79 results on '"Ma, Shaozhuang"'
Search Results
2. Emotional Labor and Emotional Intelligence on Job Performance: Comparison of Public and Private Organizations in China
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Ma, Shaozhuang, Silva, Maria Gabriela, Trigo, Virginia, Callan, Victor J., and Farazmand, Ali, editor
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- 2022
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3. Pragmatism Matters in Chinese Public Hospital Management and Doctor-Patient Relationship
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Ma, Shaozhuang, Xu, Xuehu, Trigo, Virgínia, Ramalho, Nelson J. C., and Farazmand, Ali, editor
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- 2022
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4. The roles of stress mindset and personality in the impact of life stress on emotional well‐being in the context of Covid‐19 confinement: A diary study.
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Zeng, Weilong, Ma, Shaozhuang, Xu, Yiqing, and Wang, Rui
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PERSONALITY , *PSYCHOLOGICAL stress , *PSYCHOLOGICAL distress , *EMOTIONS , *NEUROTICISM , *EXTRAVERSION , *FIVE-factor model of personality - Abstract
Previous studies indicate that COVID‐19 confinement has led to an increase in psychological distress and a decrease in overall well‐being. This longitudinal study aims to investigate how stress mindset and personality traits moderate the impact of life stress on the development of emotional well‐being during the COVID‐19 pandemic confinement. Our study collected daily life stress and emotions data from 134 participants over 14 consecutive days using the diary method. We used hierarchical linear modeling (HLM) to analyze the data, examining within‐person and between‐person effects. Life stress predicted moderate increases in positive emotions and strong increases in negative emotions over time. A stress‐is‐enhancing stress mindset was associated with greater positive emotions at baseline and mitigated the link between life stress and negative emotions. Among the Big Five personality traits, extraversion, openness, agreeableness, and conscientiousness were associated with higher baseline levels of positive emotions. Agreeableness and conscientiousness mitigated the link between life stress and negative emotions. Neuroticism was associated with higher baseline levels of negative emotions and moderately mitigated the link between life stress and positive emotions. The interaction between neuroticism and stress‐is‐enhancing mindset predicted greater negative emotions and mitigated the link between life stress and positive emotions. In contrast, the interaction between stress‐is‐enhancing mindset and the other four personality traits mitigated the positive link between life stress and negative emotions. Overall, these findings suggest that life stress from confinement leads to a decrease in daily emotional well‐being as the confinement prolongs. Personality traits—agreeableness, conscientiousness, and a stress‐is‐enhancing stress mindset—act as protective roles in mitigating life stress' effect on reduced emotional well‐being over time. The findings advance our knowledge in understanding the roles of personality traits and stress‐is‐enhancing mindset in explaining the heterogeneity in the impact of life stress on emotional well‐being. [ABSTRACT FROM AUTHOR]
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- 2024
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5. Pragmatism Matters in Chinese Public Hospital Management and Doctor-Patient Relationship
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Ma, Shaozhuang, primary, Xu, Xuehu, additional, Trigo, Virgínia, additional, and Ramalho, Nelson J. C., additional
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- 2019
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6. Emotional Labor and Emotional Intelligence on Job Performance: Comparison of Public and Private Organizations in China
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Ma, Shaozhuang, primary, Silva, Maria Gabriela, additional, Trigo, Virginia, additional, and Callan, Victor J., additional
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- 2019
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7. Towards an Analytical Framework for Understanding the Development of a Quality Assurance System in an International Joint Programme
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Zheng, Gaoming, Cai, Yuzhuo, and Ma, Shaozhuang
- Abstract
This paper intends to construct an analytical framework for understanding quality assurance in international joint programmes and to test it in a case analysis of a European--Chinese joint doctoral degree programme. The development of a quality assurance system for an international joint programme is understood as an institutionalization process of an organizational innovation, and the institutionalization process is also interpreted as a process of reconciling different institutional logics in the institutional changes. Based on these understandings, in the paper we construct an analytical framework by combining insights on conceptions of quality, the institutional logics perspective, and organizational innovation studies. The framework constructed aims mainly to tackle two issues: first, changes in multiple institutional logics underlying the quality assurance system, and second, factors facilitating/impeding the logics changes in the institutionalization process. In the empirical analysis, we take an international joint doctoral programme between a Chinese university and a Portuguese university as an example to analyse the initiation and implementation of a quality assurance system in the programme. While developing a system accommodating the traditions and needs of both sides is not an easy task, we found that several factors, namely profitability, compatibility and the agency of institutional entrepreneurs, may facilitate the process.
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- 2017
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8. Doctor-patient relationships (DPR) in China : Managers and clinicians’ twofold pathways from commitment HR practices
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Ma, Shaozhuang, Xu, Xuehu, Trigo, Virginia, and Ramalho, Nelson J.C.
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- 2017
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9. How Involvement in COVID-19-Related Work Changed Nurses' Job Demands, Job Resources, and Their Associations with Burnout: Evidence from China 1
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Wang, Xiaohui, primary, Ma, Shaozhuang, additional, and Liao, Wenyu, additional
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- 2023
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10. Group citizenship behaviour in healthcare organization, doctor‐patient relationship, work engagement and turnover intention: A moderated mediation model
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Zeng, Weilong, primary, Ma, Shaozhuang, additional, Wu, Linghong, additional, Wang, Canghong, additional, Huang, Yujie, additional, and Li, Bing, additional
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- 2023
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11. Internationalization of China's MBA Education: Failing to Walk the Talk?
