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Chinese Employees (chinese + employee)

Distribution by Scientific Domains

Psychology	42%
Business, Economics, Finance and Accounting	42%

Selected Abstracts

Effects of Relationship Values and Goal Interdependence on Guanxi Between Foreign Managers and Chinese Employees,

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 10 2008
Nancy Chen Yi-Feng
Foreign managers are advised to develop effective relationships with Chinese employees who as collectivists are thought to value relationships, particularly guanxi, with their leaders. However, foreign managers typically do not have the background and prior experiences typically used to develop guanxi in China. In an experiment with 120 participants in South China, Chinese employees with foreign managers who communicated that they wanted a relationship (compared to no relationship) with them concluded that they interacted better and had little relational and task conflict. Chinese employees who discussed their views within a cooperative (compared to competitive) context helped their leader, productively integrated their diverse views into the decision, and concluded that they had little relational and task conflict. [source]

Gender Differences in Perceived Work Demands, Family Demands, and Life Stress among Married Chinese Employees

MANAGEMENT AND ORGANIZATION REVIEW, Issue 2 2006
Jaepil Choi
abstract Although gender-based division of labour and the identity theory of stress suggest that the relationship between work and family demands and life stress may vary as a function of gender, it is largely unknown whether these arguments are also valid in China. To address this gap in the existing literature, the current study investigates the gender differences in perceived work and family demands, and the effects of these perceived demands on the life stress of Chinese male and female employees. The study of 153 married Chinese employees found that Chinese women perceived a higher level of family demands than did Chinese men, whereas there was no significant gender difference in the perception of work demands. In addition, while perceived family demands were similarly related to life stress differently for men and women, perceived work demands were associated more strongly with the life stress of men than that of women. [source]

Effects of Relationship Values and Goal Interdependence on Guanxi Between Foreign Managers and Chinese Employees,

Gender Differences in Perceived Work Demands, Family Demands, and Life Stress among Married Chinese Employees

Preferences for Third-Party Help in Workplace Conflict: A Cross-Cultural Comparison of Chinese and Dutch Employees

NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH, Issue 4 2009
Ellen Giebels
Abstract This study examines conflict parties' preferences for different types of third-party help and how this may be influenced by cultural differences in terms of individualism/collectivism. We focus our analysis on process-related nonsubstantive help and identify three types of third-party help in interpersonal conflict situations: relational help, procedural help, and emotional help. In a pilot study with Chinese and Dutch students (N = 93), we first developed and validated three new scales to measure preferences for the three types of third-party help. To further test specific hypotheses we used another sample of Dutch and Hong Kong Chinese bank employees (N = 71). In line with our expectations, Chinese employees report a higher preference for relational help, while Dutch employees report a higher preference for emotional help. In terms of procedural help, there was no significant difference between Dutch and Chinese employees. Furthermore, additional analyses revealed a gender effect on the preference for emotional help, showing that,regardless of their cultural background,females prefer this type of third-party help more, presumably because they experience more conflict stress. [source]

Online knowledge sharing in a multinational corporation: Chinese versus American practices

PROCEEDINGS OF THE AMERICAN SOCIETY FOR INFORMATION SCIENCE & TECHNOLOGY (ELECTRONIC), Issue 1 2007
Wei Li
In-depth interviews were conducted with Chinese and American users of a knowledge sharing system, pseudo-named Knowledge Everywhere (KE), being employed by a Fortune 100 company with operations in over 100 countries. The intent of these interviews was to identify factors influencing knowledge sharing behaviors among Chinese and American users of the KE system. Interview questions were framed using the Unified Theory of Acceptance and Use of Technology (Ventakesh, et al., 2003). Three primary conclusions emerged from the findings generated from the interviews. First, there is a perceived disconnect between knowledge sharing system usage and daily job performance. Second, language appears as a one-way barrier to knowledge sharing and not two-way as many practitioners believe. Third, cultural conservatism and perceived differences in practices hinders Chinese users' willingness to share and as a result gives the false impression that Chinese employees hoard information. [source]

A Cross-National Examination of Self-Efficacy as a Moderator of Autonomy/Job Strain Relationships

APPLIED PSYCHOLOGY, Issue 1 2010
Margaret M. Nauta
This study evaluated the cross-national validity of cognitive appraisal theories (e.g. Lazarus & Folkman, 1984) of stress by examining differences in the interaction of job autonomy and generalised self-efficacy in the prediction of psychological and physical strains among US and Chinese employees. As posited by cognitive appraisal theories, high self-efficacy served as a buffer against low job autonomy in the prediction of psychological and physical strains among US employees. However, the buffering effect of self-efficacy was unclear among Chinese employees. For Chinese employees with high self-efficacy, job autonomy was negatively related to job strains, but for Chinese employees with low self-efficacy, job autonomy was positively related to job strains. The results highlight the importance of attending to culture in examinations of stressor,strain relations. Cette étude porte sur la validité transnationale des théories de l'évaluation cognitive du stress (par exemple: Lazarus & Folkman, 1984) par l'analyse de différences dans l'interaction entre l'autonomie dans le travail et l'auto-efficience globale dans la prédiction des tensions physiques et psychologiques chez des salariés américains et chinois. Comme les théories de l'évaluation cognitive le prévoient, un niveau élevé d'auto-efficience compense le manque d'autonomie dans la prédiction de tensions physiques et psychologiques chez les salariés américains. Toutefois, l'effet compensatoire de l'auto-efficience n'apparaît pas clairement chez les salariés chinois. Pour les salariés chinois disposant d'une forte auto-efficience, l'autonomie dans le travail était négativement corrélée aux tensions professionnelles, mais chez ceux qui étaient dotés d'une auto-efficience faible, l'autonomie était positivement liée aux tensions professionnelles. Ces résultats mettent en évidence la nécessité de prendre la culture en considération dans l'étude de la relation entre les facteurs de stress et les tensions. [source]