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Wong, Yui-Woon, and Yui-tim Wong. "The effects of perceived organisational support and affective commitment on turnover intention." Journal of Chinese Human Resource Management 8, no. 1 (2017): 2–21. http://dx.doi.org/10.1108/jchrm-01-2017-0001.
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Purpose China is experiencing a double-digit turnover rate and high turnover intention. This research aims to explore the relationships of turnover intention, perceived organisational support (POS) and affective commitment in China. Design/methodology/approach Turnover intention and its antecedents, including POS, affective commitment, distributive justice, trust in organisation and job security, were studied in this research with a case study of a foreign-invested enterprise (FIE) manufacturing company in Guangdong of China. Based on the literature, two competing models were developed and investigated by using the technique of structural equation modelling. Findings The results suggest that distributive justice, trust in organisation and job security have negative impacts on turnover intention. Moreover, affective commitment mediates the impact of job security on turnover intention. The results also indicate that POS has an impact on affective commitment instead of affecting turnover intention directly. In addition, POS and affective commitment mediate the impacts of both distributive justice and trust in organisation on turnover intention. Research limitations/implications The scale of turnover intention used in this study only shows the employee’s intention to quit an organisation. It does not reveal their subsequent actual turnover. This study has research implications. It enhances our understanding of the relationships among POS, affective commitment and turnover intention of Chinese employees in FIEs. Practical implications The findings of this study provide the management of organisations in China with a better understanding of how to facilitate human resources management so as to lower employee turnover intention. Originality/value Inconsistent research findings have been reported about the relationships among turnover intention, POS and affective commitment in previous studies. The results of this study clarify all these relationships in Chinese FIEs.
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Hwang, Kyung-Jin, and Kan Wang. "Labour dispute arbitration in China: perspectives of the arbitrators." Employee Relations 37, no. 5 (2015): 582–603. http://dx.doi.org/10.1108/er-12-2014-0148.
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Purpose – The purpose of this paper is to explore China’s labour dispute arbitration system reform through analysing the degree to which it has attained its stated objectives – notably, independence, justice, efficiency and professionalism – from the perspectives of the arbitrators, previously ignored in research on China. Design/methodology/approach – This paper used a mixed research method using questionnaires and interviews. Questionnaires were sent to all full-time labour dispute arbitrators in Beijing, China with a useable response rate of 71 per cent. Additionally, qualitative semi-structured interviews were conducted with 24 key stakeholders involved in the arbitration process. Findings – Instead of establishing an impartial platform, the arbitration system endeavours to promote the state’s capacity to rule over labour relations. Its recent reform excluded arbitrational independence owing to concerns about reducing the Chinese Communist Party’s arbitrary power. Arbitrational justice was perceived to improve through case resolution efficiency, which made arbitrators minimise arbitration time, partly because of high caseloads but largely because of their key performance indicators. Quality of arbitration was compromised. The arbitrators understood the spaces and boundaries of the reform, and focused on increasing professionalism to enable them to more fluidly manoeuvre between the different political economic interests, above safeguarding labour rights. Research limitations/implications – The questionnaire size was too small for regression analysis. Future research should expand the sample sizes and conduct cross-regional studies. Practical implications – In 2008, China undertook an arbitrational system reform – probing its practical influence contributes to the authors understanding about the changing institutional environment of Chinese labour relations. Originality/value – As a pilot study on labour dispute arbitrators, this research presents the dynamics of the Chinese labour dispute resolution mechanism.
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Yingying, Ji. "Emerging state–business contention in China: Collective action of a business association and China’s fragmented governance structure." China Information 32, no. 3 (2018): 463–84. http://dx.doi.org/10.1177/0920203x17751057.
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Based on an in-depth case study of a business association, this article explores how private entrepreneurs are organizing for their rights and highlights contentious facets of the state–business relationship in China. In contrast to depictions common in the literature, this business association actively asserts and seeks to maintain its autonomy vis-a-vis the state and uses innovative strategies to strengthen its own organizational cohesion. It organizes collective actions to defend members’ interests and to enhance the transparency and accountability of the local government. It even advances universal values, such as equal rights to justice. Importantly, however, the initiation and effects of collective actions are contingent on the opportunities embedded in China’s fragmented governance structure. I argue that corporatist analyses characterizing Chinese business associations as lacking autonomy and as partners of the state have overlooked such associations’ potential to engage in confrontations with the state. Combining involvement in the formal institution and contentious collective actions, the association studied displays the tension between the incorporation system and social resistance in contemporary China.
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Schilpzand, Marieke C., Luis L. Martins, Bradley L. Kirkman, Kevin B. Lowe, and Zhen Xiong Chen. "The Relationship between Organizational Justice and Organizational Citizenship Behaviour: The Role of Cultural Value Orientations." Management and Organization Review 9, no. 2 (2013): 345–74. http://dx.doi.org/10.1111/more.12014.
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AbstractIn two studies conducted in the United States and the People's Republic of China, we examined how the effects of organizational justice perceptions on employees' organizational citizenship behaviours (OCB) are influenced by individually held cultural value orientations. In Study 1, we did not find evidence of moderation by cultural value orientation. In Study 2, we re-examined the moderated relationships and found that the relationship between procedural justice and OCB was significantly influenced by masculinity-femininity orientation and that the relationship between distributive justice and OCB was significantly moderated by power distance such that the relationships were more strongly positive when followers were more masculine and higher in power distance. Also, we extended our model to include perceived supervisor support as a mediator of the direct and moderated effects of justice perceptions on OCB. We found support for the mediation model, but did not find the moderated mediation effects we predicted. Due to the large number of non-significant findings and inconsistencies across our two studies, we conclude with recommendations for scholars who face similar challenges in their research.
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Hao, Yunhong, Jie Hao, and Xiaochen Wang. "The relationship between organizational justice and job satisfaction." Journal of Chinese Human Resource Management 7, no. 2 (2016): 115–28. http://dx.doi.org/10.1108/jchrm-07-2016-0012.
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Purpose Focusing on the corporations in China and aiming to figure out the significant connection between organizational justice perception and job satisfaction from Chinese setting, this study aimed to examine the effects of organizational justice upon job satisfaction of the full-time and part-time employees in the state owned enterprise (SOEs) and primate Chinese companies. Design/methodology/approach The study adopted the questionnaire to investigate more than 300 employees, and the empirical data of this paper is based on statistical analysis, such as confirmatory factor analysis, correlational and regression analysis. Findings The paper arrives at the conclusion that in SOEs, the employees’ perception about procedural justice was higher than distributive justice. While in private enterprises, the procedural justice and interactive justice were tested to have similar coefficients. The relationship between organizational justice and job satisfaction differed between full-time employees and part-time employees. Practical implications This study opens a new window for understanding how organizational justice influences employees’ job satisfaction in Chinese context, taking a further step to explore the different impacts of organizational justice on job satisfaction among different types of employees. Originality/value This paper collected data from both SOE and private companies in China, increasing the external validity of the findings. Meanwhile, the authors observed consistent findings with the studies in Western Society, which increase the generalization of our findings as well. The findings highlight the value of integrating literatures on organizational justice and job satisfaction.
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Chen, Xi. "Revisiting the Relationship between Justice and Extra-Role Behavior: The Role of State Ownership." Management and Organization Review 14, no. 3 (2018): 607–39. http://dx.doi.org/10.1017/mor.2018.7.
