A hybridism model of differentiated human resource management effectiveness in Chinese context

This paper brings the differentiation perspective of human resource management (HRM) to China's context of economic transition, and constructs a hybridism rationale to explain the distinctive characteristics of Chinese HRM. We respectively discuss the effect mechanisms of commitment-based, control-based, collaboration-based, and contract-based HRM archetypes in China. Then, by comparing the paths of HRM evolution taken by China and the West, we explore the dynamic logics of fit between macroeconomic institutions (economic centralization or laissez-faire) and the organizational tradeoff of hybrid HRM approaches. Ideas for future research and practical implications are discussed.     

Evolution of organizational governance and human resource management in China's township and village enterprises

This study reviews the evolution of organizational governance and human resource management practices in China's non-state sector, with a focus on China's township and village enterprises (TVEs). The empirical investigation on twenty TVEs located in Southern China provided the evidence that, as enterprises move towards a more formal corporate governance structure with clearer property rights relations, their human resource management practices tend to become more marketized, in order to meet the challenge of increased competition in the highly dynamic, transitional Chinese economy.     

Strategic human resource management and MNEs' performance in China

This study tested a perspective of strategic human resource management (SHRM) and compared human resource practices among multinational enterprises (MNEs) in two industries in China. Specifically, empirical data from firms in China's soft-drinks and electronics industries were analysed. The results supported a number of basic assumptions of the SHRM model, such as those regarding the relationship among firm environments, firm strategy, firm human resource practices and firm performance.     

The human resource challenge to outward foreign direct investment aspirations from emerging economies: the case of China

The continued influx of foreign investment into China and the growing desire by indigenous Chinese companies to invest abroad have created an unprecedented demand for people who possess competencies to compete successfully in a global economy. Without this pool of human talent, China's economic growth will slow and its outward foreign direct investment aspirations will be thwarted. This paper presents two inter-related studies that can shed light on China's ability to meet this human resource challenge in the years ahead. The first study pertains to the intention of a sample of Chinese university students in Canada to return to work in China upon graduation. Most Chinese students were receptive to the idea of returning to China. The second study examines the willingness of non-Chinese university students to work for Chinese firms overseas or in China. In general, non-Chinese students were more willing to work in the North American operations of Chinese companies and less so in relocating to China. These two surveys are supplemented by in-depth interviews with Chinese who have returned to work in China and those who chose to remain overseas. The implications of these findings, both theoretical and practical, are discussed.     

The role of cultural values on a firm's strategic human resource management development: a comparative case study of Spanish firms in China

This paper attempts to better understand the role of cultural values as a human resource contributor to a firm's strategic development. Comparative case studies of two Spanish subsidiaries in China were made using on-site, in-depth qualitative research in both Spain and China. We then examine how this difference in management affects the firm's overall strategic development and, hence, its performance. The results of the study suggest that cultural values, as a human resource contributor, do indeed affect a firm's overall strategic development and, hence, the firm's resulting success or failure. Throughout the paper, the management by values (MBV) framework is used as a lens to further examine and better understand this process.     

Marketization and social protection reform: emerging HRM issues in China

This paper explores the human resource issues raised by China's current reform of its social protection regime. We examine a number of propositions at the core of the debate surrounding the relationship between globalization and social protection. It is concluded that globalization is compelling the government of China to construct a social protection system that is compatible with a market regime; many employers are evading their responsibilities and the state has been compelled to adopt countervailing regulations that can restrain this behaviour; China's decision to integrate into the world economy need not have a negative impact on the overall level of social protection available in other nations; and common social protection rules are affecting firms in highly divergent ways that reflect their ownership and industrial character and their specific labour market needs.     

How do environmental regulations influence resource misallocation in China? The role of investment flows

In recent years, the Chinese government has implemented numerous regulations to address environmental deterioration. Several studies have examined the effect of environmental regulation policies on China's economic performance. However, whether environmental regulations can alleviate China's resource misallocation problem—a critical issue in transitional economies—remains unclear. This study fills this gap in the literature by employing the difference-in-differences method to examine how environmental regulations affect resource misallocation. We found that stringent environmental regulations have reduced the extent of resource misallocation in China, with resource reallocation being the driving force behind this improvement. The emission reduction mandate reduces investment inflows and hinders firms' entry into regions with low total factor productivity, while directing the flow of resources to highly productive areas.     

