees by recognizing the mediating role of revenge motivation and the moderating effect of emotion regulation. Design/methodology/approach A multi-wave, multi-source questionnaire survey was conducted with 291 employee–supervisor dyads at chain hotels in Shenzhen, China. Previously developed and validated measures for customer incivility, revenge motivation, emotion regulation and service sabotage were adopted to test the hypotheses. Findings Customer incivility increased employees’ revenge motivation and service sabotage. Emotion regulation acted as a boundary condition for customer incivility’s direct effect on revenge motivation and its indirect effect on service sabotage through revenge motivation. Cognitive reappraisal mitigated the detrimental influence of customer incivility, whereas expressive suppression worsened its adverse effects. Practical implications Managers should monitor and deter the emergence of uncivil behaviors, provide psychological support for employees experiencing customer incivility and encourage these employees to use cognitive reappraisal rather than expressive suppression as an emotion regulation strategy. Originality/value To the authors’ knowledge, no prior research has investigated the customer incivility–service sabotage relationship in the hotel industry. This study sheds light on how customer incivility can motivate service sabotage among hotel employees. Furthermore, the authors used equity theory rather than the commonly adopted resources perspective to offer new insights into the customer incivility–service sabotage relationship.
22
Li, Huihui, Congwei Xu, and Huizhen Zheng. "Psychological Contracts and Employee Innovative Behaviours: A Moderated Mediation Effect Model." Discrete Dynamics in Nature and Society 2021 (June 30, 2021): 1–11. http://dx.doi.org/10.1155/2021/6400742.
Full textAbstract:
According to Bakker and Demerouti’s work demand resource theory, abundant work resources can stimulate an individual’s initiative to the maximum extent and finally achieve ideal work results. However, few scholars have discussed if psychological states could affect work resources. We believe that relationship embeddedness is an important work resource in the context of Chinese human relationship culture. A low degree of embeddedness among employees would affect employees’ recognition of their organizations and reduce their motivation for voluntary innovative behaviours. This study was to provide empirical evidence on the relationship between psychological contracts and employee innovative behaviours as well as the mediating role and moderating role of relational embeddedness and organizational tenure. A descriptive cross-sectional survey design was adopted. Primary data were collected by a structured questionnaire targeting the employees in China. To test the hypotheses, data collected from 402 enterprise employees were used for a regression analysis in AMOS (version 22). We found that there is a significant positive correlation between psychological contract and employee innovation behaviour, while embedding strength and embedding quality mediated the influence of psychological contracts on employee innovative behaviours. Organizational tenure moderated the strength of the relationship between psychological contracts and employee innovative behaviours via embedding strength and embedding quality.
23
Tian, Xiaowen, and Xiaoxuan Zhai. "Employee involvement in decision-making: the more the better?" International Journal of Manpower 40, no. 4 (July 1, 2019): 768–82. http://dx.doi.org/10.1108/ijm-05-2017-0090.
Full textAbstract:
Purpose The purpose of this paper is to relate participative decision-making (PDM) to organizational learning, and examine the impact of PDM on organizational performance. Design/methodology/approach The paper integrates the resource-based theory with organizational learning theory to develop a framework, and distinguishes PDM in which decisions are jointly made by employees and managers from employee decision-making (EDM) in which decisions are completely in the hands of employees. The paper incorporates an augmented Cobb–Douglass production function into a structural equation model to estimate the performance impact of PDM and EDM. Findings The paper tests the framework against firm-level data form China, and finds that PDM provides an opportunity for collective learning, and has a positive relationship with productivity-based profit gains; the positive relationship is stronger in firms whose management has greater accumulated knowledge and experience; EDM fails to provide an opportunity for collective learning, and has a negative relationship with productivity-based profit gains. Originality/value Prior research focused on the role of PDM in enhancing the motivation and performance of individual employees, considered the degree of employee involvement as a continuum with the highest being decision-making “completely in the hands of employees,” and concluded that the more involved are employees in decision-making the better. This paper relates PDM to organizational performance, and challenges this conventional view from an organizational learning perspective.
24
Mok, Vincent, and Godfrey Yeung. "Employee motivation, external orientation and the technical efficiency of foreign-financed firms in China: a stochastic frontier analysis." Managerial and Decision Economics 26, no. 3 (2005): 175–90. http://dx.doi.org/10.1002/mde.1203.
Full text
25
Zhang, Xinggui, Zhibin Lin, Yizhu Liu, Xiao Chen, and David Ming Liu. "How do human resource management practices affect employee well-being? A mediated moderation model." Employee Relations: The International Journal 42, no. 4 (April 4, 2020): 903–19. http://dx.doi.org/10.1108/er-08-2019-0320.