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ABSTRACTState ownership is an important phenomenon in the world economy, especially in transition economies. Previous research has focused on how state ownership influences organizational performance, but few studies have been conducted on how state ownership influences employees. I propose that different ownership structures trigger different relational models among employees who pay attention to organizational justice consistent with their model to guide their extra-role behavior. Specifically, state-owned organizations reinforce employees’ relational concern and direct employees’ attention to procedural justice, whereas privatized organizations highlight employees' instrumental concern and direct their attention to distributive justice. I leverage a sample of organizations in China to explore how different ownership structures activate different relational models among employees and alter the relationship between organizational justice and employees’ extra-role behaviors. I find that state ownership attenuates and even reverses the positive relationship between distributive justice and extra-role behaviors. Conversely, state ownership exaggerates the positive relationship between a critical procedural justice dimension (participation in decision making) and employee extra-role behaviors. Implications for the micro-foundations of corporate governance and institutional change, organizational justice literature, and cross-cultural research are developed. This study also generates new insights for transition economies such as China.
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Mehrabi, Javad, Mohammad Hossein Moshref Javadi, Ahmad Charmian, Nasim Darvish Zadeh, and Mohammad Hasan Tanhaei. "Studying Relationship between Organizational Justice and Employees' Performance Case study: Damloran Pharmaceutical Company in Borojerd, Iran." International Journal of Learning and Development 2, no. 2 (2012): 271. http://dx.doi.org/10.5296/ijld.v2i2.1676.
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Objective of the study: The present survey studies relationship between organizational justice and employees' performance in one of the pharmaceutical companies of Borojerd township in Iran.Tools and methods: Organizational justice has been analyzed in this survey with three dimensions of distributive justice, procedural justice, and interactional justice and employees' performance has been considered with two indexes of effectiveness and efficiency. Statistical population of the survey included one-hundred seventy nine (179) persons of Damloran–Razak Pharmaceutical Company in Borojerd Township. Number of the sample was calculated equal to one-hundred twenty three (123) employees and thirty three (33) managers. Sampling was conducted through classified random method. Data analysis was accomplished using correlation test, Kolmogoroff-Smirnoff and binomial test.Findings: according to the research results, there was not any positive and significant relationship between organizational justice and employees' performance.Conclusion: factors of distributive justice, procedural justice and interactional justice and generally organizational justice haven't been in a desirable status in the organization under study. This may have plausible results for the organization in the long-term. Therefore, all organizations generally and Damloran-Razak Pharmaceutical Company specially must do their best to reinforce the process of justice in distribution of consequences, procedures and social interactions.
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Luo, Zhenpeng, Einar Marnburg, and Rob Law. "Linking leadership and justice to organizational commitment." International Journal of Contemporary Hospitality Management 29, no. 4 (2017): 1167–84. http://dx.doi.org/10.1108/ijchm-08-2015-0423.
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Purpose This study aims to investigate the mediating role of collective identity in the relations among transformational leadership, procedural justice and employee organizational commitment. Design/methodology/approach An empirical survey was conducted in 43 hotels in mainland China with 585 valid responses. In addition to descriptive statistics and the test of the presence of common method bias, a confirmatory factor analysis was conducted to test the validities and reliabilities of the variables; structural equation modeling and hierarchical regression analyses were conducted to test causal relations and the mediating effects of collective identity. Findings Results show that transformational leadership and procedural justice are good predictors of employee collective identity and organizational commitment. In addition to a strong impact on employee commitment, collective identity partially mediates the effects of transformational leadership and procedural justice on employee commitment. Research limitations/implications This study is restricted to China’s hotel supervisors; therefore, caution should be taken when applying the findings to other sectors, regions and higher levels of leaders. Practical implications Findings of this study offer managerial insights for hotel supervisors to exercise transformational leadership and procedural justice to improve employee collective identity, which drives organizational commitment. Originality/value As an important concept, studies on the role of self-identity are limited in management and the field of leadership. This study tested the role of collective identity in leadership and organizational commitment in the context of Chinese culture, highlighting its theoretical and practical implications.
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Germanov, Igor A., Yulia S. Markova, and Svetlana S. Gordeeva. "Organizational justice as a factor in the formation of vertical trust in an organization (the case of an oil and gas company)." Tyumen State University Herald. Social, Economic, and Law Research 7, no. 4 (2021): 8–28. http://dx.doi.org/10.21684/2411-7897-2021-7-4-8-28.
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The phenomenon of trust is currently under focus in sociological discourse. Interest in the topic of organizational trust is due to an increasing number of studies proving its positive role in performance of organizations and employees, in increasing the economic efficiency of enterprises, stimulating the processes of its technical and technological modernization. In this regard, there is a need to search for factors conducive to building trust. One area of such research is the study of interaction of trust and organizational justice. However, existing publications do not give a definite answer regarding a direction of influence of these phenomena: some authors argue that trust is formed under the influence of organizational justice, others believe that the influence is vice versa. An additional argument in favor of the relevance of this topic is that the existing studies poorly reflect the specifics of Russian enterprises, since the topic of organizational trust is still under-examined in the domestic scientific literature. This article aims to empirically test hypotheses about the relationship between trust and organizational justice based on research materials carried out at one of the largest Russian enterprises. The objectives of the study were as followed: characterization of trust and organizational justice in various groups of personnel, assessment of impact of various types of organizational justice on vertical organizational trust. The empirical basis of the study is the materials of structured interviews of workers of the main production unit and engineering workers, conducted at one of the largest oil and gas industrial enterprises of the Perm Krai in 2021 (n = 792 people). The authors used the method of a continuous survey of workers at their workplaces in subdivisions. The novelty of the study lies in the fact that for the first time, based on the materials of a survey of Russian workers, the relationship between trust and organizational justice at different stages of a career in an organization was empirically analyzed. Furthermore, the contribution of various types of organizational justice to the formation of employee trust in management was illustrated. In accordance with the results of the study, the authors found out that organizational justice affects vertical trust in an organization: the more fair the organizational conditions are perceived by employees, the higher the level of trust in management. The authors point out that interpersonal and procedural justice have the major influence on the formation of vertical trust in an organization, but their role changes depending on length of service. It is concluded that in order to increase the level of vertical trust, the internal social policy of an organization should include technologies for both organizational analysis and the development of justice of intra-organizational relations, which, in turn, will contribute to an increase of productivity and efficiency of an organization.
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Jiang, Zhou, Paul J. Gollan, and Gordon Brooks. "Moderation of Doing and Mastery orientations in relationships among justice, commitment, and trust." Cross Cultural Management 22, no. 1 (2015): 42–67. http://dx.doi.org/10.1108/ccm-02-2014-0021.
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Purpose – The purpose of this paper is to examine whether and how two individual value orientations – Doing (the tendency to commit to goals and hold a strong work ethic) and Mastery (an orientation toward seeking control over outside forces) – moderate: the relationship between organizational justice and affective organizational commitment, and the mediation role of organizational trust in this relationship. Design/methodology/approach – The authors collected data from 706 employees working in 65 universities across China, South Korea, and Australia. Multi-group confirmatory factor analyses were employed to examine the cross-cultural equivalence of the measures. Hierarchical regressions were performed to test moderating effects of the two cultural value orientations. Findings – Results from the full sample showed that Doing and Mastery moderated the distributive justice-commitment relationship and the procedural justice-trust relationship. Comparisons between countries demonstrated limited cross-cultural differences. Practical implications – The present study adds to the understanding of the impact of individual and cultural differences on the relationship between justice and commitment, helping managers understand how employees’ reactions to justice are influenced by cultural value orientations. Originality/value – This study is a pioneer in empirically integrating the value orientation framework (e.g. Doing and Mastery orientations) and justice research in a cross-cultural context based in the Asia Pacific region. It also advances cross-cultural justice research through using a mediation-moderation combination.
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Jing, Runtian, and Mary J. Benner. "Institutional Pluralism and Organizational Evolution: Case studies of military conversion in China." Academy of Management Proceedings 2012, no. 1 (2012): 14538. http://dx.doi.org/10.5465/ambpp.2012.14538abstract.