改革开放以来中国出口增长推动力的阶段性演进及地区分布差异

研究目标：研究中国出口增长推动力的阶段性演进及地区分布差异。研究方法：基于中国1978~2014年的省级面板数据,采用超越对数形式的随机前沿模型进行分析。研究发现：在经济转型期,市场化改革与对外开放的发展是中国出口增长的首要推动力;在“入世”准备期,中国出口增长由制度因素、物质要素投入协同推动;在“入世”增长期,物质要素投入成为中国出口增长的首要来源;在全球引擎期,物质要素投入协同贸易潜力主导中国出口贸易的发展;地区间出口贸易差距主要源于贸易潜力、资本与制度因素的三重差异。研究创新：对改革开放以来至2008年金融危机以后中国出口增长推动力的阶段性演进进行系统研究。研究价值：针对中国贸易可持续发展面临的主要挑战,提供政策建议。     

中国工业全要素生产率与结构演变：1990~2013年

本文测算了1989~2013年工业分行业的增加值、劳动投入、资本存量,利用随机前沿分析（SFA）计算1990~2013年分行业的全要素生产率（TFP）,进而估计工业所有制结构变化对工业TFP增长的效应。本文发现,在考察期内,只有技术进步基本保持了持续增长,配置效率改善在2000年以后明显放缓;工业所有制结构变化显著提高了工业TFP增长率,但对技术进步的作用不显著;将考察期划分为两个阶段后发现,后一阶段所有制结构变化对TFP的促进作用明显小于前一阶段。工业改革的重点在于促使资源合理、自由流动,创造公平的市场环境,为工业TFP增长释放更大的空间。     

Firms' human resource in information system and sustainable performance: does their organizational identity matter?

Research suggests that firms' human resource management (HRM) in information technology (IT) may have a positive effective effect on their strategies of sustainable development. Based on the perspective of organizational identity orientation, we argue that firms' collectivistic orientation may moderate the relationship between the HRM and the implementation of the strategy. Focusing on firm performance in environmental protection, we test our predictions with empirical data from China's manufacturing industry. The results show a significant direct effect of the HRM and a significant moderating effect of identity orientation on the dependent variable, i.e. performance in sustainable development.     

Do constraints created by economic growth targets benefit sustainable development? Evidence from China

An economic growth target is a declaration by policy authorities of commitment to that target and the corresponding allocation of resources. The constraints created by economic growth target are an important economic management method in China, which has helped China's economy to achieve remarkable achievements. However, it has also brought about serious environmental problems, threatening China's sustainable development. Using the data about economic growth targets in the work reports of 30 Chinese provincial governments from 2006 to 2017, this paper constructs several spatial measurement methods, such as the spatial Durbin model, to examine the constraints created by economic growth target's impacts on air pollution. The main conclusions are as follows. First, a significant “U-shaped” relationship exists between the constraints created by economic growth targets and air pollution. Second, the spatial Durbin model analysis revealed that PM_2.5 across China's provinces display significant positive spatial spillover effects and spatial agglomeration characteristics. Third, the direct, indirect, and total effects of constraints created by economic growth targets on air pollution are all statistically significant and depict a “U shape.” Finally, the constraints created by economic growth targets have an apparent threshold effect on air pollution, and the inhibiting effects increase with human capital and industrial restructuring. However, with the increase in foreign direct investments, constraints created by economic growth targets may increase air pollution. The conclusions of this paper are of great significance for improving the management of local government economic growth targets and sustainable development.     

中国石油企业战略人力资源管理探究

中国石油企业加强战略人力资源管理对企业持续有效发展起着至关重要的作用。从战略人力资源管理的含义入手,结合石油企业当前人力资源管理现状,分析中国石油企业战略人力资源管理存在的问题,提出当前中国石油企业战略人力资源管理对策。     

The human resource barriers to managing quality in China

China has one of the fastest growing economies in the world. The challenge for the future is likely to be the extent to which Chinese operations can utilize modern management techniques to improve product and service quality. This paper explores some of the problems that were affecting the management of quality within two foreigninvested enterprises (FIEs) based in the Shenzhen region of China. The paper argues that the provision of new factories and machinery was not sufficient in itself to ensure the maintenance of quality standards. Quality management in the West has become synonymous with increased employee involvement and developing customer-orientated cultures (Rees, 1998). The success or otherwise of quality management initiatives therefore depends upon the co-operation and enthusiasm of employees (Wilkinson et al ., 1998; Oliver and Wilkinson, 1992). Quality management within the case companies was hampered by the prevailing work ethic and was hindered by inadequate human resource and management systems. The study highlighted poor standards of training, dissatisfaction over levels of remuneration, and poor communication within the case companies. The paper argues that the problems experienced by the companies were inextricably linked to aspects of China's historical development. This history has helped to engender employee attitudes and behaviours that are poorly understood. Models of quality management are needed which are sensitive to the Chinese operating context.     