Full textAbstract:
PurposeThe study examines how human resource management practices (HRMPs) – including ability practice, motivation practice and opportunity practice – affect employee well-being (EWB) – including life well-being, job well-being and psychological well-being – in the Chinese cultural context.Design/methodology/approachA sample of 529 employees from various industries in China participated in the survey for this study. Data were analyzed using structural equation modeling.FindingsThe findings indicate that HRMPs have a significant positive effect on EWB. Specifically, practices based on ability, motivation and opportunity have a significant positive effect on job well-being, life well-being and psychological well-being, respectively. Integrity leadership moderates the impact of HRMPs on EWB. Organizational justice has a partial mediating effect on the relationship between HRMPs and EWB. Integrity leadership moderates the mediation effect of organizational justice in the relationship between HRMPs and EWB.Practical implicationsHuman resource policies and practices need to create a fair organizational atmosphere, and managers implementing them must have integrity leadership. When selecting and promoting managers, organizations should pay attention to not only a candidate's ability but also his or her integrity.Originality/valueThis study uncovers how the important roles of organizational justice and integrity leadership act on the relationship between HRMPs and EWB, thus advancing our understanding of how HRMPs can effectively increase EWB.
26
Hossain, MD Yahin, Zhiqiang Liu, and Nilesh Kumar. "How does self-performance expectation foster breakthrough creativity in the employee's cognitive level? An application of self-fulfilling prophecy." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 5 (September 18, 2020): 116–28. http://dx.doi.org/10.20525/ijrbs.v9i5.818.
Full textAbstract:
Drawing on self-fulfilling prophecy theory and status boundary conditions, the aim of this research is to test if promotion focus motivation mediates the employees' self-performance expectations towards breakthrough creativity. Besides, this paper also examines whether status stability significantly moderates the relationship between self-performance expectations and promotion focus motivation. The author conducted a longitudinal study and surveyed 380 staff in China with 102 immediate supervisors. In the first phase of data collection, including self-reported measures of team members' self-performance expectation and promotion focus motivation and status stability in the group. In the second phase of time, supervisors rated their team members' breakthrough creativity. Confirmatory factor analysis is conducted to test the reliability and validity of data. Also, hierarchical linear modeling is used to test the hypothesis. The bootstrapping process was adopted to calculate the indirect effect. The results were in line with the expected conceptual framework, Self-performance expectations and promotion focus motivation are found positive to predict breakthrough creativity. Besides, having more stability in status makes the employee more promotion focus, which brings breakthrough creativity from the cognitive level. Supervisors should organize sensitivity training to make them realize what is anticipated from them. Also, a simple nurturing will mobilize the existing cognitive pressure to achieve breakthrough creativity while investing in lower organizational resources. Finally, this model will deliver new insight into employees' motives towards breakthrough creativity, considering the influence of boundary condition and self-performance expectations in the organization.
27
Hou, Yu, Bei Hu, and Mattiullah Butt. "Are High-Performance Human Resource Practices In Organizations Creative or Noncreative?" Social Behavior and Personality: an international journal 45, no. 2 (March 6, 2017): 243–52. http://dx.doi.org/10.2224/sbp.5765.
Full textAbstract:
Researchers have found that high-performance human resource practices (HPHRP) are positively related to good firm performance and sustainable competitive advantage; however, there is not substantial evidence about their effect on individual creativity. We examined the relationship between HPHRP and individual creativity with a sample of 466 employees of high-tech industries in China. Findings showed that HPHRP had an inverse U-shaped relationship with individual creativity, which was positively moderated by proactive personality. When the employee had a very proactive personality, the positive relationship between human resource practices that were not high performance and individual creativity, and the negative relationship between HPHRP and individual creativity escalated. Evidence also supported a mediation effect of intrinsic motivation on the interaction effect of HPHRP, proactive personality, and individual creativity.
28
Oh, Se Hyung (David), Ying Chen, and Fubin Sun. "When is a Good Citizen Valued More? Organizational Citizenship Behavior and Performance Evaluation." Social Behavior and Personality: an international journal 43, no. 6 (July 17, 2015): 1009–20. http://dx.doi.org/10.2224/sbp.2015.43.6.1009.
Full textAbstract:
Organizational citizenship behaviors (OCB) have been found to affect supervisors' ratings of employee performance partially because these behaviors are distinct and, thus, capture the rater's attention. In this study, we have expanded the existing literature by recognizing the rater's readiness to detect employee OCB. Specifically, we applied the concept of bottom-up and top-down attentional capture to test our prediction that the influence of OCB on employee performance evaluation would be dependent upon the rater's motivation to detect behaviors that potentially increase group effectiveness. Results of hierarchical linear modeling analysis of data collected from 33 work groups at 5 state-owned manufacturing factories in China supported our hypotheses. Our findings suggest that the relationship between OCB and performance ratings is more complex than originally thought and that both rater's cognition and group context should be taken into consideration when investigating this relationship.
29
Dogar, Muhammad Nadeem. "Breach of psychological contract: impact on workforce motivation and organizational sustainability." Emerald Emerging Markets Case Studies 10, no. 1 (January 2, 2020): 1–20. http://dx.doi.org/10.1108/eemcs-01-2019-0005.