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Wang, Shuhong, and Xiang Yi. "Organizational justice and work withdrawal in Chinese companies." International Journal of Cross Cultural Management 12, no. 2 (2012): 211–28. http://dx.doi.org/10.1177/1470595812439871.
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This paper examines the relationship between organizational justice and work withdrawal in a Chinese context, using the cultural syndrome allocentrism and idiocentrism as moderators. Structural equation modeling (SEM) was used to test the proposed model. The results indicate that distributive justice and procedural justice have negative relations with work withdrawal behaviors. Allocentrism and idiocentrism moderates the linkage between procedural justice and work withdrawal. Specifically, perceptions of procedural justice have a negative effect on work withdrawal but this effect is weaker for individuals high on allocentrism and low on idiocentrism. Results indicate that the interacting effects of allocentrism and idiocentrism were not established in the case of distributive justice. This study makes significant theoretical contribution to both cross-cultural management literature and organizational justice literature. It also indicates that cultural orientation should be taken into consideration by managers trying to understand why there might be different reactions from different employees to the same practices and policies in organizations.
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Suprapto, Dian, and Aslam Mei Nur Widigdo. "The Effect of Employee Empowerment, Organizational Justice, Conflict, and Work Motivation on Employee Performance (Case Study of Bank Mandiri Indonesia)." European Journal of Business and Management Research 6, no. 5 (2021): 204–8. http://dx.doi.org/10.24018/ejbmr.2021.6.5.1112.
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This study aims to analyze a impact empowerment of employees, organizational justice, conflict and work motivation on employee performance through case studies Mandiri Branch Office (KCP) Social Security Bank in Jakarta, Indonesia. This study adopted a causal research design and data collection methods by conducting a questionnaire survey of 41 respondents en. The sampling technique is intended is a sampling technique is saturated. The analytical tool intended is SPSS version 21. The results show that some employee authorization, organizational justice, and work motivation are related to impact positively d 's significant to employees performance. At the same time, conflict has a partial negative impact on employee performance and is not significant. In addition, employee empowerment, organizational justice, conflict and work motivation also have a significant impact on employee performance.
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Ridaryanto, Petrus. "Organizational Commitments in Financial Service Audit With Antecedents of Organizational Justice and Job Satisfaction." International Journal of Financial Research 11, no. 4 (2020): 86. http://dx.doi.org/10.5430/ijfr.v11n4p86.
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Public trust in a profession is determined by the reliability, accuracy, timeliness, and quality of services or services that can be provided by the auditor profession. Although the auditor's work and performance procedures have tended to be supervised and determined strictly and formally by external institutions, studies have shown that the context of the internal environment has an effect on improving auditor performance. This study seeks to analyze the effect of organizational justice and job satisfaction in the auditor's environment on organizational commitment. It focuses more on behavioral accounting, specifically relating to the auditor's work environment, by taking the object of the treatment's influence in the organization's internal participation and involvement of auditors that is reflected by organizational commitment. By using the Structural Equation Model (SEM), the findings show that procedural justice and interactional justice are empirically proven to influence organizational commitment. On the other hand, distributive justice has no effect on organizational commitment, and job satisfaction has also been proven empirically to have no effect on organizational commitment. These results provide input for public accounting firms so as not to overlook the fairness factor in providing rewards to auditors. In the case of fairness the awarding of rewards / awards to the auditor is not only limited to the amount of reward, but also the process for determining the amount of the reward.
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Cloutier, Julie, and Benoit Lamarche. "Perceived justice as predictors of a successful pay equity plan: a Canadian case study." Gender in Management: An International Journal 30, no. 4 (2015): 270–85. http://dx.doi.org/10.1108/gm-08-2013-0089.
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Purpose – This study aims to identify the predictors of successful implementations of pay equity plans. Drawing on the perspective of organizational justice, this study highlights the factors that lead to the establishment of perceived fair pay for female-dominated jobs. Design/methodology/approach – Qualitative data were collected from 107 respondents in a Canadian company that implemented a pay equity plan as required by the Quebec Pay Equity Act. Findings – Justice perceptions of employees are based on: uniformity of implementation, bias suppression with respect to the right to fair pay, reliability of information on job content, relevance of job evaluation criteria, qualifications and impartiality of the pay equity committee members and the quality of employees’ representation and process transparency. Research limitations/implications – This study was conducted at a single workplace and among relatively highly educated respondents. Replicating the study may allow to verify the transferability of the results by considering workers’ demographic characteristics and organizational culture. Practical implications – The study highlights the cornerstones that may guide the development of an assessment tool of the effectiveness of pay equity processes. These results will additionally help employers to circumvent difficulties which may otherwise thwart the implementation of pay equity plans. Originality/value – This study highlights how employees construct their perceptions of justice in a specific context. It sheds light on the salient features of the pay equity implementation, the sources of information involved and the justice rules used. This study also highlights the specific forms of the justice rules in this context.
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IMRAN SAEED, GHAYYUR QADIR, and GHAYYUR QADIR. "The Effect of Personality Traits on Organizational Commitment: Moderating Role of Distributive Justice: A Case of Public Sector Female Colleges of District Peshawar." Journal of Business & Tourism 2, no. 2 (2021): 157–68. http://dx.doi.org/10.34260/jbt.v2i2.51.
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Many studies have been conducted on personality traits in different organizations and an in different culture, different region and in different countries. The current study is talk about the two traits of personality i.e agreeableness and neuroticism and their effect on employee organizational commitment. And the main contribution of this study is to introduce distributive justice as a moderator variable. Data was collected from public sector female colleges of a Peshawar district. The sample size of this study was (n=120) and the data was cross-sectional in nature. The results reveal that the direct effect of agreeableness and distributive justice on organizational commitment is significant and positive while neuroticism has insignificant effect on organizational commitment. While the combined effect shows that both interactions terms has positive and significant effect on organizational commitment.
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Whiting, Susan. "Values in Land: Fiscal Pressures, Land Disputes and Justice Claims in Rural and Peri-urban China." Urban Studies 48, no. 3 (2011): 569–87. http://dx.doi.org/10.1177/0042098010390242.
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This paper explores justice claims and legal recourse in disputes over land rights—a major source of unrest—in rural China. Local governments’ search for fiscal revenue and the concomitant fiscalisation of land create the context for the recent wave of land disputes. The types of dispute and the contexts in which disputes arise shape the ways in which citizens seek recourse to threats to their property rights and shape the kinds of justice claim they make in the process. Citizens whose land rights are threatened by land takings orchestrated by local governments and outside developers are more likely to pursue both distributive and procedural justice claims in court than are citizens whose land rights are threatened by reallocation of land within the community. In the latter case, citizens are more likely to pursue distributive but not procedural justice claims through mediation. These patterns hold in both case study and survey evidence. Distributive justice is associated with the fairness of outcome of a dispute, while procedural justice is associated with fairness of the process of dispute resolution.
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Gao, Yongqiang, and Wei He. "Corporate social responsibility and employee organizational citizenship behavior." Management Decision 55, no. 2 (2017): 294–309. http://dx.doi.org/10.1108/md-05-2016-0284.
