Showing papers by "Zhenzhong Ma published in 2018"

High‐performance work systems and employee engagement: empirical evidence from China

Abstract: Employee engagement and commitment has been a very important issue in human resource managers’ agenda. The present study adds to the literature by examining the impact of high-performance work systems (HPWS) on employee attitudes and on employee engagement in China in response to the increasing interest in the universalistic effects of HPWS in the globalized world market. With the data from 782 employees working in China's manufacturing and service sectors, this study shows that HPWS are positively related to employees’ positive mood and job satisfaction, and that job satisfaction and positive mood lead to high employee engagement. Moreover, employee's positive mood and job satisfaction also mediate the relationship between HPWS and employee engagement. The result helps explore one mechanism via which HPWS affect employee behaviors and provides empirical evidence for the applicability of HPWS in an international context.

Toward a dynamic model of organizational resilience

Abstract: This study aims to examine contemporary research on organizational resilience and then propose an integrated dynamic model to study organizational resilience with a more inclusive concept and future research agenda developed.,This conceptual paper uses the literature review method to analyze and categorize current research on organizational resilience, and then based on the analysis of existing organizational resilience studies, this paper proposes an integrated model for a more inclusive and integrated concept of organizational resilience with refined future research directions.,A thorough analysis of current organizational resilience research shows that existing studies on organizational resilience have largely focused on isolated dimensions by treating organizational resilience as a state rather than a dynamic capability. This paper proposes that an integrated concept of organizational resilience consists of three dimensions including cognitive, behavioral and contextual resilience, and this dynamic capability should be examined from three different levels, including individual, group and organizational levels to better conceptualize organizational resilience and for better applicability in management practice.,The past decades have seen increasing interests in organizational resilience both from academic scholars and from management practitioners. However, research on this emerging field remains fragmented, and there is little consensus on the conceptualization of organizational resilience. This study contributes to the literature by thoroughly examining current research on organizational resilience and proposes an integrated dynamic model to study organizational resilience.

The impact of young Chinese employees’ notions of work on conflict management styles: An explorative study

Abstract: This study aims to explore the impact of well-educated young Chinese employees’ notions of work on their conflict management styles in the increasingly turbulent workplace to help better manage work-related conflict in the time of transition in China.,Self-administered questionnaires were used to collect data from over 400 young Chinese employees. The data were first factor analyzed to explore the underlying dimensions of contemporary work notions in China’s transition period. Hierarchical regression analysis was then conducted to explore the relationship between dimensions of work notions and conflict management styles.,The results showed that well-educated young Chinese employees’ notions of work consisted of sense of control, fulfilling and rewarding, holistic concerns, personal growth and development and meaningfulness. The results further indicated that young Chinese employees with strong needs to satisfy individual interests in their work tend to use competitive methods to manage work-related conflicts, employees with strong needs to satisfy group interests in their work prefer to use collaborative methods and those who believe in collective efforts in achieving individual goals through group goals’ obtainment are more likely to use collaborative and compromising approaches.,This study provides a new perspective to manage work-related conflict in the Chinese context. The findings of this study are able to help enrich conflict management theories in China and suggest insightful conflict resolution approaches to work-related conflicts in China’s changing environment. This study also helps bridge the research gap between work notions and conflict management styles. The results of this study can greatly facilitate Chinese companies’ endeavors toward crafting a more innovative workforce and help improve employee performance in China’s transition to industrialization.

Misfit or xenophillia: The impact of overseas work experiences on returnee entrepreneurs’ venture capital funding in China

Abstract: Purpose Overseas work experiences have played a critical role in venture creation and success, yet the impact of overseas work experience on returnee entrepreneurs’ venture capital funding in the Chinese market remains understudied. This paper aims to explore the impact of returnee entrepreneurs’ overseas experiences on their opportunities of venture capital funding in China to help better understand the potential benefits that overseas work experiences bring to emerging markets. Design/methodology/approach The authors have conducted a two-year inductive field study to explore the impact of overseas experiences on Chinese returnee entrepreneurs’ funding in the Chinese market with in-depth interviews with returnee capital seekers (or the venture founders) and capital providers. Findings The results show that returnee entrepreneurs are more likely to succeed in acquiring financial resources for their new ventures if they skillfully present their overseas work experiences and international networks to manage the impression constructed by capital providers. Originality/value This research sheds light on how returnee entrepreneurs use impression management in external resource acquisition. It is clear that overseas experience has been regarded a symbol of personal capability closely associated with advanced knowledge and valuable human and social capital in the Chinese context. Resource holders appreciate such an association. The authors suggest that returnee entrepreneurs concerned about how to effectively acquire external resources should reflect upon the ways of presenting themselves to potential investors and fostering a positive image that encourages investors to commit to their ventures.

The paradox of social capital in China: venture capitalists and entrepreneurs’ social ties and public listed firms’ technological innovation performance

Abstract: Contemporary research on entrepreneurship has showed that social capital can improve the success rate of entrepreneurial activities, but focusing too much on social capital can also divert entrepre...

Developing new capability: middle managers’ role in corporate entrepreneurship

Abstract: The purpose of this paper is to explore the role of middle managers in the corporate entrepreneurship process that drives new capability development. Middle managers are highlighted as key entrepreneurial agents because of their special position in an organization.,The paper draws on existing capability development and corporate entrepreneurship literature and develops a conceptual model and research propositions that are illustrated through three examples from a Chinese private firm.,This paper contends the dual role of middle managers, both as change implementers to follow pre-set rules of an existing corporate entrepreneurship system and as change initiators to bring new rules to improve the existing system.,The paper is conceptual in nature, advancing the understanding of middle managers’ role in corporate entrepreneurship. The paper provides directions for future empirical research.,The interactions between middle managers and other organizational agents are discussed in the propositions. This paper suggests the importance of empowering middle managers to facilitate changes in complex internal environments.,The paper provides a unique theoretical contribution by introducing the interface-based, multi-level conceptual model of corporate entrepreneurship toward new capability development.