Full textAbstract:
Learning outcomes This case study aims to expect the following learning outcomes. A better understanding of the nature of a psychological contract being developed by employees in non-profit organizations, especially working in the areas of social development and the impact of this contract on employee commitment. Enhanced understanding of conflict of interest (personal versus public) in social development organizations and its implications. Identification of issues of task conflict versus interpersonal conflict and its impact on organizational functions. Identification of dynamics of exclusion of internal stakeholders from organizational strategic decision-making process along with its impact on organizational performance and sustainability. Devising a mechanism to avoid such conflicts in social development organizations, in particular, and organizations in general. Case overview/synopsis This case highlights five issues as follows: it identifies and discusses conflict of interest between privileged class possessing decision-making positions in the board of directors and implementers working at the grassroots level at ANMOL (a non-governmental organization working for poor girls education in Baluchistan-hub of China–Pakistan Economic Corridor); it discusses the basis for formulation of psychological contracts and impact of its violation on stakeholder’s commitment and motivation; it discusses the implications of difference of opinion of both stakeholders regarding organizational vision and possible drawbacks of converting task conflict into interpersonal conflict on individuals, organization and end-users; it explores implications of exclusion of key stakeholders from organizational decision-making and its impact on organizational smooth working and sustainability; and it suggests a mechanism to avoid conversion of task conflict into interpersonal conflict and smooth functioning of an organization. Hence, this case discusses theories of conflict of interest between top-leadership and workforce, psychological contract and implications of its breach on employee motivation and organizational sustainability in the context of social development organizations. Complexity academic level This case provides sufficient material to be discussed at master level courses (management sciences – master of business administration (MBA) level) such as human resource management (dynamics of psychological contract and conflict resolution), leadership and change management in social development organizations (social enterprises). Supplementary materials Teaching Notes are available for educators only. Subject code CSS 7: Management Science.
30
안세길. "The Impact of Motivation and Self-Activation on Career Effectiveness and Employee Satisfaction upon Completion of Employee Training Programs of a Chain Hotel in China - A Case Study of Sheraton Shenzhen Hotel in China -." Culinary Science & Hospitality Research 16, no. 5 (December 2010): 118–33. http://dx.doi.org/10.20878/cshr.2010.16.5.010.
Full text
31
안세길. "The Impact of Motivation and Self-Activation on Career Effectiveness and Employee Satisfaction upon Completion of Employee Training Programs of a Chain Hotel in China - A Case Study of Sheraton Shenzhen Hotel in China -." Culinary Science & Hospitality Research 16, no. 5 (December 2010): 118–33. http://dx.doi.org/10.20878/cshr.2010.16.5.010010010.
Full text
32
Yuan, Ling, Leilei Zhang, and Yanhong Tu. "When a leader is seen as too humble." Leadership & Organization Development Journal 39, no. 4 (June 4, 2018): 468–81. http://dx.doi.org/10.1108/lodj-03-2017-0056.
Full textAbstract:
Purpose The purpose of this paper is to investigate how leader humility affects the engagement of employees in creative processes, using perceived organizational support (POS) as a mediator and leader competence as a moderator. Design/methodology/approach Data were collected from a two-wave sampling of 113 dyads of leaders and subordinates in China. Findings A curvilinear relationship was found between leader humility and employee engagement in creative processes. Further, POS partially mediates this relationship, and leader competence positively moderates the relationship between leader humility and POS. Practical implications First, organizations should select and train leaders who show humility as a character trait and foster a supportive organizational climate. Second, managers should study the benefits of moderate and harms of superfluous humility, especially in the Chinese cultural context. Third, competent leaders are more effective as humble leaders. Originality/value Few studies have concentrated on leader humility in the eastern cultural context. The results challenge traditional views of the impact of leader humility and shed light on its mechanism and the conditions under which it promotes employee engagement in creation. This study also clarifies the nonlinear influence of leader humility, building a fine-grained theoretical framework integrating the motivation-opportunities-abilities model and Chinese Zhong-Yong theory.
33
Xu, Guangyi, Zhen Li, and Hongli Wang. "Supervisory Career Support and Workplace Wellbeing in Chinese Healthcare Workers: The Mediating Role of Career Commitment and the Moderating Role of Future Work Self-Salience." Sustainability 13, no. 10 (May 17, 2021): 5572. http://dx.doi.org/10.3390/su13105572.
Full textAbstract:
In the context of the sustainability goals of organizations, there is a dilemma regarding enhancing healthcare workers’ career commitment and wellbeing, especially during the COVID-19 crisis. This study focuses on the underlying mechanism in the relationship between supervisory career support and employee wellbeing. Drawing upon the career motivation perspective, we investigate the mediating role of career commitment and moderating effect of future work self-salience (FWSS) in this relationship. Two-wave data were collected from a sample of 213 full-time healthcare workers from three public hospitals located in Southern China. Results in this study revealed that supervisory career support influences career commitment in health workers, which in turn enhances their wellbeing at the workplace. Moreover, the effect of supervisory career support on career commitment was found to be stronger for individuals with low FWSS compared to those with high FWSS. These findings also enlighten us on how to enhance employees’ career commitment and workplace wellbeing.
34
Lyu, Weixia, Yanan Zheng, Camila Fonseca, and Jerry Zhirong Zhao. "Public-Private Partnership Transformation and Worker Satisfaction: A Case Study of Sanitation Workers in H-City, China." Sustainability 12, no. 13 (July 7, 2020): 5479. http://dx.doi.org/10.3390/su12135479.