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Purpose An increasing number of studies have demonstrated a positive effect of corporate social responsibility (CSR) on employee organizational citizenship behavior (OCB), but little attention has been paid to the mechanisms and boundary conditions underlying this effect. The purpose of this paper is to propose a trickle-down model and examine the mediating role of supervisor ethical leadership and the moderating role of perceived organizational distributive justice in the CSR-OCB relationship. Design/methodology/approach To test the arguments, the authors collected field data in four companies located in a central city of China. Through a multi-wave data collection design, a total of 187 employees reported their perceptions toward firms’ CSR and organizational justice at Time 1, and reported their direct supervisors’ ethical leadership behaviors, and their own OCBs at Time 2 (four weeks later). Findings Empirical findings demonstrated that CSR had a positive effect on employee OCB, as mediated by supervisors’ ethical leadership. In addition, this mediation effect was found to be moderated by perceived organizational distributive justice such that the mediation relationship was stronger when perceived organizational distributive justice was lower than when it was higher. Originality/value The present study makes three major contributions. First, it contributes to the CSR literature by revealing the underlying mechanism of ethical leadership through which CSR will lead to increased employee OCB in the workplace. Second, the moderation findings of the study add a new piece of empirical evidence suggesting the boundary condition of organizational distributive justice affecting the positive effect of CSR on employee OCB. Finally, the trickle-down theoretical model demonstrates the pivotal role of leadership in transforming CSR into positive employee outcomes, providing valuable insights into future research that examines why CSR motivates in-organization employees at work.
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Cohen, Aaron, and Mohammad Abedallah. "Examining correlates of organizational citizenship behavior and counterproductive work behavior in a collectivist culture: the case of Arab teachers in Israel." Organization Management Journal 18, no. 3/4 (2021): 98–120. http://dx.doi.org/10.1108/omj-01-2020-0863.
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Purpose This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational justice) and organizational citizenship behavior (OCB) (supervisor report) and counterproductive work behavior (CWB) (self-report). Design/methodology/approach In total, 680 questionnaires were distributed to teachers in 20 Arab elementary schools in Northern Israel. Usable questionnaires were returned by 509 teachers (75%). The questionnaires covered emotional intelligence, DT, core self-evaluation, organizational justice, burnout, CWB and demographic characteristics. Their principals filled out questionnaires on the teachers’ in-role performance and OCB. Findings Results showed that CWB was mostly related to higher levels of psychopathy, lower levels of emotional intelligence (ability to use emotions) and higher levels of burnout (emotional exhaustion). OCB was related to higher levels of procedural justice, lower levels of burnout and higher levels of emotional intelligence. Practical implications Organizations should consider ways to reduce burnout, which may reduce CWB and increase perceptions of justice, thereby promoting OCB. Originality/value Two novel aspects are noteworthy. First, this study simultaneously examines both CWB and OCB to clarify the similarities and differences between them. Second, few studies have examined the correlates of CWB and OCB in Arab culture.
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Dahanayake, Pradeepa, Diana Rajendran, Christopher Selvarajah, and Glenda Ballantyne. "Justice and fairness in the workplace: a trajectory for managing diversity." Equality, Diversity and Inclusion: An International Journal 37, no. 5 (2018): 470–90. http://dx.doi.org/10.1108/edi-11-2016-0105.
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Purpose The purpose of this paper is to argue that diversity management (DM) interventions, underpinned by principles of justice and fairness, create a powerful force that drives sustainable outcomes. Further, the authors argue that justice and fairness should be embedded at the core of DM. Design/methodology/approach A qualitative case study methodology was used to ascertain how four organizations approached critical issues regarding diversity. Justice and fairness principles were used as a framework to evaluate each organization’s DM interventions. Different approaches adopted by the case study organizations were compared using a cross-case analysis. Findings Justice and fairness principles provide a useful framework to evaluate DM interventions. The findings show that justice and fairness principles have an effect across the continuum of DM, including identifying dimensions of diversity, executing DM programs and realizing outcomes of DM. Research limitations/implications The current study is limited to four case studies using qualitative methods. Practical implications The findings demonstrate the importance of integrating justice and fairness benchmarks when implementing DM programs. Originality/value The findings shed light on the link between DM and justice and fairness, an area lacking empirical studies. It also presents a new area for empirical enquiry—the application of social justice principles in evaluating organizational interventions in DM.
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Johnson, Amanda. "Police organizational failure and decoupling: Identifying precursors to failure through the rampart commission." International Journal of Police Science & Management 21, no. 2 (2019): 81–90. http://dx.doi.org/10.1177/1461355718824347.
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In criminal justice organizations, organizational failure can have catastrophic, often tragic, repercussions. Through the theoretical framework of coupling, this work studies a past organizational failure, the Rampart incident in Los Angeles, and determine what organizational characteristics led to the failure. Using case study analysis, this article investigates circumstances leading to organizational dysfunction, the categories of failure are coded and analyzed to determine precursors to organizational failure. Ultimately, this article shows that police organizational failure is not simply the case of misconduct or deviance, but rather a natural occurrence that can be precipitated by organizational precursors. From these precursors, it should be possible to develop a template which could identify organizations at risk for failure.
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Zhao, Wu, Wei Liu, and Yun Chen. "Internal Fission Strategies in Corporate Entrepreneurship: A Case Study in China." Sustainability 11, no. 19 (2019): 5275. http://dx.doi.org/10.3390/su11195275.
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Although the research of corporate entrepreneurship has continued to advance, few studies investigate corporate entrepreneurial activities within existing organizations in emerging market firms based on a case study approach. Building on a case study of PHNIX, a Chinese manufacturing firm, we draw on the literature on corporate entrepreneurship to develop a framework for understanding the occurrence, development and management of corporate entrepreneurial activities in organizational settings, and present a typology of some of the strategies that can be used in the process of corporate entrepreneurship. The findings considered the elements of entrepreneurial insight, pro-entrepreneurial organizational antecedents, knowledge sharing activities and internal incubation represent the core work in the fission process of corporate entrepreneurship. As such, we conclude with a discussion of theoretical and practical implications for further understanding the essence of corporate entrepreneurship in a complex organizational context. In addition, managers seeking to corporate entrepreneurship could benefit from the findings enabling them to understand and even adopt some of the principles and fission strategies used by PHNIX.
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Lv, Yanyan, Xiaoguang Liu, Guomin Li, and Yongrok Choi. "Managerial Pro-Social Rule Breaking in the Chinese Organizational Context: Conceptualization, Scale Development, and Double-Edged Sword Effect on Employees’ Sustainable Organizational Identification." Sustainability 12, no. 17 (2020): 6786. http://dx.doi.org/10.3390/su12176786.
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Managerial Pro-Social Rule Breaking (MPSRB) is a prevalent leadership behavior in China, characterized by conflict between favor and rule. Despite emerging interest in this behavior, two theoretical questions remain unsolved. First, its definition, dimensions, and measurement in the Chinese context are still lacking or improper; second, its double-edged sword effect on employees’ attitude is rarely empirically examined. This paper conducts three studies to solve these questions. In study 1, based on an analysis of the Chinese traditional culture, three dimensions of MPSRB (i.e., benevolence-based, pragmatic-based, and justice-based) were identified. In study 2, a scale of MPSRB containing 12 items was developed through an interview, preliminary, and formal questionnaire survey. In study 3, employees’ sustainable organizational identification perception (SOIDP) was studied as the dependent variable, to analyze and verify the double-edged sword effect of MPSRB by hierarchical regression and structural equation modeling (SEM) methods on the data gathered through the three stages from 380 employees. The results show that the three dimensions of MPSRB have a direct positive impact on employees’ SOIDP and, simultaneously, they have an indirect negative impact through the mediating role of procedural justice perception.
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Zhang Zhaoyang. "Revisiting the A.D. 28 Case from Juyan 居延: How Was Civil Justice Different from Criminal Justice in Han China?" Journal of Asian History 47, № 1 (2013): 51. http://dx.doi.org/10.13173/jasiahist.47.1.0051.
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Chen, Yi, Hui Liu, Zhicong Ye, Hao Zhang, Bifeng Jiang, and Yang Zhang. "Social Justice in Urban–Rural Flood Exposure: A Case Study of Nanjing, China." Land 11, no. 9 (2022): 1588. http://dx.doi.org/10.3390/land11091588.