新形势下国有煤矿人力资源管理工作任务研究

我国经济已经逐渐的融入到国际社会之中,国有煤矿企业的人力资源管理工作也开始进行相应的变革,也取得了一些成就,但是由于各种主观因素的影响,还有一些问题没有解决。煤矿企业想要适应社会的发展,除了要发展新型技术以外,还需要改变传统的用人模式,引入新型人力资源管理模式,通过对人力资源与其他资源的合理配置,充分的激发出员工工作的积极性与主动性。本文主要从退休管理与劳务派遣两个方面分析我国国有煤矿企业人力资源管理现状与新时期的管理任务。     

中国农村金融成熟度的测量与实证研究

借鉴CMM模型,以1978—2013年的中国农村金融运行数据为研究对象,构建农村金融成熟度模型,用于测量和分析改革开放以来中国农村金融发展轨迹,研究结果表明：我国农村金融成熟度总体保持上升趋势,且在2007年以后出现加速上升趋势,但也存在波动;规模、结构以及效率指标对我国农村金融成熟度的贡献差异较大,其中规模维度占据主导作用,凸显了我国农村金融在发展过程中忽视了各层面协调发展的特征。     

Tripartite consultation: an emergent form of governance shaping employment relations in China

This article examines China's approach to industrial consultation by examining six tripartite bodies at the national, provincial and county levels. It argues that the institutionalisation of tripartitism is consistent with China's overall approach to market reform being characterised by experimentalism, gradualism, dynamism and a gradual softening of party domination. Despite limitations, it is accepted that China is building a transition tripartite system that is bolstering the autonomy and representational capacity of the social partners.     

“一带一路”沿线国家与中国的贸易发展状况研究

研究目标：探索构建灯光数据对贸易研究的可行性。研究方法：运用1995~2012年“一带一路”沿线国家的面板数据，采用普通最小二乘法、泊松伪最大似然估计方法及工具变量法，以灯光数据作为GDP的替代量，通过传统引力模型搭建桥梁。研究发现：地理距离、边界及区域协定对中国与“一带一路”沿线国家之间贸易的显著影响表明灯光数据对贸易研究的有效性；同时，对1996~2012年贸易趋势的预测与实际贸易的对比结果显示，以灯光数据预测的“一带一路”贸易趋势与实际贸易基本吻合。研究创新：首次将夜间灯光数据应用于引力模型研究，对中国与“一带一路”沿线国家的贸易发展状况进行分析。研究价值：开拓夜间灯光数据研究贸易的先河，并结合引力模型的最新发展及微观基础思考拓展性的相关研究。     

Do China's anti-corruption efforts improve corporate productivity? A difference-in-difference exploration of Chinese listed enterprises

Corruption affects corporate investment and diverts resources away from growth-improving factors, including R&D activities and human capital, thereby lowering productivity. Using a time-varying difference-in-differences approach, we identified the causal effect of China's anti-corruption campaign on corporate productivity during 2011–2021. The findings uncovered that China's anti-corruption campaign increased corporate productivity by approximately 18.43%. Results from heterogeneity analysis showed that the promoting effect was particularly significant in non-state-owned firms, firms without political ties, and firms in areas with weak legal systems. Additional mechanism analysis revealed that firm productivity could be significantly boosted by improving resource allocation efficiency and advancing technological innovation.     

Organizational differences in managerial compensation and benefits in Chinese firms

More than two decades of economic reforms have brought profound changes in human resource management practices in both the state and non-state sectors in China. This study focuses on the impact of organizational factors on compensation and benefits for Chinese managers in state-owned enterprises (SOEs), publicly listed firms (PLFs), and foreign-invested enterprises (FIEs). The empirical investigation of 465 firms located in three major Chinese cities, Shanghai, Nanjing and Guangzhou, provides evidence that organizational factors, such as ownership, firm size, firm age, location and industrial sector, have significant impacts on the variances in Chinese managers' compensation levels, compensation structures and benefits. The trends in the development of compensation and benefits for Chinese managers are also discussed as the Chinese economy moves closer to a more globalized, highly dynamic economy after China's accession to the World Trade Organization in 2001.     

文化学视角下旅行社人力资源管理探析

旅行社企业要想在激烈的市场竞争中持续健康发展,必须重视企业内部的人力资源管理,并且制定科学合理的人力资源管理策略。本文从文化学的角度出发,对旅行社人力资源管理进行探讨,以期能对我国旅行社人力资源管理的理论研究和实际操作有所裨益。