Full textAbstract:
Recent years have witnessed a rapid development of Public-Private Partnerships (PPP) as a new model of public service provision. Transitioning from bureaucrat- to market-oriented management of public services entails organizational changes that may affect employee satisfaction, and thus, PPP performance. We take sanitation services in H-City as a case study to explore the managerial factors that influenced worker satisfaction during the PPP transformation. Our research shows that motivation and transition factors influence worker satisfaction in the PPP transformation and may allow a smoother transformation of sanitation services. In particular, focusing on balancing workload and compensation, training, improving public attitudes, and adopting worker-friendly rules contribute to the satisfaction of sanitation workers. These findings will contribute to the transformation of the provision of public services in China.
35
Zhou, Xiang, Samma Faiz Rasool, and Dawei Ma. "The Relationship between Workplace Violence and Innovative Work Behavior: The Mediating Roles of Employee Wellbeing." Healthcare 8, no. 3 (September 10, 2020): 332. http://dx.doi.org/10.3390/healthcare8030332.
Full textAbstract:
It has been contended that violence is prevalent in the workplace, and there has been increasing research interest into its potential effects. Human interactions at workplaces are apparent. However, the interactions among humans may have positive or negative dimensions. Usually, the positive or negative interactions between workers lead to different outcomes. Sometimes, they lead to a productive working environment; however, in some cases, they lead to toxicity among workers. In this study, we investigate the impact of workplace violence (WV) on innovative work behavior (IWB). Specifically, it examines the impact of the three dimensions of WV, namely, harassment, mobbing, and sabotage. Moreover, employees’ wellbeing mediates the relationship between WV (harassment, mobbing, and sabotage) and IWB. A questionnaire survey approach was used in this study. The target population were the workers of SMEs entrepreneurs located in Guangdong Province (China). The results confirm that, in the direct relationship, WV (harassment, mobbing, and sabotage) has a negative relationship with innovative IWB. Moreover, results also confirm that employee wellbeing is mediated between WV (harassment, mobbing, and sabotage) and IWB. Therefore, the empirical results of this paper identify that workplace violence reduces employees’ innovative work behavior by reducing their subjective and eudemonic wellbeing, which further broadens the perspective of IWB’s motivation analysis. Practical implications for small and medium enterprise organizations have also been discussed in this paper.
36
Zhang, Jiangchi, Chaowu Xie, Jianying Wang, Alastair M. Morrison, and J. Andres Coca-Stefaniak. "Responding to a major global crisis: the effects of hotel safety leadership on employee safety behavior during COVID-19." International Journal of Contemporary Hospitality Management 32, no. 11 (August 31, 2020): 3365–89. http://dx.doi.org/10.1108/ijchm-04-2020-0335.
Full textAbstract:
Purpose The purpose of this paper is to examine the effect of hotel safety leadership on employee safety behavior during the COVID-19 pandemic, and the mediation role of belief restoration and the moderation role of perceived risk between safety leadership and behavior were also investigated. Design/methodology/approach The COVID-19 outbreak served as the background for a questionnaire survey of 23 hotels in China with 1,594 valid responses being received. The statistical analysis techniques used were exploratory and confirmatory factor analysis, correlation analysis, structural equation modeling and hierarchical regression. Findings The results showed that: hotel safety leadership positively affected employee safety behavior (compliance, participation and adaptation); belief restoration partially mediated the influence of safety leadership on safety behavior; and perceived risk negatively moderated the direct effect and the mediation effect of “safety leadership – belief restoration – safety behavior.” Research limitations/implications The main limitation was that the questionnaires were collected with the same measurement system within a certain period of time (cross-sectional design). Then, future research should test and expand this conceptual model in different crises, business fields, theoretical orientation and cultural backgrounds. Practical implications Hotels should develop management strategies based on safety leadership and motivate and promote employee safety behavior from the four aspects of safety coaching, care, motivation and control. Originality/value This investigation expanded the research on the effectiveness of safety leadership and especially with respect to safety in the hospitality industry during a major global crisis. Also, the research conceptual model and variables contained therein are original contributions to the hospitality research literature.
37
Brown, William, and Lin Guo. "Obama's Bag: High Quality with No QC at Barrington." Asian Case Research Journal 18, no. 01 (June 2014): 115–42. http://dx.doi.org/10.1142/s0218927514500059.
Full textAbstract:
This case describes an American leather firm in China that has obtained a reputation for high productivity, excellent quality without QC inspectors, and very low turnover, in spite of offering only industry average compensation. Though many scholars and practitioners contend that “soft” management practices are ineffective in a high power distance country such as China, Barrington has successfully adapted programs such as “character first” and “open door policy” to create a high-involvement culture with a mix of control and commitment human resource management practices. Barrington now faces the need for rapid growth in a highly competitive, low entry barrier niche market, and management is concerned about how to maintain the intimate company culture. The teaching notes provide background for reviewing Barrington's challenges in evolving a healthy corporate culture and management-labor relationships within the context of China's unique historic, cultural and political contexts dynamics. Yet another perspective upon these challenges is given by briefly addressing the similar experiences of China's Asian neighbors, as well as the implications of some scholars' arguments that, even in the West, commitment HRM may be more prevalent in theory than in practice. After discussing Barrington's HRM practices of control, commitment, or hybrid, and their potential influence upon employee motivation and job satisfaction, students argue the pros and cons of the rapid expansion strategies that Barrington is considering to cope with intensifying competition and their potential influence upon the firm's company culture.