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The environmental justice research on urban–rural exposure to flooding is underdeveloped and few empirical studies have been conducted in China. This study addresses this gap by exploring the probabilities of exposure to floods (10-, 20-, and 50-year) and examining the relationship between vulnerable groups and flooding in Nanjing, an important central city on the Yangtze River. Statistical analysis is based on multivariable generalised estimating equation (GEE) models that describe sociodemographic disparities at the census-tract level. The results revealed that (1) highly educated people in the urban centre are more likely to live in areas with high flood risk because of the abundance of education resources, and employment opportunities are concentrated in the urban centre. (2) Natives in suburban areas are more likely to live in flood-prone areas due to their favourable ecological environments near rivers and lakes. (3) Women in rural areas are more likely to live in high-flood-risk zones because most of the men are migrant workers. These findings highlight the urgent need to develop mitigation strategies to reduce flood exposure, especially in districts with high proportions of socially disadvantaged people. The linkages between rural and urban areas need to be strengthened in order to reduce flood exposure.
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Kurniawati, Anna. "Communication and Political Conflict Resolution of the Prosperous Justice Party in Handling the Case of Fahri Hamzah." PROPAGANDA 1, no. 1 (2021): 23–34. http://dx.doi.org/10.37010/prop.v1i1.253.
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This study aims to determine the conflict resolution carried out by the Prosperous Justice Party in handling Fahri Hamzah’s case. This study uses organizational control theory. This study uses a qualitative methodology with literature review studies. Based on orgatizational control theory, PKS uses the method of domination:suppressive violence. PKS decision to dismiss Fahri Hamzah is a method of domination or suppression. Organizational Control Theory is a theory that regulates the ways of communication that are able to control employess. Organizational control is carried out in four ways: First, simple control or the uses of power that is on going and open. Second, technical control or use of technology tools. Third, bureaucracy, which is the use of organizational procedures and formal rules, as described by Weber. Employees are provided with a guidebook that include policies to follow, memos, repost reviews, meeting reviews and performance reviews which are used to convey other expectations. Fourth, concertive control. There are several methods used in conflict resolution: First, conflict stimulation methods, conflict reduction and conflict resolution. Second, the conflict reduction method is used to reduse the hostility caused by conflict. Third, conflict resolution methods, which are carried out through domination or supression, compromise, and integrarive problem solving. This study uses a qualitative methodology with a literature review study. Based on orgnizational control theory, PKS uses the method of domination or suppresive ciolence. The PKS decision to dismiss Fahri Hamzah is a method of domination or suppression.
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Schaffer, Bradley. "Justice-Involved Veterans & Social Work: A Resource Dependence Theory Perspective." International Journal of Criminology and Sociology 11 (October 10, 2022): 121–29. http://dx.doi.org/10.6000/1929-4409.2022.11.13.
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The salience of justice-involved military veterans endures as a pervasive social problem in the United States of America (USA). Since the 1980’s the percentages of Justice-Involved Veterans (JIV) have varied from a reduction in Vietnam to increasing numbers of Global War on Terror (GWOT) veterans (Bureau of Justice Statistics Report, 2015). In response, there has been a proliferation of magistrate diversion, correctional specialty units, Veterans Treatment Courts (VTC) and programming for JIV. Much of the progress is due to concerted identification and organizational sharing of resources. The USA Department of Veterans Affairs (VA), courts, corrections and non-profit organizations (NPO) provide a valuable service to our military men and women to remediate the JIV needs. Social work plays at critical in practice areas at the penal, VA and NPO systems in the USA. The JIV population are examined through the lens of social work practice, resource dependence theory (RDT), case example and future direction. The examination highlights the importance of internal and external resources and partnerships to meet organizational goals and to remediate JIV psycho-social problems.
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Sadiq and Muhammad Salman Ahmad. "EVALUATION OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN THE CONTEXT OF ORGANIZATIONAL COMMITMENT: THE CASE OF HEFEI PUBLIC SERVICE INSTITUTIONS, CHINA." Public Administration Issues, no. 6 (2020): 51–66. http://dx.doi.org/10.17323/1999-5431-2020-0-6-51-66.
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The subject of research is organizational citizenship behavior (OCB) in the context of organizational commitment (OC) in public service institutions of Hefei city, China. Two research hypotheses have been proposed: “Organizational citizenship behavior has positive relationship with organizational commitment” and “Organizational commitment is a predictor of organizational citizenship behavior”. To find the relationship between organizational citizenship behavior and organizational commitment, this study adopted a relational approach. A validated questionnaire from previous studies was used to collect the data. A total of 234 people (78% response rate) working in different public service institutions responded to the survey. Correlation and regression were used to assess the impact and relationship between variables of this study. The regression and correlation results for this study showed that there is a very strong and significant relationship between the two variables (OCB and OC) in public service institutions of Hefei city. Thus, the results of this study clearly support the idea that policy makers in public service institutions should pay more attention to shaping organizational civic behavior by investing in organizational commitment.
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Parkhomenko, Pavlo. "Special courtroom as an element of child-friendly justice: organizational and legal aspect." Slovo of the National School of Judges of Ukraine, no. 2(35) (August 20, 2021): 16–26. http://dx.doi.org/10.37566/2707-6849-2021-2(35)-2.
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The entry of a child into the sphere of justice, regardless of its status, requires the creation of such conditions that would minimize the possibility of the impact of negative factors in the process of administering justice on the child himself. In this regard, one of the effective and important elements in the child-friendly justice system may be the organization of a special courtroom, which would be adapted to hear cases involving a child, which is not widely used in national practice and does not have the appropriate legal regulation in general. In addition, to date, there are no studies that would reflect the problems of organizing a courtroom, in which it is possible to try different categories of cases with the participation of the child. The article attempts to conduct a theoretical and legal study of existing international standards and national legal regulation of the organization of child-friendly courtrooms, identifying the basic elements for its creation, through which it is possible to formulate basic approaches to the administration of child-friendly justice. The author stressed that international standards refer to the components of child-friendly justice, including the issue of creating the most comfortable conditions for the child in the courtroom and directly during the hearing. To substantiate the conclusions, we analyzed the national case law and the case law of the European Court of Human Rights, which demonstrates cases of violation of children's rights by not creating appropriate conditions for the trial of children, and emphasizes the importance of the situation in which the trial took place. from litigation involving adults. Positive practices of organization of special courtrooms in some courts of Ukraine are given. Based on the analysis, it was found that the issue of arranging a courtroom friendly to children has no legislative and departmental regulations, in connection with which proposed ways to address the legislative gap in this direction and guidelines for organizing a special courtroom, which is positively assessed. Рrovided children who were invited to court and who had the opportunity to compare the general courtroom and the special. Keywords: international standards, children's rights, child-friendly justice, child interview, courtroom.
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Dong, Mengchen, Song Wu, Yijie Zhu, Shenghua Jin, and Yanjun Zhang. "Secular Examination of Spirituality-Prosociality Association." Archive for the Psychology of Religion 39, no. 1 (2017): 61–81. http://dx.doi.org/10.1163/15736121-12341332.
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Religious beliefs in Chinese cultural background, especially in Chinese secular society, have rarely been systematically investigated. The nonreligious-based population in China endorses certain supernatural beliefs or has related transcendent experience, even though they usually claim themselves as non-believers. Therefore, the current research examined the spirituality-prosociality association in Chinese secular background, demonstrating how spiritual connection with the transcendence related to individual secular social life. A total of 440 Chinese participants completed our questionnaires in three survey studies. The results showed that: 1) for the nonreligious-based population in China, spirituality was positively connected with personal prosocial trait, prosocial attitude, and prosocial behavior; 2) the prosocial trait of compassionate love partially mediated the association between spirituality and daily prosocial expenses on time and money; and 3) personal emphasis on moral principles such as ultimate justice beliefs partially mediated the association between spirituality and interpersonal altruism in organizational settings. Limitations and future directions were discussed.