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Ma, Shaozhuang and Trigo, Virginia
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This article presents an overview of the internationalization of MBA education in Mainland China, exposes the main challenges this education is facing and proposes strategies to overcome them. Results reveal two main findings: 1) Chinese MBA educators show a growing interest and awareness in the internationalization of their MBA education, but there is a large dispersion of the internationalization stages of the different business schools; 2) for the majority of the business schools examined, although their mission statements show a considerable awareness and interest in international MBA education, these have not been translated into specific actions well. Our study offers not only a reflection on the current situation but also a platform for other studies to follow. (Contains 1 figure, 5 tables and 1 footnote.)
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- 2011
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12. Emotional well-being in COVID-19 mass quarantine: the role of personal response and life activity: a 14-day diary study in China.
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Ma, Shaozhuang, Zeng, Weilong, Borges, Andreia, Xu, Yiqing, and Zhang, Jinrui
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WELL-being , *COVID-19 , *SOCIAL support , *ACTIVITIES of daily living , *HYGIENE , *HEALTH behavior , *MENTAL depression , *STAY-at-home orders , *EMOTIONS , *FAMILY relations , *POLICY sciences , *PSYCHOLOGICAL stress - Abstract
This study aims to explore quarantined individuals' emotional well-being over time and how personal response and life activity predict emotional well-being and its change. Daily data were collected from 134 participants with 71 having 14 consecutive days' data. Hierarchical linear modeling (HLM) and General Linear Model (GLM) were used to examine the primary tests. Overall, positive and negative emotions declined significantly during the surveyed period. Meanwhile, differences were observed in the level of positive, depressed, and negative emotions and/or patterns of change among different population categories. The personal response of worrying about work and life was positively related to depressed and negative emotions at baseline, but was negatively related to the development of both depressed and negative emotions over time. Among life activities, family stressor was a significant predictor for both depressed and negative emotions while social support predicted positive emotions. Moreover, health & hygiene activity was positively related to positive emotions at baseline. The results provide scientific evidence for public health policymakers on quarantine policies and inform the general public about quarantine life. They highlight the importance of addressing the needs of vulnerable groups (parents with young children, divorcees, clinicians) during the pandemic, and demonstrate the benefits of promoting healthcare and hygiene activity, having a sense of worry and access to social support. [ABSTRACT FROM AUTHOR]
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- 2022
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13. Exploring the doctor-patient relationship as a challenge job demand: application of the job demands–resources model in a Chinese public hospital.
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Zeng, Weilong, Ma, Shaozhuang, Callan, Victor J., and Wu, Linghong
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PSYCHOLOGICAL burnout , *HEALTH facilities , *PHYSICIAN-patient relations , *MATHEMATICAL models , *MOTIVATION (Psychology) , *MEDICAL personnel , *ACQUISITION of data , *PUBLIC hospitals , *THEORY , *JOB satisfaction - Abstract
In the increasingly commercialized healthcare environment in China, doctor-patient relationship (DPR) is a job demand for doctors that is linked to various motivational outcomes. Drawing on the Job Demands–Resources (JD-R) model, and the conservation of resources theory, we develop a preliminary conceptual model that links Leader Member Exchange (LMX) as a job resource, and DPR as a challenge job demand, to the levels of work engagement and turnover intentions of doctors working in this healthcare environment. Using two-wave data collected from 381 doctors in a public hospital, we found support for the hypothesized model. Results of a series of SEM analyses revealed that LMX was positively related to DPR and work engagement, while DPR partially mediates the path from LMX to work engagement. In addition, LMX is negatively related to turnover intentions through DPR and subsequently work engagement. Theoretically, this study contributes to the development of the JD-R model by investigating the concept of challenge job demand, and its role in the motivational process, with new evidence from healthcare occupations in China. Practically, this study contributes to the limited number of studies on managing the changing nature of the DPR in China, and in seeking potential solutions based on established organizational constructs. [ABSTRACT FROM AUTHOR]
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- 2022
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14. Relationship between workplace ostracism and turnover intention among nurses: the sequential mediating effects of emotional labor and nurse-patient relationship.