38
Yang, Xiaowan, and Mark Wyatt. "English for specific purposes teachers’ beliefs about their motivational practices and student motivation at a Chinese university." Studies in Second Language Learning and Teaching 11, no. 1 (March 29, 2021): 41–70. http://dx.doi.org/10.14746/ssllt.2021.11.1.3.
Full textAbstract:
While it is increasingly recognized that teachers have a crucial role to play in motivating learners, language teacher cognition research that focuses on beliefs about second language (L2) learner motivation and motivational practices is still rare, particularly in English for specific purposes (ESP) settings in Asia. Furthermore, much of what is available does not employ stimulated recall interviews to facilitate a comparison of espoused beliefs elicited beforehand, observed classroom practices and situated cognitions. We have employed such methodology in an under-researched ESP setting in China, to gain insights into the influence of culture and context on teacher beliefs and behavior. Our qualitative case study of three Chinese ESP teachers highlights harmony and tensions between espoused beliefs regarding student motivation and the teacher’s motivational role, and motivational practices, this harmony/disharmony being likely to impact these teachers’ self-determination. It considers possible reasons for identified tensions, including limited professional development opportunities in ESP, apparently dated knowledge of L2 motivation theory, deeply embedded Confucian values and an entrenched assessment culture. Findings suggest the need for awareness-raising and mentoring activities designed to support cognitive harmony regarding motivation and motivational practices amongst ESP teachers.
39
Guo, Yuanyuan, and Chaoyou Wang. "The Impact Mechanisms of Psychological Learning Climate on Employees' Innovative Use of Information Systems." Journal of Global Information Management 28, no. 2 (April 2020): 52–72. http://dx.doi.org/10.4018/jgim.2020040103.
Full textAbstract:
The aim of this study is to explore the impact mechanisms of psychological learning climate on employees' innovative use of information systems (IS). Using structural equation modeling, this study develops a theoretical model to investigate how the psychological learning climate affects innovative IS use by introducing individual motivational factors as mediators. The model is tested through a survey of 163 employees using enterprise resource planning (ERP) systems in China. The results suggest that psychological learning climate is positively related to innovative IS use both directly and indirectly. The indirect effect works through motivating employees' intrinsic motivation and creative self-efficiency. This study adds to the literature on IS use by identifying and examining the role of psychological learning climate as a driver of innovative IS use. The findings could provide managers with an understanding of how management can inspire employees' potential in IS innovation.
40
Nikolaev, Nikolay Alekseevich. "Importance of developing methods of improving personnel management system using system-personal approach." Vestnik of Astrakhan State Technical University. Series: Economics 2021, no. 2 (June 30, 2021): 38–50. http://dx.doi.org/10.24143/2073-5537-2021-2-38-50.
Full textAbstract:
The article presents the substantiation of the scientific and practical relevance of the study of the problem of developing the theory and methodology of improving the personnel management system of an enterprise based on a personalized approach in modern conditions of high competition, a decrease in the economically active population of Russia, a decrease in the growth rate of Russia's GDP in comparison with China and other developed countries. The practical relevance of the problem at the state level and the level of individual organizations is substantiated. The reason for the low involvement of personnel in the processes of increasing the efficiency and improving the activities of the organization is analyzed. The inconsistency of interests, goals, responsibility of personnel actions was determined as the main reason for their weak motivation and low efficiency of actions to improve the activities and development of the enterprise. The necessity of the transition from a general to a system-personified approach in personnel management for the most complete disclosure of the labor and personal potential of each employee of the organization is argued. The existing approaches to improving the personnel management system are highlighted, presented and summarized. The advantages and disadvantages of the selected approaches to personnel management from the point of view of involving employees in the processes of improving the activities of personnel and the enterprise are determined. The analysis of many publications by domestic and foreign authors devoted to methods of personnel management, methods of improving human resource management, methods of improving the personnel management system. It has been inferred that there were no publications detailing the personalized approach to personnel management at enterprises. The problem of methodological gap between the existing approaches to improving the personnel management system and the need for its development on the basis of a system-personified approach is formulated.
41
Zheng, Junwei, Xueqin Gou, Hongyang Li, and Hongtao Xie. "Differences in Mechanisms Linking Motivation and Turnover Intention for Public and Private Employees: Evidence From China." SAGE Open 11, no. 3 (July 2021): 215824402110475. http://dx.doi.org/10.1177/21582440211047567.
