Does pay for individual performance truly undermine employee creativity? The different moderating roles of vertical and horizontal collectivist orientations

The extant literature has generated inconclusive findings concerning the effect of pay for individual performance (PFIP) on creativity. Supplementing self-determination theory with compensation-activation theory, we theorized and tested the moderating roles of individual cultural values of vertical and horizontal collectivist orientations on the relationship between PFIP and employee creativity as mediated by intrinsic motivation. The empirical results of two field studies provided convergent support for the intrinsic motivation mechanism underlying the positive relationship between PFIP and employee creativity among individuals with high vertical (but not horizontal) collectivist orientations. These findings highlight the importance of considering individual differences in cultural values in understanding how extrinsic rewards affect creativity.     

Does organizational collectivist culture breed self-sacrificial leadership? Testing a moderated mediation model

Previous research on self-sacrificial leadership has focused primarily on its positive consequences for organizations. Research on the antecedents of self-sacrificial leadership has been scant. This study developed a theoretical model to examine whether organizational collectivist culture (OCC) promotes self-sacrificial leadership by encouraging greater perspective taking. Furthermore, the moderating role of sense of power was examined. A mixed method design was conducted to test the hypothesis, across a scenario-based experiment and a field survey. The results showed that: (1) OCC was positively associated with self-sacrificial leadership, and (2) perspective taking partially mediated this relationship; (3) sense of power negatively moderated the effect of OCC on perspective taking, such that the effect was stronger when the sense of power was weaker; and (4) the indirect effect of OCC on self-sacrificial leadership via perspective taking was moderated by sense of power. Corresponding implications and the limitations of this research were discussed.     

The Importance of Fashion: The Chinese and U.S. Gen Y Perspective

ABSTRACT

A cross-cultural study is conducted to examine the perceptions, needs, preferences, influences and fashion buying habits of Generation Y consumers in both China and the United States. Chinese consumers appear to be more fashion-conscious in that the majority of their luxury purchases are fashion products. In this increasingly globalized world, it is important for a fashion marketer to determine if one strategy can be used to reach all Generation Y consumers or if separate strategies are necessary. Specifically, this study examines fashion leadership, need for uniqueness, and attention to social comparison information to determine if there are differences between these two cohorts and how best to reach them.     

Getting to Yes in China: Exploring Personality Effects in Chinese Negotiation Styles

Researchers believe that personality affects both the negotiation process and outcomes, but have yet to provide reliable evidence. Using a culturally balanced personality scale SAPPS, we explore the impact of personality on negotiation within a collectivist context–China. Hypothesized relationships based on a buyer/seller model are supported that assertive negotiators are more likely to behave competitively, which leads to better economic outcomes, and open-minded negotiators are more likely to use an integrative approach, which leads to higher satisfaction. This result, similar to those obtained in North America, suggests a universal model of negotiation might exist. Our study also indicates, however, that personality only accounts for a small portion of variance in negotiation behaviors. More research from other perspectives is needed for further exploration.     

社会资本:融入企业经济学分析框架的思考

社会资本作为第三种资本形式要融入企业经济学的分析框架,不仅应给出它的确切含义,还应区别它与人力资本及其组织资本之间的关系,而且更为重要的是应解决它从哪里分析、在那里运行的问题。笔者认为,企业的本质是团队生产,企业的团队生产不仅放大了对物质资本的利用,形成和累积了团队成员的个人型人力资本,而且还创造出了不能分解到个人身上的团队型人力资本。组织资本与个人型人力资本相关,社会资本则与团队型人力资本相联系。它们的相互作用共同构成了企业的团队生产方式及其效率来源。     

The moderating effect of individual level collectivist values on brand loyalty

In today's dynamic business environment the success of a firm often depends on its ability to create brand loyalty. While there is a large body of research exploring brand loyalty and its antecedents, little has been done to examine how the relationship between these antecedents and brand loyalty is moderated by consumer differences in individual level collectivist values. This understanding is important however as consumers high in individual level collectivist values have been found to make different brand choices than consumers low in individual level collectivist values. We develop and test theory that suggests consumer differences in individual level collectivist values have a significant moderating effect on the relationship between perceived value, perceived quality, brand trust and brand loyalty. The results show that consumers high in individual level collectivist values are significantly more loyal to a focal brand, especially when brand trust and perceived quality are at relatively low levels.     

集体主义文化维系下的柔性组织与模糊契约--浙江民营企业发展的自组织模式揭示

浙江民营企业在自我发展的过程中，通过竞争和协同会自发形成与市场体制适应的组织形式，这种有效的市场组织形式可以明确表述为一种与集体主义文化相适应的柔性组织和模糊契约，通过对柔性组织和模糊契约问题的详细分析，可以对浙江民营企业的超强竞争力和发展壮大给一个合理的解释和演绎。