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Gou, Li, Ma, Shaozhuang, Wang, Guofeng, Wen, Xianxiu, and Zhang, Yuxia
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WORK environment , *STRUCTURAL equation modeling , *TERTIARY care , *PSYCHOLOGY of nurses , *SOCIAL isolation , *LABOR turnover , *NURSE-patient relationships , *SURVEYS , *PUBLIC hospitals , *FACTOR analysis , *QUESTIONNAIRES , *HYPOTHESIS , *DESCRIPTIVE statistics , *INTENTION , *STATISTICAL sampling , *STATISTICAL correlation - Abstract
This study aimed to elaborate on the mechanism by which workplace ostracism influences turnover intention through exploring the sequential mediation effects of emotional labour and nurse-patient relationship. Using a sample of 379 nurses collected from a time-lag survey in a tertiary public hospital in China, we applied structural equation modelling techniques to test our hypothesized model. Our findings revealed that workplace ostracism positively influenced surface acting and deep acting. Workplace ostracism influenced turnover intention through the sequential mediation of surface acting and nurse-patient relationship. The findings of this study imply that nurses should receive education and training in emotional management skills to deal with workplace ostracism. Besides, fostering positive nurse-patient relationships may help reduce nurses' turnover intention. [ABSTRACT FROM AUTHOR]
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- 2022
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15. Emotional well-being in COVID-19 mass quarantine: the role of personal response and life activity: a 14-day diary study in China
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Ma, Shaozhuang, primary, Zeng, Weilong, additional, Borges, Andreia, additional, Xu, Yiqing, additional, and Zhang, Jinrui, additional
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- 2021
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16. Exploring the doctor-patient relationship as a challenge job demand: application of the job demands–resources model in a Chinese public hospital
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Zeng, Weilong, primary, Ma, Shaozhuang, additional, Callan, Victor J., additional, and Wu, Linghong, additional
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- 2021
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17. Relationship between workplace ostracism and turnover intention among nurses: the sequential mediating effects of emotional labor and nurse-patient relationship
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Gou, Li, primary, Ma, Shaozhuang, additional, Wang, Guofeng, additional, Wen, Xianxiu, additional, and Zhang, Yuxia, additional
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- 2021
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18. Impact of bullying on occupational commitment in young nursing professionals: the mediating role of emotional labour and emotional exhaustion
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Ma, Shaozhuang, primary, Xie, Wenfei, additional, and Ramalho, Nelson J.C., additional
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- 2021
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19. Managing Doctor-Patient Relationships and Turnover Intention in Chinese Hospitals with Commitment HRM: The Moderating Role of Pragmatism
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Ma, Shaozhuang, primary, Xu, Xuehu, additional, Trigo, Virgínia, additional, and Ramalho, Nelson J. C., additional
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- 2019
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20. The Influence of Emotional Labor and Emotional Intelligence on Job Performance: Does Ownership Type Matter? A Comparison of Public and Private Organizations in China
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Ma, Shaozhuang, primary, Silva, Maria Gabriela, additional, Trigo, Virginia, additional, and Callan, Victor J., additional
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- 2019
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21. Managing Doctor-Patient Relationships and Turnover Intention in Chinese Hospitals with Commitment HRM: The Moderating Role of Pragmatism.
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Ma, Shaozhuang, Xu, Xuehu, Trigo, Virgínia, and Ramalho, Nelson J. C.
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PHYSICIAN-patient relations ,CHINESE people ,PRAGMATISM ,INTENTION ,CULTURAL values ,PUBLIC hospitals ,HUMAN resources departments - Abstract
A deteriorating doctor-patient relationship (DPR) and an increasing turnover of doctors are two challenges faced by Chinese public hospitals. The literature suggests that commitment human resource (HR) practices may translate into better DPR and lower turnover intention. Given that pragmatism is an important cultural value in Chinese society, this study aims to understand the extent to which pragmatism may affect the relationships among commitment HRM, DPR, and turnover intentions of doctors in China. A moderated SEM analysis with 508 samples shows that commitment HR practices are effective in improving DPR for all doctors surveyed, but its effect on turnover intention depends upon the pragmatism-level of the respondents. Specifically, pragmatism has a significant moderation effect in the paths established from commitment HR practices to DPR and turnover intention in such a way that, in the low-pragmatism sample, commitment HR practices are associated with better DPR, while DPR is associated negatively with lower turnover intention. [ABSTRACT FROM AUTHOR]
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- 2021
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22. The Influence of Emotional Labor and Emotional Intelligence on Job Performance: Does Ownership Type Matter? A Comparison of Public and Private Organizations in China.
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Ma, Shaozhuang, Silva, Maria Gabriela, Trigo, Virginia, and Callan, Victor J.
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JOB performance ,EMOTIONAL labor ,EMOTIONAL intelligence ,PUBLIC sector - Abstract
Given the limited knowledge about the effect of contextual factors of organizational ownership types on emotional labor, this research addresses two main questions: (1) whether emotional labor varies among organizations with different ownership types; and (2) whether emotional labor and emotional intelligence relate to job performance in different ways in public and private organizations. This paper examines the research questions with 306 self-report questionnaires from the public sector, domestic privately-owned enterprises and foreign-invested firms in China. Significant differences were found in the emotional labor reported in public and private organizations. Overall, emotional labor was found to have a significant effect on in-role performance, and emotional intelligence moderated the link between emotional labor and job performance in public organizations, but not in private organizations. [ABSTRACT FROM AUTHOR]
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- 2020
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23. Towards an analytical framework for understanding the development of a quality assurance system in an international joint programme
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Zheng, Gaoming, primary, Cai, Yuzhuo, additional, and Ma, Shaozhuang, additional
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- 2017
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24. Human Resource Index--Modified
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Ma, Shaozhuang, primary, Silva, M. Gabriela, additional, Callan, Victor J., additional, and Trigo, Virginia, additional
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- 2016
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25. Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China
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Ma, Shaozhuang, primary, Silva, M. Gabriela, additional, Callan, Victor J., additional, and Trigo, Virginia, additional
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- 2015
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26. Do job Positions Matter in Emotional Labor and in its Relationship With job Performance?