Full textAbstract:
Drawing on motivated information processing theory, this study examined and compared the mechanism of prosocial motivation and intrinsic motivation on turnover intention among public and private employees. A valid sample of 328 public and private respondents was selected from the responses to the module of the International Social Survey Programme (ISSP) in the 2015 Chinese General Survey. The t-test was used to examine the differences in prosocial motivation, intrinsic motivation, and turnover intention through SPSS, and the methods of multigroup structural equation modeling and bootstrapping were adopted to examine and compare the mediation effects through AMOS. The results indicated that there were significant differences in prosocial motivation, intrinsic motivation, and turnover intention between public and private employees. Additionally, the indirect effects of prosocial motivation and intrinsic motivation on turnover intention were significantly mediated by affective commitment and then job satisfaction. There were significant public-private differences in the mediation mechanism. The findings suggest the chain mediation mechanism that prosocial motivation and intrinsic motivation are critical in facilitating organizational commitment, enhancing job satisfaction, and reducing turnover intention. This research contributes to a better understanding of the motivational mechanisms impacting turnover intention in the Chinese indigenous context, and suggests that so-called “good soldiers” and “good aspirants” are more likely to emerge in the public sector and remain in the public sector organizations.
42
Ližbetinová, Lenka, and Miloš Hitka. "Gender Motivation Differences of Czech and Chinese Employees." Periodica Polytechnica Social and Management Sciences 28, no. 1 (November 28, 2019): 48–58. http://dx.doi.org/10.3311/ppso.12867.
Full textAbstract:
The aim of the article is to identify significant differences in motivational preferences of employees of Small and Medium-sized Enterprises (SMEs) by comparing their membership to the region and gender. The paper presents the partial outcomes of research on the level of motivation and the preferences of employees in the Czech Republic and the Beijing municipality administration of the People’s Republic of China. The survey was carried out in 2017 using a questionnaire. The questionnaires were distributed in small and medium-sized enterprises engaged in various areas of business. The sample included the entire territory of the Czech Republic (CR) and the Beijing municipality administration in the People’s Republic of China (PRC). A total of 2,673 respondents participated in the survey, of which 899 were respondents in the Beijing municipality administration and 1,774 respondents from the Czech Republic. Descriptive statistics was used to characterize the sampling unit. The other methods used to evaluate data in the article were the Student two-sample t-test, F test, and ANOVA. The differences in motivational preferences of employees revealed by the study can be used as a basis for creating appropriate incentive programs for multinational business teams.
43
Sahibzada, Umar Farooq, Cai Jianfeng, Fawad Latif, and Zahid Shafait. "Development and validation of a multidimensional instrument for measuring internal marketing in Chinese higher education." Journal of Enterprise Information Management 32, no. 3 (June 4, 2019): 413–35. http://dx.doi.org/10.1108/jeim-09-2018-0206.
Full textAbstract:
Purpose Higher Education Institutions (HEIs) require regular generation of information determining what employees want from their institution and their real feelings about their jobs. Internal marketing (IM) can be a significantly valuable source of generating such information for HEIs to assess perceptions about institutions’ initiatives pertinent to their staff members. However, there has been a significantly limited research to operationalize IM in HEIs. Hence, the purpose of this paper is to develop and validate a multi-dimensional instrument for measuring IM in the HEIs in China and to assess the impact of IM on university performance. Design/methodology/approach The research used methodological triangulation that involved both qualitative and quantitative methodologies. The qualitative technique was used to generate scale items to measure IM and the quantitative technique was utilized to test and validate the scale. The study sample included 576 academics and administration staff from universities in China. Findings The study found that IM has six dimensions, namely internal communications, training and development, interrelations, motivation, rewards and work support. The study also found a significant impact of IM on university performance. Research limitations/implications The sample size used was taken from a single province, which can ultimately limit the generalizability of the results. The scale shall be tested in a different cultural setting to extend its generalizability. In comparison with previous studies, the results of the current study provide a more absolute coverage and understanding of various dimensions used in measuring IM in HEIs. Furthermore, this research can provide a context for the management to develop policies that could foster positive employee and organizational outcomes in HEIs. Practical implications This reliable and valid six-dimensional scale offers a practical way to measure staff perceptions of IM that are key for HEIs to be judged as staff-centered organization. Based on the knowledge, HEIs can use the information to identify the areas in which they are lacking and can further improve. IM scale can significantly help the HEIs to communicate to the staff members their service mindedness and staff orientation. IM can help foster knowledge management in organizations by utilizing IM, thereby contributing to the professional and organizational interaction. Originality/value Despite the focus on IM in existing literature, there is a significant lack of research on IM in the education sector. This study developed a simple and practical instrument to measure the IM construct in HEIs. Scholars have asked for context-specific measures of IM and with significantly limited research on IM in higher education, there is also a scarcity of research in the context of higher education in China. This is the first study to assess the multi-dimensionality of IM in HEIs and the impact of IM on organizational performance in Chinese higher education.
44
Zhang, Jian, Ying Zhang, Yahui Song, and Zhenxing Gong. "The different relations of extrinsic, introjected, identified regulation and intrinsic motivation on employees’ performance." Management Decision 54, no. 10 (November 21, 2016): 2393–412. http://dx.doi.org/10.1108/md-01-2016-0007.