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Park, YoungWon, Paul Hong, and Geon-Cheol Shin. "Self-Contained Localization Strategy: Case Studies of Japanese Firms." Perspectives on Global Development and Technology 16, no. 5 (2017): 487–500. http://dx.doi.org/10.1163/15691497-12341447.
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AbstractHuge numbers of middle-income groups are distributed in China and Association of South East Asian Nations (asean). In this context, global firms recognize the need for localization strategy. The practical upcoming challenge of global companies is to determine the best way to accomplish localization. In this paper, we present the development of a self-contained localization system based on organizational capabilities, and suggest the self-contained localization strategy through case studies of Japanese firms. The foreign subsidiaries with self-contained units include their own R&D, operations, marketing, service, and human resource functions. Therefore, the self-contained localization strategy allows the foreign subsidiary a large degree of autonomy in responding appropriately to local competitive conditions with locally responsive strategies. When we analyze the relationships between Japanese headquarters and local business subsidiaries, we find the larger a degree of autonomy of self-contained subsidiaries, the higher their global market share.
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Ng, Kwai Hang, and Xin He. "Internal Contradictions of Judicial Mediation in China." Law & Social Inquiry 39, no. 02 (2014): 285–312. http://dx.doi.org/10.1111/lsi.12034.
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Judicial mediation in China represents an extreme case of integration between adjudication and mediation. Based on ethnographic work and extensive interviews, this article studies how judicial mediation actually works in China. It finds that the incorporation of mediation as part of the official trial process creates a set of internal contradictions. In addition to the role conflict inherent in a judge's acting also as a mediator, adjudication and mediation stages are organized by different principles. When the rather rigid format of adjudication is carried over to in‐trial mediation, it curtails the flexible, nonlegalistic approach that mediation is meant to promote. Challenged authority, an uncontrolled process, narrowed issues, and weakened norms all make a settled outcome difficult to achieve. In comparison with judicial mediation in other jurisdictions, this case study from China has important theoretical implications for understanding the limits of informal justice.
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Laundon, Melinda, Abby Cathcart, and Paula McDonald. "Just benefits? Employee benefits and organisational justice." Employee Relations: The International Journal 41, no. 4 (2019): 708–23. http://dx.doi.org/10.1108/er-11-2017-0285.
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Purpose Employee reward is central to contemporary debates about work and employment relations; and in the context of ongoing wage stagnation, benefits represent a growing proportion of total reward value. Past studies have shown that when employees perceive benefits as unfair, this has a negative impact on engagement, performance and retention. Yet no previous studies have explored the components of a benefits system that influence employees’ fairness concerns. Using organisational justice as a theoretical lens, the purpose of this paper is to examine how dimensions of an employee benefits system influence the fairness perceptions of employees. Design/methodology/approach This paper reports on a qualitative, inductive case study of the benefits system in a large finance and insurance company, drawing on three data sources: interviews with the company’s benefits managers, organisational documents and open-text responses from a benefits survey. Findings Three dimensions of the benefits system strongly influenced fairness perceptions – constraints on accessing and utilising benefits; prosocial perceptions about the fairness of benefits to third parties; and the transparency of employee benefits. Practical implications The study informs organisations and benefits managers about the important role of supervisors in perceived benefits usability, and how benefits may be managed and communicated to enhance employee fairness perceptions. Originality/value This study makes a conceptual contribution to the benefits literature through a detailed exploration of the type of organisational justice judgements that employees make about benefits; and identifying for the first time prosocial fairness concerns about the impact of benefits on third parties.
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Zhang, Mei. "Intergenerational Justice and Solidarity on Sustainability in China: A Case Study in Nanjing, Yangtze River Delta." Sustainability 10, no. 11 (2018): 4296. http://dx.doi.org/10.3390/su10114296.
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The aim of this paper is to examine systematically the intergenerational justice and solidarity on sustainability in China, which is fundamental for achieving social/cultural change, whereas this is threatened by environmental unsustainability. A questionnaire survey with a sample size of 752 was carried out in Nanjing, Yangtze River Delta, China, with different age groups, and in the meantime, a series of qualitative studies was carried out through in-depth interviews and focus groups. It is shown that: with increasing age, people are more concerned about general and large-scale sustainability issue, whereas for smaller scale and immediate sustainability issues, there is no clear tendency with increasing age; older generations are more concerned about the causes of climate changes; in terms of responsibility for environmental problems, there are statistically-significant view changes with increasing age; for priority considerations in sustainability, among age groups, at the personal level, there is generally no statistically-significant difference, whereas at the public level, there are some statistically-significant differences; for preserving the future, there is generally no statistically-significant difference among age groups. Overall, there are considerable differences in intergenerational justice on sustainability, although there are still indications of solidarity among generations.
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Guo, Lei, Shih-Hsien Hsu, Avery Holton, and Sun Ho Jeong. "A case study of the Foxconn suicides." International Communication Gazette 74, no. 5 (2012): 484–503. http://dx.doi.org/10.1177/1748048512445155.
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This study used an international perspective to analyze how newspapers in the United States and China framed a specific global sweatshop issue: a continuous spate of suicides at the Foxconn Technology Group, a major supplier to Apple, Dell, and Hewlett-Packard. Through a quantitative and qualitative analysis of 92 newspaper articles appearing in US and Chinese newspapers, this study found Chinese newspapers framed the suicides mainly as the psychological problems of a young generation rather than a sweatshop issue. Newspapers in the US used a traditional human rights abuser frame to portray the suicides. Foxconn was the main social actor cited in most news coverage. Both the US and Chinese newspapers framed the case as a China-specific problem, ignoring global social justice and world economy aspects. This study contributes more broadly to framing research by developing an approach that is distinctly used for cross-cultural framing studies about a global issue.
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Jing, Runtian, and Mary Benner. "Institutional Regime, Opportunity Space and Organizational Path Constitution: Case Studies of the Conversion of Military Firms in China." Journal of Management Studies 53, no. 4 (2015): 552–79. http://dx.doi.org/10.1111/joms.12170.
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Fan, Guanyan. "The role of information governance in e-discovery – the case of China." Records Management Journal 29, no. 1/2 (2019): 168–77. http://dx.doi.org/10.1108/rmj-09-2018-0031.