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Ma, Shaozhuang, Silva, Gabriela, Trigo, Virginia, and Callan, Victor
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EMOTIONAL labor ,JOB performance ,SERVICE industries workers ,EMOTIONAL intelligence ,CORPORATE culture - Abstract
A central focus of emotional labor research is on the frontline service workers and empirical research on managers has so far been rare (Humphrey 2012). Moreover, only limited research has examined the impact of emotional labor on job performance (Duke et al. 2009) and such paucity is aggravated if we consider samples from China. Considering these gaps in the literature, this study has three research questions. First, do employees at different hierarchical positions report different levels of emotional intelligence or does emotional intelligence increase as the job position increases? Second, do employees at different hierarchical positions report different levels of emotional labour or does emotional labour increase as the job position increases? Third, do levels of emotional labour predict levels of job performance across different positions in organizations? We address the research questions with a sample of 245 managerial professionals from business organizations in mainland China. Significant differences were found on emotional intelligence between those in senior positions (i.e., director or above) and ordinary employees. In addition, the results show that among ordinary employees, emotional intelligence and emotional labor are important predictors of job performance. Moreover, emotional labor has a moderating effect in the association between emotional intelligence and job performance, such that high levels of emotional intelligence were more likely to be associated with high levels of job performance when the demand of emotional labor increased. The relationship does not hold true for the managerial positions in our sample. This study suggests that the interaction effect between emotional intelligence and emotional labor does not hold equally true for employees in different positions. [ABSTRACT FROM AUTHOR]
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- 2015
27. Control and commitment HR practices, job satisfaction and turnover intentions: a comparison between local and multinational firms in China.
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Ma, Shaozhuang, Silva, M. Gabriela, Callan, Victor J., and Trigo, Virginia
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PERSONNEL management ,JOB satisfaction ,WAGES ,LABOR supply ,CAREER development ,MANAGEMENT - Abstract
There is a growing body of literature and debate around control versus commitment human resource management (HRM) systems and their impacts on employees. However, the impacts of these constructs have not been widely examined in more emerging economies. Taking a specific sample of educated professionals working for multinational and local firms in China, this study investigated employee perceptions of control and commitment HR practices, job satisfaction and turnover intentions. A total of 311 respondents completed a structured survey questionnaire. Results revealed that those working for multinational firms reported more positive perceptions of their employers' control and commitment HR practices. In multinational firms, the use of commitment HR practices predicted lower intentions to leave. However, in domestic firms a lack of control HR practices predicted higher turnover intentions. Theoretically, the study adds to discussions about the nature and roles of these constructs, their impacts on HR outcomes and how institutional mechanisms might shape the degree of HRM homogeneity and hybridity across organizations in China. Practically, the study provides guidance to international and local firms on how to improve their HRM effectiveness to achieve a higher retention of their most talented professionals. [ABSTRACT FROM AUTHOR]
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- 2016
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28. The ‘country-of-origin effect’ in employee turnover intention: evidence from China
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Ma, Shaozhuang, primary and Trigo, Virginia, additional
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- 2012
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29. Internationalization of China's MBA Education: Failing to Walk the Talk?
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Ma, Shaozhuang, primary and Trigo, Virginia, additional
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- 2011
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30. Winning the War for Managerial Talent in China: An Empirical Study
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Ma, Shaozhuang, primary and Trigo, Virginia, additional
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- 2008
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31. Dentists’ work stress and doctor-patient relationship: A moderated mediation model of emotional labour, emotional intelligence and empathy
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Wen Ping and Ma Shaozhuang
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Work stress ,M12 ,Inteligência emocional ,Dentists ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,M54 ,Trabalho emocional -- Emotional work ,Relação médico-paciente na China ,Stresse no trabalho ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Empatia ,Emotional intelligence ,Dentistas ,Doctor-patient relationship in China ,Empathy - Abstract
Dentist is a profession characterised by much work stress and emotional labour, and Chinese dentists are faced with medical disputes and deteriorating doctor-patient relationships (DPRs). Guided by Job Demands-Resources (JD-R) Model and Conservation of Resources (COR) Theory, this study aims to analyse the impact of work stress on DPR among dentists and the roles of emotional labour, emotional intelligence and empathy in the effect of work stress on DPR. Using a sample of 239 collected with self-reported questionnaire survey from dentists in seven hospitals in Shenzhen, China, the hypothesised model is tested with the method of PROCESS macro. The study reveals the following results: 1) surface acting and deep acting fully mediate the relationship between work stress and DPR; 2) emotional intelligence attenuates the relationship between work stress and surface acting such that work stress is less positively related to surface acting among dentists with high emotional intelligence than those with low emotional intelligence; 3) empathy attenuates the relationship between surface acting/deep acting and DPR such that the effect of surface acting/deep acting on DPR decreases as empathy increases within a certain range; 4) surface acting fully mediates the relationships between each of the four aspects of work stress (work, patient, competency and colleague) and DPR, and this mediating effect is moderated by empathy; deep acting only fully mediates the relationship between patients-related work stress and DPR, and such mediating effect is moderated by emotional intelligence and empathy. Ser dentista é uma profissão caracterizada por muito estresse no trabalho e trabalho emocional, os dentistas chineses também enfrentam disputas médicas e deterioração das relações médico-paciente (DPR). Guiado pelo Modelo de Exigências-Recursos do Trabalho (JD-R) e pela Teoria da Conservação de Recursos (COR), este estudo tem como objetivo analisar o impacto do estresse no trabalho nas DPR entre dentistas e o papel que o trabalho emocional emocional (atuação superficial, e profunda), a inteligência emocional e a empatia desempenham no efeito que o estresse no trabalho tem na deterioração das DPR. Utilizando uma amostra de 239 questionários respondidos por dentistas em sete hospitais em Shenzhen, China, o modelo hipotético foi testado através da macro PROCESS. O estudo revelou que: 1) a atuação superficial e profunda medeiam totalmente a relação entre o estresse no trabalho e a DPR; 2) a inteligência emocional atenua a relação entre o estresse no trabalho e a atuação superficial, de modo que o estresse no trabalho está menos positivamente relacionado com a atuação superficial entre dentistas com alta inteligência emocional; 3) a empatia atenua a relação entre a atuação/profunda e a DPR, de modo que o efeito da atuação superficial/ação profunda na DPR diminui à medida que a empatia aumenta dentro de uma certa faixa; 4) a atuação superficial medeia totalmente a relação entre os quatro aspetos do estresse de trabalho (trabalho, paciente, competência e colegas) e a DPR, sendo esse efeito mediador moderado pela empatia; a atuação profunda apenas medeia totalmente a relação entre estresse de trabalho do paciente e a relação médico-paciente sendo este efeito indireto moderado pela inteligência emocional e pela empatia.
