Human Resource Management Practices in Chinese Organisations. (Record no. 38708)
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| 000 -LEADER | |
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| fixed length control field | 06591nam a22005293i 4500 |
| 001 - CONTROL NUMBER | |
| control field | EBC1752794 |
| 003 - CONTROL NUMBER IDENTIFIER | |
| control field | MiAaPQ |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20240729122931.0 |
| 006 - FIXED-LENGTH DATA ELEMENTS--ADDITIONAL MATERIAL CHARACTERISTICS | |
| fixed length control field | m o d | |
| 007 - PHYSICAL DESCRIPTION FIXED FIELD--GENERAL INFORMATION | |
| fixed length control field | cr cnu|||||||| |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION | |
| fixed length control field | 240724s2014 xx o ||||0 eng d |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER | |
| International Standard Book Number | 9781783507313 |
| Qualifying information | (electronic bk.) |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER | |
| Canceled/invalid ISBN | 9781783507245 |
| 035 ## - SYSTEM CONTROL NUMBER | |
| System control number | (MiAaPQ)EBC1752794 |
| 035 ## - SYSTEM CONTROL NUMBER | |
| System control number | (Au-PeEL)EBL1752794 |
| 035 ## - SYSTEM CONTROL NUMBER | |
| System control number | (CaPaEBR)ebr10900574 |
| 035 ## - SYSTEM CONTROL NUMBER | |
| System control number | (CaONFJC)MIL653483 |
| 035 ## - SYSTEM CONTROL NUMBER | |
| System control number | (OCoLC)885122618 |
| 040 ## - CATALOGING SOURCE | |
| Original cataloging agency | MiAaPQ |
| Language of cataloging | eng |
| Description conventions | rda |
| -- | pn |
| Transcribing agency | MiAaPQ |
| Modifying agency | MiAaPQ |
| 050 #4 - LIBRARY OF CONGRESS CALL NUMBER | |
| Classification number | HF5549.2.L29 -- .H863 2014eb |
| 082 0# - DEWEY DECIMAL CLASSIFICATION NUMBER | |
| Classification number | 658.30098 |
| 100 1# - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Foo, Check. |
| 245 10 - TITLE STATEMENT | |
| Title | Human Resource Management Practices in Chinese Organisations. |
| 250 ## - EDITION STATEMENT | |
| Edition statement | 1st ed. |
| 264 #1 - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE | |
| Place of production, publication, distribution, manufacture | Bradford : |
| Name of producer, publisher, distributor, manufacturer | Emerald Publishing Limited, |
| Date of production, publication, distribution, manufacture, or copyright notice | 2014. |
| 264 #4 - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE | |
| Date of production, publication, distribution, manufacture, or copyright notice | ©2014. |
| 300 ## - PHYSICAL DESCRIPTION | |
| Extent | 1 online resource (169 pages) |
| 336 ## - CONTENT TYPE | |
| Content type term | text |
| Content type code | txt |
| Source | rdacontent |
| 337 ## - MEDIA TYPE | |
| Media type term | computer |
| Media type code | c |
| Source | rdamedia |
| 338 ## - CARRIER TYPE | |
| Carrier type term | online resource |
| Carrier type code | cr |
| Source | rdacarrier |
| 490 1# - SERIES STATEMENT | |
| Series statement | Chinese Management Studies: Volume 8, Issue 1 ; |
| Volume/sequential designation | v.8 |
| 505 0# - FORMATTED CONTENTS NOTE | |
| Formatted contents note | Cover -- EDITORIAL ADVISORY BOARD -- Human resource management practices in Chinese organisations -- Personality traits and simultaneous reciprocal influences between job performance and job satisfaction -- Relative leader-member exchange and employee voice -- Institutional influence, cognition and competence of top managersand innovative firms -- Occupational commitment, industrial relations and turnover intention -- Relationship between employees' performance and social network structure -- Leadership, work stress and employee behavior -- Psychological ownership, organization-based self-esteem and positive organizational behaviors -- Examining the effect of individualism and collectivism on knowledge sharing intention. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | This special issue of Chinese Management Studies focuses attention on a central activity of Chinese organisations managing people. Our aim in doing so is to support efforts to move beyond HRM research in China as a subset of international or comparative HRM research and promote indigenous approaches to research in China. The issue opens with Yang and Hwangs (2014) exploration of the relationships among three important variables in the field of industrial psychology personality traits, job performance, and job satisfaction. Utilising sample data from 360 respondents in 31 Taiwanese financial firms, the empirical show a mutually reinforcing relationship between job performance and job satisfaction better performance in the job leads to