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Purpose This paper aims to examine the situation of organizational information governance (IG) and its relationship with e-discovery in China. Design/methodology/approach This study collects laws, court opinions, cases and relevant literature as data and analyzes their content under the guidance of the framework of Information Governance Reference Model of the Electronic Discovery Reference Model (EDRM). Findings Inspired by discussions on the challenges of e-discovery and, in particular, the relationships between organizational IG and e-discovery in English literature, the present study attempts an examination of the relevant situations in China. It is the belief of the study that the connection between IG and the legal risk as framed in the EDRM is a necessary one for China as the country is opening its door wider and continues to seek multilateral cooperation. The study found out, through observations and analyses, the following distinctions of e-discovery and its relationship with IG in China. Despite the very similar US and Chinese digital technological environments and the similar acceptance of electronic evidence into litigations, the situations with e-discovery/electronically stored information (ESI) and IG are different within a Chinese context. Legal provisions regarding electronic evidence are brief and vague, litigating procedures rely on the explanations of the Supreme Court and the Supreme Procuratorate and, most relevantly, there is only a small portion of litigations that features a large quantity of ESI in the context of dramatically increased cases involving electronic evidence. The evidentiary qualifications of ESI, e.g. authenticity and reliability, are discussed intensively in academic writings, which, however, was done in a rather isolated manner, without referring to the relationships between and among them. The concept of proportionality, which was one of the key constructions in e-discovery discussions in English literature, was not found in these writings. As a result, organizational IG in China is not discussed in relation to e-discovery or electronic evidence, raising the question as to how e-discovery of a large quantity of ESI will be handled, should such cases emerge. Research limitations/implications Extracted mainly from available literature in legal and information fields, this study is necessarily neither exhaustive nor definitive. However, it can be used to further strengthen other empirical data studies. It could be extended within a Chinese context with interviews with legal and IG professionals. In this regard, the reasons that lead to the distinctions as exhibited in the findings could be explored in future investigations. This study does serve as a marker of the position in China compared to the USA. This research suggests that there is an opportunity for comparable studies at a national level, thus generating complementary knowledge for the IG and e-discovery community internationally. Practical implications The findings of the study may be instructive to countries with similar situations, that is, a weak linkage between IG and e-discovery. It may serve as a call for more comparable studies, thus generating complementary knowledge for the IG and e-discovery community internationally. Originality/value The study reported in this paper is the first of its kind in terms of exploring the relationships between IG and e-discovery in the Chinese context.
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Léné, Alexandre. "Skill-based pay in practice." European Journal of Training and Development 38, no. 7 (2014): 628–41. http://dx.doi.org/10.1108/ejtd-04-2013-0047.
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Purpose – The purpose of this study is to explore how the employees and managers experienced skill-based pay (SBP) plans through the lens of the organizational justice perspective. The article investigates SBP plans and highlights the difficulties encountered in implementing them. SBP plans take a number of different forms that may diverge from the declared model. Design/methodology/approach – This study investigates the SBP plan implementation in situ. Following Yin’s case study design method, documents were collected, semi-structured interviews were conducted and observations were recorded in two different companies in France. Findings – The organizational justice concepts allow the authors to shed light on the mechanisms through which SBP implementation may lead to negative outcomes. First, the authors argue that injustice perceptions are a critical element in the SBP implementation. Second, they argue that the way SBP plans are implemented by front-line managers influence employee attitudes and behaviours. When employees consider that the decisions are established on the basis of criteria that lack legitimacy, they adopt withdrawal behaviour. Research limitations/implications – The majority of studies on SBP are largely atheoretical in nature. It is suggested that the organizational justice framework should be utilized to improve the authors’ understanding of what shapes the reaction of workers towards such plans. The authors consider that justice and trust are a particularly useful duo of lenses through which to examine the motivation of workers to be engaged in such plans. Practical implications – The implications for the practice of management surround the issue of unanticipated results of actions. It is not simply a question of designing the most appropriate SBP plans. The key issue is how they are actually implemented by front-line managers. Specifically, the findings highlight the pivotal role front-line managers play in building trust towards employees. Training in procedural justice should accompany SBP implementation. Originality/value – This paper highlights the complexity of implementation of SBP. By examining SBP implementation through the lenses of the organizational justice concepts, it sheds light on the under-theorized reactions to SBP implementation, and advances understanding of the mechanisms through which it affects employee attitudes and behaviours.
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Wong, Koon Lin, Eric King-Man Chong, Wing Tat Leung, and Yan Wing Leung. "Experiential learning for civic education: Typologies and learning outcomes." Citizenship Teaching & Learning 17, no. 2 (2022): 183–202. http://dx.doi.org/10.1386/ctl_00090_1.
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Experiential learning has an important role to play in education; the typologies of experiential learning for civic education was employed to examine two case studies. One case study involves a teacher guiding Hong Kong students in experiential learning, which took place at a national level in mainland China. His approaches aligned with justice oriented and charity oriented. The second case study concerns a teacher who personally undertook experiential learning at a global level in Africa. Her approaches aligned with these typologies of experiential learning (personal development and justice oriented). Their journeys illustrated that different types of experiential learning have various influences on the perceived civic learning outcomes of learners. We suggest adding facilitating and hindering factors into the typologies of experiential learning, which would provide a more comprehensive conceptual framework to guide educators and researchers in organizing and conducting experiential learning activities and studies.
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Lin, Lisa. "Transitional (in)justice in phasing out coal in China: Documentary as visual evidence to unveil the local experiences of coal transitions." Journal of Environmental Media 3, no. 1 (2022): 171–76. http://dx.doi.org/10.1386/jem_00081_1.
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This article examines how documentary film can be employed as visual evidence to create a thick description of environmental injustice among low-social-economic status communities in China. In particular, this article exemplifies the approach with a case study of a 2022 research project on transitional injustice during China’s phase out coal strategy in the case study of Liupanshui, the largest coal mine in southern China since the 1950s. Drawing upon the author’s environmental documentaries that explored the local struggles and sufferings of environmental injustice in China, the article explores how we can examine environmental injustice via a multidisciplinary approach that combines public policy, environmental studies and documentary filmmaking.
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Hu, Ying, and Phyllis Ngai. "Organizational Communications in Developing Ethnic Tourism: Participatory Approaches in Southwest China." Tourism Culture & Communication 21, no. 2 (2021): 123–42. http://dx.doi.org/10.3727/109830421x16191799472006.
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Ethnic tourism promises to solve rural development challenges, create employment, and preserve indigenous heritages. However, the development process is not always empowering. Often-cited problems are organizational communication challenges and conflicts that characterize partnerships among ethnic minority villages, tourism management companies, and government agencies. Such communication difficulties characterize ethnic tourism development processes in many parts of China. This article reports on a case study conducted in the famous Xijiang Thousand Households Miao Village (Xijiang Quianhu Miaozhai), Guizhou, China. Specifically, we investigate the determinants and nature of common organizational communication problems experienced by ethnic communities in the process of tourism development. Survey and interview data indicate that changes in local governance, clashes in tourism management, and a lack of agreement on the meaning of "community participation" created organizational communication problems manifested in conflicts among tourism managers and villagers, administrative districts/villages, and groups within the villages. Drawing from development communication and organizational communication literature, the authors assess the possibilities of applying participatory communication as a strategic approach to conflict resolution. On the basis of critical analysis, the authors offer four recommendations for adapting the participatory approach to address organizational communication problems in ethnic tourism development sites: (1) value participation, (2) develop clear understanding of what empowering participatory communication entails, (3) integrate the indigenous mode of communication/participation, and (4) hybridize the participatory communication approach to accommodate the conditions and limitations that prevail in the specific context.
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Khan, Junaid Athar. "The Role of Emotional Intelligence in Organizational Justice Development and LMX in Pakistan International Airline." Peshawar Journal of Psychology and Behavioral Sciences (PJPBS) 5, no. 1 (2019): 1. http://dx.doi.org/10.32879/pjpbs.2019.5.1.1.
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The purpose of this study was to identify the relationship between emotional intelligence (EI) and leader-member exchange (LMX) and organizational justice (OJ) in a public sector organization. PIA was the case study of the following research and therefore data was collected from certain selected employees in PIA, while the findings of this study was generalized over the entire employee base of PIA and also over the other public sector organizations of the country. The design of the research is quantitative and the data collection method is primary. A pre-structured questionnaire was used to collect data from 391 employees of PIA. The sample size was identified based on Slovin’s formula for sample size calculation. Several statistical techniques such as reliability, correlation, and partial least square method analysis were applied to identify the relationship between the variables. The researcher has also conducted a detailed discussion over the findings of this study, while comparing it with the evaluations carried out by past studies regarding the subject matter under consideration. The findings of the study indicate that a positive relationship exists between EI and LMX as well as between EI and OJ.