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- 2022
32. The roles of emotional labour and empathy in the relationship between doctorpatient mistrust and burnout
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Du Zhenguang and Ma Shaozhuang
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Empatia ,I Health, education, and welfare ,Doctor-patient mistrust ,Síndrome de burnout -- Burnout syndrome ,Desconfiança médico-paciente ,Gestão de recursos humanos ,I12 ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Human resource management ,Trabalho emocional -- Emotional work ,Empathy ,M15 ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] - Abstract
The doctor-patient mistrust and a high level of burnout among doctors in China have affected the quality of healthcare services and are prone to resulting in an increased turnover rate among doctors. This study aims to explore the relationships among doctor-patient mistrust, emotional labour strategies, empathy and burnout and to test the mediating role of emotional labour strategies and the moderating role of empathy. A self-reported online survey was carried out among doctors in a Grade A tertiary hospital in China from August 9 to 21, 2021, and 339 valid questionnaires were recovered. Hierarchical multiple regression and structural equation modelling were used to analyse and test the hypothesized model. The study revealed the following results: 1) doctor-patient mistrust is positively related to surface acting while negatively related to deep acting; 2) both doctor-patient mistrust and surface acting are positively related to burnout, while deep acting is not significantly related to burnout; 3) surface acting mediates the relationship between doctor-patient mistrust and burnout, whereas deep acting does not mediate the said relationship; 4) empathy positively moderates the relationship between doctor-patient mistrust and burnout. The above results suggest that doctor-patient mistrust may cause doctors to adopt surface acting strategy and reduce the performance of deep acting. This will increase the likelihood of burnout among doctors. Besides, when doctors are at a high level of empathy, their perceived mistrust from patients will increase their burnout. A falta de confiança entre pacientes e médicos junto com um alto nível de burnout nos médicos na China são fatores que afetam a qualidade dos serviços de saúde e que aumenta a rotatividade externa entre a classe médica. Este estudo visa explorar as relações entre desconfiança médico-paciente e o burnout, testando o papel mediador do trabalho emocional (atuação superficial e profunda) e o papel moderador da empatia. Um questionário online foi respondido por médicos a trabalhar hospital central de grau A na China entre 9 a 21 de agosto de 2021, tendo sido recolhidos 339 questionários válidos. O modelo hipotetizado foi testado com regressões hierárquicas múltiplas e modelos de equações estruturais. O estudo obteve os seguintes resultados: 1) a desconfiança médico-paciente está positivamente relacionada com a atuação superficial, mas negativamente com a atuação profunda; 2) quer a desconfiança médico-paciente quer a atuação superficial estão positivamente relacionadas com o burnout, enquanto a atuação profunda não está significativamente relacionada com o burnout; 3) a atuação superficial medeia a relação entre desconfiança médico-paciente e burnout, enquanto a atuação profunda não medeia essa relação; 4) a empatia atenua a relação entre desconfiança médico-paciente e o burnout. Os resultados sugerem que a desconfiança médico-paciente pode levar os médicos a adotarem a atuação superficial reduzindo a atuação profunda. Isso aumentará a probabilidade de burnout entre os médicos. Além disso, quando os médicos detêm um nível alto de empatia, a desconfiança dos pacientes aumentará o seu burnout.