Full textAbstract:
Purpose Following self-determination theory, the purpose of this paper is to investigate the impact of four motivational profiles (external, introjected, identified regulation, and intrinsic motivation) on work performance (interpersonal, adaptive, task, and dedicative performance). The authors also examined the proposed relations with longitudinal data. Design/methodology/approach Participants in Studies 1 and 2 were from several companies in China. Employees completed the questionnaires to measure their work motivation, and managers completed the questionnaires to assess the subordinates’ work performance. Findings In Study 1, the authors found that identified regulation significantly predicted interpersonal performance and adaptive performance. External regulation, introjected regulation, and intrinsic motivation had no significant impacts on interpersonal, adaptive, task, or dedicative performance. In Study 2, the results revealed that identified regulation significantly predicted dedicative and interpersonal performance, but external regulation, introjected regulation, and intrinsic motivation had no significant impacts on the four types of performance. These two studies concluded that only identified regulation strongly predicts work performance. Originality/value The study has contributed to the body of knowledge by clarifying that identified regulation is an important type of motivation in the workplace. Managers might therefore focus on supporting employees for identifying with the organizational goals in order to promote better performance.
45
Zeng, Ruochen, Saixing Zeng, Xuemei Xie, Chiming Tam, and Tianwei Wan. "WHAT MOTIVATES FIRMS FROM EMERGING ECONOMIES TO GO INTERNATIONALIZATION?" Technological and Economic Development of Economy 18, no. 2 (June 29, 2012): 280–98. http://dx.doi.org/10.3846/20294913.2012.677588.
Full textAbstract:
With advent of economic globalization, internationalization has become one of the most important strategies for firms to achieve sustainable growth. Based on the empirical research in the Yangtze River Delta region in China, the method of Correspondence Analysis was employed to study the motivations for going internationalization of Chinese enterprises. The main findings include: (1) the motivations for internationalization of enterprises depend on their scale, and largesized enterprises are mainly motivated by the purpose of creating global brands and enhancing domestic reputation; (2) the ownership of enterprises has obvious influence on their motivations for going internationalization, and (3) enterprises in different industries also show different levels of motivation for internationalization.
46
Zhang, Juncheng, Wendelien van Eerde, Josette M. P. Gevers, and Weichun Zhu. "How temporal leadership boosts employee innovative job performance." European Journal of Innovation Management 24, no. 1 (March 12, 2020): 23–42. http://dx.doi.org/10.1108/ejim-05-2019-0112.
Full textAbstract:
PurposeThe purpose of this paper is to examine how temporal leadership relates to employee innovative job performance through pro-social rule breaking for efficiency (PSRB_E) and vigor. As such, it draws from both motivational and affective perspectives to investigate the way in which leaders manage employees' time to boost employee innovation at work.Design/methodology/approachThis study adopts a two-source survey with coworker dyads from multiple organizations in China. Two hundred and three focal employees rated temporal leadership, time pressure and vigor. Each focal employee was rated by a coworker on PSRB_E and innovative job performance. Structural equation modeling (SEM) and bootstrapping techniques are used to examine the hypothesized relationships with the R package for latent variable analysis (i.e. lavaan).FindingsThe results suggest that temporal leadership positively relates to employees' innovative job performance through the mediations of their PRSB_E and vigor, respectively.Originality/valueThis study is one of the first that sought to understand the effect of temporal leadership on employee innovative job performance. It also casts light upon the motivational and affective mechanisms underlying such a linkage.
47
Li, Yi, Feng Wei, Shenggang Ren, and Yang Di. "Locus of control, psychological empowerment and intrinsic motivation relation to performance." Journal of Managerial Psychology 30, no. 4 (May 11, 2015): 422–38. http://dx.doi.org/10.1108/jmp-10-2012-0318.
Full textAbstract:
Purpose – The purpose of this paper is to test the relationship between psychological empowerment and R & D employees’ performance. The moderating effect of locus of control and the mediating effect of intrinsic work motivation are also examined. Design/methodology/approach – The questionnaires were completed by 209 R & D employees and their immediate supervisors of a large foreign-funded R & D institute in China. Hierarchical regression and bias-corrected bootstrap procedures were used to test the hypotheses. Findings – Results demonstrate that psychological empowerment is positively related to R & D employees’ task, contextual and innovation performance. The relationship between psychological empowerment and contextual and innovation performance was found to have been moderated by locus of control. Intrinsic work motivation partially mediates the psychological empowerment-work performance relationship. Research limitations/implications – This is a cross-sectional study, with data limited to a large R & D institute in Shanghai. It did not consider organizational level variables, such as organizational structure and job characteristics. Practical implications – This study highlights the importance of enhancing psychological empowerment and intrinsic work motivation to promote employees’ work performance. Moreover, the results provide evidence in favor of managerial interventions aimed at motivating employees who differ on locus of control. Originality/value – This study extends the psychological empowerment literature by first examining the psychological mechanism through which empowerment affects work performance and how this effect is contingent upon individual locus of control. It also provides insight into motivating R & D employees in Chinese context.