more satisfaction leads to better performance. Zhao and Peng (2014) have assessed the relative leadermember exchange (RLMX), which is widely researched in leadership and human resource management, via a sample of 358 supervisorsubordinate dyads from Chinese enterprises. Zhao and Peng argued that RLMX positively affects employee voice, which is mediated by an affective commitment and is moderated by Chinese traditions. Feng, Shen, and Zhao (2014), analyzed the relationship between the role of entrepreneurs and the innovation investment propensity of Chinese firms, with a particular emphasis on the combinations of managerial competence, cognition and institutional influence. Horizontal data comparison and four longitudinal case studies show that the cognitive backgrounds of top managers are significant in directing strategic resource allocation, but that they are also influenced by institutional environments. The relationships between occupational commitment, industrial relations, and turnover intention and the moderating role of turnover intention were investigated by Yuan and Li (2014). The authors find that |
| 520 8# - SUMMARY, ETC. | |
| Summary, etc. | the affective, normative, and cumulative costs dimensions of occupational commitment, positively affect their perceptions of the industrial relations climate they experience. Face (,miànzi), relationships (, guanxi), and the obligation to maintain those relationships (, rénqíng) are central ideas in Chinese culture. Cai et al (2014) contribute to our greater understanding of these concepts in a work context and their HRM implications through their examination of employees performance and their social network structures. The research shows that informal networks have a significant impact on employee performance, and individual brokerage of performance is greater for direct contacts than it is for indirect contacts. Moving from the social to the psychological, Pan, Qin and Gao (2014) reviewed the effect of organisational psychological ownership (ownership) and organisation-based self-esteem (esteem) on positive organisational behaviours (behaviours). On the basis of their findings, Pan et al (2014) demonstrate that behaviours are positively related to ownership and esteem. The research by Yao et al (2014) also focused on employees and their behaviour, but this time with a focus on the impact of different leadership styles. Having collected data from 347 respondents in 20 firms, the authors concluded that a positive correlation exists between the experience of work stress and negative employee behaviours. The effects of individualism and collectivism on knowledge sharing intention and the moderating effect of tacit knowledge on main causal relationships are assessed by Mi (2014). Using data from 400 employees in three Chinese companies, Mi shows that the personal cultural orientations of individualism and collectivism influence the knowledge sharing intention. These eight articles then, focus on topics at the forefront of human resource management, |
| 520 8# - SUMMARY, ETC. | |
| Summary, etc. | and provide valuable contributions to theory construction in human resource management and organisational behaviour. |
| 588 ## - SOURCE OF DESCRIPTION NOTE | |
| Source of description note | Description based on publisher supplied metadata and other sources. |
| 590 ## - LOCAL NOTE (RLIN) | |
| Local note | Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2024. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Personnel management -- Latin America -- Case studies. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Personnel management. |
| 655 #4 - INDEX TERM--GENRE/FORM | |
| Genre/form data or focus term | Electronic books. |
| 700 1# - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Lamond, David. |
| 700 1# - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Lin, Song. |
| 776 08 - ADDITIONAL PHYSICAL FORM ENTRY | |
| Relationship information | Print version: |
| Main entry heading | Foo, Check |
| Title | Human Resource Management Practices in Chinese Organisations |
| Place, publisher, and date of publication | Bradford : Emerald Publishing Limited,c2014 |
| International Standard Book Number | 9781783507245 |
| 797 2# - LOCAL ADDED ENTRY--CORPORATE NAME (RLIN) | |
| Corporate name or jurisdiction name as entry element | ProQuest (Firm) |
| 830 #0 - SERIES ADDED ENTRY--UNIFORM TITLE | |
| Uniform title | Chinese Management Studies: Volume 8, Issue 1 |
| 856 40 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://ebookcentral.proquest.com/lib/orpp/detail.action?docID=1752794">https://ebookcentral.proquest.com/lib/orpp/detail.action?docID=1752794</a> |
| Public note | Click to View |
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