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- 2022
33. Understanding college graduates' employability and its impact on employment and career outcomes: An empirical study to validate the Chinese Graduate Employability Scale (CGES)
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Yu Dan, Ma Shaozhuang, and Du Yifei
- Subjects
M12 ,Inteligência emocional ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Empregabilidade ,M10 ,Career adaptability ,Congruência pessoa-organização ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Person-Organisation Fit ,Emotional intelligence ,Escala Chinesa de Empregabilidade de Graduados (CGES) ,Employability ,Adaptabilidade da carreira ,Chinese Graduate Employability Scale (CGES) - Abstract
The employment difficulty of college graduates has been an issue of concern for Chinese universities and society for years, and a reliable measurement instrument for the concept of employability is needed. A longitudinal study was conducted to test the reliability and validity of the Chinese Graduate Employability Scale (CGES) and to examine the influence of college graduate employability on their post-graduation career development. Specifically, this study collected data in two time points respectively in 2019 (T1) and 2021 (T2) and tracked the sampled 2019 graduates’ employment outcomes and post-graduation career development. Exploratory factor analysis and confirmatory factor analysis were conducted on a sample (n=2,724) of 2019 fresh graduates from 17 universities across China to validate CGES and its three dimensions: “job-hunting skills””, “self-marketing skills” and “social skills”. The scale has high and stable convergent and discriminant validity and internal consistency reliability. Regression analysis shows that college students’ employability is positively associated with their satisfaction with employment outcomes upon graduation, and employability is positively related to their emotional intelligence. A longitudinal study (n=268) two years later (2021) shows that college students’ employability is positively related to their person-organization fit and career adaptability after graduation. These results demonstrate the criterion validity of the scale. Overall, the studies suggest that CGES is a reliable and valid measurement instrument for the scientific research of college graduate employability in China. As dificuldades que os licenciados têm tido em entrar no mercado de trabalho tem sido uma preocupação para as universidades chinesas e a sociedade em geral, sendo necessário o desenvolvimento de um instrumento de medida fiável para o conceito de empregabilidade. Foi realizado um estudo longitudinal para testar a fiabilidade e a validade da Escala Chinesa de Empregabilidade de Graduados (Chinese Graduate Employability Scale - CGES) e para analisar a influência da empregabilidade dos graduados no desenvolvimento da carreira após a licenciatura. Mais especificamente, neste estudo foram recolhidos dados em dois momentos de tempo, 2019 (T1) e 2021 (T2) e acompanhado o desempenho em termos de emprego dos graduados que integram a amostra em 2019 e o desenvolvimento da sua carreira após a licenciatura. A análises fatorial exploratória e a análise fatorial confirmatória foram aplicadas a uma amostra (n=2,724) de recém-licenciados em 2019, provenientes de 17 universidades da China, para validar a escala CGES e as suas três dimensões: “competências na procura de emprego”, “competências de marketing pessoal” e “competências sociais”. A escala revelou possuir validade convergente e discriminante, e fiabilidade aferida pela consistência interna. A análise de regressão mostra que a empregabilidade está associada de forma positiva com a satisfação com o emprego após a conclusão da licenciatura e com a inteligência emocional. O estudo longitudinal (n=268) dois anos mais tarde (2021) mostra que a empregabilidade é positivamente relacionada com a congruência pessoa-organização e com a adaptabilidade da carreira após a licenciatura. Estes resultados demonstram a validade de critério da escala. Em termos gerais, os estudos sugerem que a CGES é um instrumento de medida fiável e válido para a investigação científica sobre a empregabilidade de licenciados na China.
- Published
- 2022
34. The influence of millennials' work values on their turnover intention: The role of occupational well-being and organizational Identification: Evidence from Chinese manufacturing industry
- Author
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Peng Yong, Ma Shaozhuang, and Wu Jihong
- Subjects
Turnover intention ,M12 ,Work values ,Occupational well-being ,Intenção de saída ,M10 ,Identificação organizacional ,Organizational identification ,Bem-estar ocupacional ,Trabalhadores millenials na indústria ,Valores de trabalho ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Millennial employees in the manufacturing industry - Abstract
As China’s post-80s and post-90s become the backbone of the manufacturing industry, their pursuit of self-worth, a comfortable working environment, work-life balance and the pleasure of enjoying life presents huge challenges for the Chinese manufacturing industry which is characterized with low cost (low pay), overwork and hostile working environment. The inconsistency between employees’ work values and manufacturing enterprises lead to the high turnover rate of millennials. In this context, this study draws on previous research results to construct a model on the relationship between work values and turnover intention of millennial employees in the manufacturing industry, aiming to understand how the work values of millennial employees affect their turnover intention. Two independent studies were conducted to test the hypothesized model. The first study used a sample of 635 millennial employees in the manufacturing industry through a self-reported survey. Structural equation modelling revealed the following results. Firstly, work values negatively influence turnover intention by positively influencing occupational well-being. Further, work values-turnover intention relationship is sequentially mediated by occupational well-being and organizational identification. Lastly, occupational well being fully mediates the relationship between work values and organizational identification. The second study (n=225) using the same measurements and research methods produced similar results, which further validated the research model. This study provides managerial implications and work suggestions for managers and millennial employees in the manufacturing industry and enriches the international literature on millennial study. À medida que as gerações dos anos 80 e 90 na China se tornam a espinha dorsal da indústria produtiva, a procura pela autoestima, conforto no ambiente de trabalho, equilíbrio trabalho-vida e o desfrutar dos prazeres da vida representam enormes desafios para a indústria chinesa que é caracterizada pelo baixo custo (baixa remuneração), excesso de trabalho e ambiente de trabalho hostil. A inconsistência entre os valores de trabalho dos trabalhadores e as empresas industriais leva à uma alta taxa de rotatividade externa entre os trabalhadores da geração millennial. Nesse contexto, este estudo baseia-se em resultados de pesquisas anteriores para construir um modelo explicativo da intenção de saída com base nos valores de trabalho dos millenials a trabalhar na indústria. Dois estudos independentes foram realizados para testar o modelo hipotetizado. O primeiro estudo utilizou uma amostra de 635 trabalhadores da geração millennial na indústria de manufatura com base num inquérito por questionário de auto-reporte. O modelo de equações estruturais revelou os seguintes resultados. Em primeiro lugar, os valores de trabalho influenciam negativamente a intenção de saída devido à sua influência positiva no bem-estar ocupacional. Para além disso, a relação entre a intenção de saída e os valores de trabalho é sequencialmente mediada pelo bem-estar ocupacional e a identificação com a organização. Por fim, o bem-estar ocupacional medeia totalmente a relação entre os valores do trabalho e a identificação com a organização. O segundo estudo (n=225) usando as mesmas medidas e métodos de pesquisa produziu resultados semelhantes, oferecendo mais poder explicativo ao modelo de pesquisa. Este estudo tem implicações para a gestão e oferece sugestões de trabalho para chefias e trabalhadores da geração millennial na indústria e enriquece a literatura internacional sobre o estudo da geração millennial.