48
Tariq, Hussain, and Donghong Ding. "Why am I still doing this job? The examination of family motivation on employees’ work behaviors under abusive supervision." Personnel Review 47, no. 2 (March 5, 2018): 378–402. http://dx.doi.org/10.1108/pr-07-2016-0162.
Full textAbstract:
Purpose Synthesizing theories of prosocial motivation and action identification, the purpose of this paper is to test several hypotheses associating abusive supervisory behavior with employees’ work behaviors via intervening variables, i.e., intrinsic motivation and family motivation. Design/methodology/approach The two-study examination of outcomes of abusive supervision stands in contrast to prior research, which has primarily focused on family motivation that influences supervisor-subordinate relationship. A lagged survey study at a Fortune 500 company and an experience sampling study at multi-organizations located in Anhui province of People’s Republic of China (PRC) support the moderated-mediation motivational model. Findings In the first study, designed as a lagged survey study, the authors found that abusive supervision is negatively associated with employees’ job performance and positively associated with employees’ turnover intentions. As anticipated, the results also found that family motivation moderates the direct relationship between abusive supervision and employees’ work behaviors. Furthermore, these results were then replicated and expanded in an experience sampling study. Consistent with the predictions, the authors found that intrinsic motivation acts as a mediator between abusive supervision and employees’ work behaviors and family motivation has the capacity to compensate for the absence of intrinsic motivation. Research limitations/implications Although the paper contributes to leadership and motivation literature, there are several noteworthy limitations to be discussed in the future. The subjective measurement, the validity of abusive supervision in the Chinese context and generalizing of the study in western countries are the key limitations of the study. Moreover, the authors measure abusive supervision only on high/low frequency based rather than high/low intensity. Hence, there is a possibility that intensity and frequency have dissimilar effects. Originality/value The study with meaningful implications on motivation and leadership research concludes that family as a powerful source of motivation encourages subordinates’ job performance and discourages employees’ turnover intentions at the workplace, even under abusive supervision.
49
Zhang, Yunyao, Keun-Soo Park, and HakJun Song. "Tourists’ Motivation, Place Attachment, Satisfaction and Support Behavior for Festivals in the Migrant Region of China." Sustainability 13, no. 9 (May 7, 2021): 5210. http://dx.doi.org/10.3390/su13095210.
Full textAbstract:
This study aimed to explore the relationships among tourist motivation, place attachment, satisfaction and support behavior for hosting festivals in the migrant region of China. A self-administered questionnaire was used to conduct an on-site survey and a second-order structural equation modeling (SEM) technique was employed. The results of the current study showed that visitors’ general festival motivations had a positive influence on their place attachment and satisfaction. Visitors’ theme-related motivations had a positive influence on their place identity and satisfaction. Place dependence and place identity also positively affected their low-effort support behavior. In addition, visitors’ place identity was a positive antecedent of their high-effort support behavior. Visitors’ place attachment had a positive influence on their satisfaction and visitors’ satisfaction positively affected their support behavior. This study encouraged festival organizers to become aware that place attachment performs an important role in attracting tourists, and nostalgia is one of the most important motivations for hosting festivals in the migrant region of China. As a result, this study provides crucial insights that organizers should pay attention to place attachment and place identity in order to satisfy visitors and support festival activities.
50
To, W. M., and Margaret N.F. Tang. "The adoption of ISO 14001 environmental management systems in Macao SAR, China." Management of Environmental Quality: An International Journal 25, no. 2 (March 4, 2014): 244–56. http://dx.doi.org/10.1108/meq-01-2013-0002.
Full textAbstract:
Purpose – The purpose of this paper is to investigate the adoption of ISO 14001 environmental management systems in Macao SAR, China. Design/methodology/approach – Using the data from the latest ISO Survey of Certifications, the study identified the growth pattern of ISO 14001 certifications in Macao SAR by nonlinear regression. The study also examined the motivations for Macao's organizations to adopt ISO 14001 and the perceived benefits of implementing ISO 14001 using a quantitative survey instrument, and follow-up interviews with environmental management representatives. Findings – The trend analysis revealed that the adoption of ISO 14001 follows a logistic function. The survey results showed that the top motivating factors included promoting environmental awareness among employees, better managing environmental regulatory compliance, and improving efficiency while the greatest perceived benefit of implementing ISO 14001 was in enhancing employees’ awareness on pertinent environmental regulations, followed by enhancing employees’ environmental awareness, enhancing organizational image, and assisting management to deal with environmental issues. Research limitations/implications – Macao is a special administration region and is the only China's city with legalized casino gaming. Hence, the findings of the study cannot be generalized to other parts of China. Practical implications – Understanding what motivate organizations to adopt ISO 14001 and how organizations perceive the benefits of implementing ISO 14001 are crucial to the promotion of environmental management and sustainable development. The findings of the study revealed the key motivating factors and perceived benefits. Originality/value – The study contributes to the environmental management literature by exploring the growth pattern of ISO 14001 in Macao SAR, and the motivations for, perceived benefits, and difficulties of implementing ISO 14001 in organizational settings.