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Hao, XIONG. "Two Sides of Court Mediation in Today’s Southwest Grassroots China: an Empirical Study in T Court, Yunnan Province." Asian Journal of Law and Society 1, no. 2 (2014): 367–94. http://dx.doi.org/10.1017/als.2014.10.
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AbstractCourt mediation is now playing a crucial role in the Chinese legal system. Based on two case studies in Yunnan Province, this paper examines how court mediation works in Southwest China. It finds that court mediation can expand the capacity of the court concerning case acceptance, and is capable of fixing multicentre disputes and complicated social problems. However, the paper also points out that when encountering some ill-suited cases, justice may be undermined and the judge’s role may be confused. Therefore, it is necessary to pass some law to exclude the ill-suited cases from the mediation track when promoting court mediation in Southwest China.
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Wen, Wen, Lizhou Wang, and Yanan Cui. "International student education in China: An “Island” in Internationalization?" International Journal of Chinese Education 11, no. 3 (2022): 2212585X2211369. http://dx.doi.org/10.1177/2212585x221136900.
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While many studies have studied Chinese international student experiences, including their motivations, choices, and socio-cultural adaptations, few have systematically analyzed the connection of international student education (ISE) to society. This paper incorporates the “internationalization in higher education for society” framework and the “glonacal agency heuristic” to examine ISE in China in relation to the goals of social justice, economic development, and public goods. The findings reveal dilemmas in institutional practices and instances of disconnection from local society, while also pointing to potential contributions to global society. The causes include instrumentalist values, competing policy priorities, and constrained institutional agency. China’s case offers practical implications for reconceptualizing ISE for other emerging student-receiving nations. Furthermore, this case may also contribute to growing scholarly discussions on integrating the internationalization of higher education into universities’ third mission of service to society across different countries. We argue that ISE should be designed and implemented comprehensively with intention and purpose, and undergirded by strengthened institutional agency directed to serve society.
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Dr. Junaid Athar Khan, Ms. Sourat Mehr, Dr. Naseeb Ullah Shah, and Muhammad Saleem Qazi. "An Investigation of the correlation between Distributive Justice and Employee Performance considering the Mediating character of Career Incentives: A case study ofCall center industry of Pakistan." Journal of Business & Tourism 6, no. 1 (2021): 31–42. http://dx.doi.org/10.34260/jbt.v6i1.179.
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This paper is unique foe being among the few research studies that investigated the impact of distributive justice on employee’s performance considering the mediating aspect of economic benefits or career incentives. For this study, 120 call center employees were randomly selected as the participants of this study however, only 112 responses were assumed reliable and trustworthy for further investigation. For the selection of the participants 10 call centers were selected randomly that are operating in the twin – cities (RWP-ISB) of Pakistan. Various analysis including Hierarchical regression, descriptiveand correlation analysis were employed for the investigation of data and for hypothesis testing. Upon the evaluation of the overall findings of this study, A strong positive correlation is discovered between distributive justice and employee’s performance. Furthermore, a mediating role of economic benefits or career incentives have been discovered on the relationship between distributive justice and employee’s performance. For future research, it is suggested that the researchers should take into account both the organizational features and individual characteristics to get an insight to the the influence of career incentives over performance of employees in an organization. In this regard, an organization should implement a tremendously competitive and effective compensation plan and an attractive remuneration package and some additional employee’s incentivesprograms in proximity with the supreme procedures of distributive justice to accomplish long term and consistent sustainability to get desired level of performance.
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Wang, Yanrong, Qizhi Wu, Xiang Zhang, and Xiangbing Qiao. "Why does Organizational Performance Fluctuate in Agricultural Industrialization Consortia: A Study Based on Dual Paradox in Development and Institution." Lex localis - Journal of Local Self-Government 19, no. 4 (2021): 921–41. http://dx.doi.org/10.4335/19.3.921-941(2021).
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Agricultural industrialization consortium is a key policy tool to promote agricultural development for local governments in China. However, a stylized fact is that various consortia showed promising organizational performance at start, but then the performance deteriorated at later stages. The driving force behind is the dual paradox inherent in development and institution. The consortium is overly development oriented; yet as an institution it cannot adapt to the strong development impulses. Case studies show that the dual paradox inevitably led to the decline in organizational performance.
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Hui, Li, Wang Dan, and Ricci W. Fong. "Introduction." International Journal of Chinese Education 3, no. 2 (2014): 161–70. http://dx.doi.org/10.1163/22125868-12340034.
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This special issue collects six interesting case studies on the so-called 15-year free education in four Chinese societies including Hong Kong, Macau, Mainland China, and Taiwan. The selected works analyze the target education policies based on the theoretical framework of 3A2S—affordability, accessibility, accountability, sustainability, and social justice. Together, they provide a multifaceted account of the merits and limitations of the 15-year free education policies implemented in Greater China. The authors examine the education policies in their respective socioeconomic contexts and aim to suggest new research agenda for early childhood education in these Greater Chinese societies.
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Liu, Songbai, and Lu Guan. "Issues of Utilizing Social Networking as an Informal Organizational Communication Channel: Evidence from China." International Journal of Marketing Studies 12, no. 4 (2020): 43. http://dx.doi.org/10.5539/ijms.v12n4p43.
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Social networking has been increasingly used by both individual and organization in the workplace. This paper addresses gaps in the current literature and tries to demonstrate the negative impacts and consequences of social networking. Qualitative study is applied in this study, including the conduction of user survey, interviews and case studies, which are conducted in the context of China. The article reports on work in progress on the research. The early findings highlight that despite the benefits generated by social networking, issues are also obvious, including such as data security, privacy protection, work-life imbalance, increased work pressure and stress, boundary and role ambiguity. Such findings contribute to organizational policy making and generating modern management practice in the context of information society.
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Fleming, Peter. "Robots and Organization Studies: Why Robots Might Not Want to Steal Your Job." Organization Studies 40, no. 1 (2018): 23–38. http://dx.doi.org/10.1177/0170840618765568.
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A number of recent high-profile studies of robotics and artificial intelligence (or AI) in economics and sociology have predicted that many jobs will soon disappear due to automation, with few new ones replacing them. While techno-optimists and techno-pessimists contest whether a jobless future is a positive development or not, this paper points to the elephant in the room. Despite successive waves of computerization (including advanced machine learning), jobs have not disappeared. And probably won’t in the near future. To explain why, some basic insights from organization studies can make a contribution. I propose the concept of ‘bounded automation’ to demonstrate how organizational forces mould the application of technology in the employment sector. If work does not vanish in the age of AI, then poorly paid jobs will most certainly proliferate, I argue. Finally, a case is made for the scholarly community to engage with wider social justice concerns. This I term public organization studies.
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Zhang, Zixuan, and Yumei Ju. "Discursive Constructions of National Image in National Discourse: A Case Study of the Editorials on the 19th National Congress of the Communist Party of China in China Daily." International Journal of Linguistics 12, no. 4 (2020): 171. http://dx.doi.org/10.5296/ijl.v12i4.17351.
Full textAbstract:
This paper studies the discursive construction of national image in national discourse. The editorials published during the 19th National Congress of the Communist Party of China in China Daily are taken as the corpus of study. The results showed that the editorials successfully constructed the national image of China by employing the Affect, Judgment, and Appreciation resources in the texts. Domestically, China is constructed as being confident in solving the problem of imbalances of development, boosting people’s sense of gain, leading the whole nation to realize the Chinese dream, and having the courage to bear the responsibility to improve people’s livelihood and happiness. Internationally, China is constructed as being competent, responsible, valuing fairness and justice, seeking cooperation and mutual benefit, and leading the whole world to pursue common prosperity to build a community of shared destiny for all mankind. The constructed images are themselves the persuasive rhetorical ethos, which leads to the identification of the editorials with the audience.