- Published
- 2022
35. Impact of non-public enterprise CPC party building on enterprise performances: stakeholder theory and social capital theory perspectives
- Author
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Fang Kaiyan, Ma Shaozhuang, and Li Yao
- Subjects
Party building in non-public enterprises ,Social capital ,Ação partidária em empresas não-públicas ,Comportamentos de cidadania organizacional ,Enterprise performance ,Organisational citizenship behavior ,Communist Party of China ,Desempenho de empresas ,Partido Comunista da China ,Capital social -- Share capital - Abstract
Despite a growing presence of Communist Party of China in non-public enterprises in China, there is limited empirical research on the impact of Party building on performance of non-public enterprises. In addition, it is not clear on the mechanism and path analysis of how Party building affects the performance of non-public enterprises. Guilded by stakeholder theory and social capital theory, this research proposes a hypothesized model to explore Party building’s impact on non-public enterprise’ performance. Using a sample of 759 collected from private enterprises in Ningxia, structural equation model analysis revealed the following results. First, non-public enterprise Party building exerts a positive effect on enterprise performance, corporate social capital and organizational citizenship behavior. Second, non-public enterprise Party building has an indirect impact on enterprise performance through three paths, namely, corporate social capital and organizational citizenship behavior as mediator respectively, as well as a subsequent mediation via corporate social capital and then organizational citizenship behavior. Third, a harmonious relationship between corporate Party organizations and management accentuate the positive relationships between the non-public enterprise Party building and enterprise performance through social capital as well as organizational citizenship behavior. This research contributes to the literature with a quantitative method design in exploring the mechanism and path of how Party building affects enterprise performance of non-public enterprises with sample from grassroots Party building in non-public enterprises. Policy recommendations are discussed from the research findings. Apesar de uma presença crescente do Partido Comunista da China em empresas não públicas na China, existe uma investigação empírica limitada sobre o impacto do desenvolvimento do Partido no desempenho das empresas não-públicas. Além disso, não há clareza quanto ao mecanismo e aos meios pelos quais a ação do Partido afecta o desempenho das empresas não-públicas. Orientada pelas teorias dos constituintes múltiplos e do capital social, esta investigação propõe um modelo hipotético para explorar o impacto do Partido no desempenho das empresas não-públicas. Utilizando uma amostra de 759 empregados em empresas privadas em Ningxia, as análises por modelos de equações estruturais revelou os seguintes resultados. Primeiro, a ação do Partido nas empresas não-públicas exerce um efeito positivo no desempenho das empresas, no capital social das empresas e nos comportamentos de cidadania organizacional. Segundo, a acção do Partido nas empresas não-públicas tem um impacto indirecto no desempenho empresarial através de três vias, nomeadamente, do capital social empresarial e dos comportamentos de cidadania organizacional enquanto mediadores respetivamente, bem como uma mediação sequential através do capital social empresarial e, em seguida, dos comportamentos de cidadania organizacional. Terceiro, uma relação harmoniosa entre as organizações do Partido e a administração acentua as relações positivas entre a ação do Partido nas empresas não-públicas e o desempenho empresarial através do capital social, bem como dos comportamentos de cidadania organizacional. Esta investigação contribui para a literatura com uma abordagem quantitativa na exploração dos mecanismos e do caminho de como a ação do Partido afecta o desempenho empresarial de empresas não-públicas com uma amostra de base em empresas não-públicas. As recomendações relativas à formulação de políticas são discutidas a partir dos resultados da investigação.
- Published
- 2021
36. A business plan: Traditional Chinese medicine health club
- Author
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Yang Zengshuai and Ma Shaozhuang
- Subjects
Marketing ,M13 ,L26 ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Plano de negócio ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,L Industrial organization ,Business plan ,Clube de preservação da saúde ,Health-preservation club ,Feminino ,Traditional chinese medicine ,Female ,Medicina tradicional chinesa - Abstract
The main goal of this article is to develop a business plan to establish a traditional Chinese medicine (TCM) health club in the airport community of Urumqi. Due to the unhealthy lifestyle and diet of modern people, people’s health problems increase rapidly. Their physical fitness is getting worse and worse, and many people suffer from chronic diseases or become sub-healthy. TCM has obvious curative effects on patients and sub-healthy people without any side effects. Considering that the Urumqi Airport community is a mature community, and there is no institution in this area that can provide TCM services, we decided to establish a TCM health club in the area and become the first institution to provide professional TCM services to residents in the area. There are a large number of young women in this area. In the early stage of operation of the health care club, we will focus on women as the main target group to open up the market. In this business plan, the corporation strategy, marketing strategy and financial evaluation were described in detail. Through the comprehensive analysis and description of the AIXIN Health House project, the feasibility is confirmed. O presente trabalho tem como objetivo principal desenvolver um plano de negócios para estabelecer um clube de saúde de MTC na comunidade aeroportuária de Urumqi. Devido ao estilo de vida e dieta pouco saudáveis das pessoas modernas, os problemas de saúde aumentam rapidamente. A condição física das pessoas está a piorar cada vez mais, e muitas pessoas sofrem de doenças crónicas ou tornam-se subsaúdicas. . A MTC tem efeitos curativos óbvios nos doentes e pessoas subsaudáveis sem quaisquer efeitos secundários. Considerando que a comunidade do Aeroporto Urumqi é relativamente madura, e que não existe nenhuma instituição nesta área que possa prestar serviços de MTC, decidimos estabelecer um centro de saúde de MTC na área e tornarmo-nos a primeira instituição a prestar serviços profissionais de MTC aos residentes na área. Existe um grande número de mulheres jovens nesta área. Na fase inicial de funcionamento do centro de saúde, vamos concentrar-nos nas mulheres como o principal grupo-alvo para abrir o mercado. Neste plano de negócios, a estratégia de marketing e a avaliação financeira foram descritas em pormenor. Através da análise e descrição abrangente do projecto da AIXIN Health House, a viabilidade é confirmada.
- Published
- 2021
37. Relationship between university teacher's emotional demands, occupational commitment and work-related fatigue: evidence from a provincial university in China
- Author
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Yang Qiming, Ma Shaozhuang, and Ju Qingjiang
- Subjects
Emotional labor ,Modelo de demanda-recursos de emprego ,M12 ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,M54 ,Emotional demands ,Trabalho emocional -- Emotional work ,Work-related fatigue ,Exigências emocionais ,Compromisso ocupacional ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Job demands-resources model ,Occupational commitment ,Fadiga relacionada com o trabalho - Abstract
Teaching involves in high degree of emotional demands. Such demanding facets may contribute to issues on teachers' well-being and performance. Chinese universities are undergoing a dramatic transition and such transition imposes significant demand and pressure to the frontline university teachers. Drawing on job demands-resources model, this study established a hypothesized model to explore the relationship between university teachers’ emotional demands, occupational commitment, work-related fatigue and the role of emotional labor and perceived organizational support in the process. Using convenience sampling method, this study collected valid questionnaires from 471 teachers from a local university in Chengdu, China. Structural equation model and hierarchical linear regression analysis were used to test the hypothesized model. The results indicated that 1) emotional demands is negatively associated with occupational commitment and positively with work-related fatigue; 2) surface acting mediates the relationship between emotional demands and work-related fatigue, while deep acting mediates the relationship between emotional demands and occupational commitment, as well as the relationship between emotional demands and work-related fatigue; 3) as moderator, perceived organizational support buffers both surface acting and deep acting's associations with work-related fatigue. This study contributes the literature as follows. First, this study provides support for the applicability of the job demands-resources model in the transitional setting of Chinese higher education. Second, with an under-researched sample - Chinese local university teachers, this study narrows the knowledge gap about the path between emotional demands, occupational commitment,emotional demands and work-related fatigue. Ensinar implica um elevado grau de exigências emocionais que podem contribuir para questões sobre o bem-estar e desempenho dos professores. As universidades chinesas estão a atravessar uma transição dramática que impõe uma exigência e pressão consideráveis sobre os professores universitários na linha da frente. Com base no modelo de demandas de emprego-recursos (JD-R), este estudo estabeleceu um modelo hipotético para explorar o impacto das exigências emocionais dos professores universitários sobre o seu compromisso ocupacional, a fadiga relacionada com o trabalho e os papéis do trabalho emocional e apoio organizacional percebido no processo. Utilizando o método de amostragem de conveniência, este estudo recolheu questionários válidos de 471 professores de uma Universidade local em Chengdu, China. Foram usads modelos de equação estrutural e análise de regressão linear hierárquica para testar o modelo hipotético. Os resultados indicaram que 1) as exigências emocionais estão negativamente associadas ao compromisso ocupacional e positivamente associadas à fadiga relacionada com o trabalho; 2) A ação superficial medeia a relação entre as exigências emocionais e a fadiga relacionada com o trabalho, enquanto a ação profunda medeia a relação entre as exigências emocionais e o compromisso ocupacional, bem como a relação entre as exigências emocionais e a fadiga relacionada com o trabalho; 3) Como moderador, o apoio organizacional percebido amortece os efeitos da ação superficial e da ação profunda na fadiga relacionada com o trabalho. Este estudo contribui para a literatura da seguinte forma. Em primeiro lugar, apoia a aplicabilidade do modelo JD-R no contexto transitório do ensino superior chinês. Em segundo lugar, com uma amostra sub-investigada - professores universitários locais chineses - este estudo reduz a lacuna de conhecimento relativo ao caminho entre as exigências emocionais, o compromisso ocupacional, as exigências emocionais e a fadiga relacionada com o trabalho.
- Published
- 2021
38. Food delivery rider's customer injustice and turnover intention: the roles of emotional dissonance, occupational Commitment and work-family conflict: evidence from China
- Author
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Qiao Pengliang, Ma Shaozhuang, and Chen Shuangying
- Subjects
Turnover intention ,M12 ,Customer injustice ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Injustiça do cliente ,M54 ,Compromisso ocupacional ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Estafetas chineses de entrega de alimentos ,Disonância emocional ,Intenção de saída ,Occupational commitment ,Emotional dissonance ,Food delivery riders in China - Abstract
With the rapid development of online food ordering in China, 10 million food delivery riders have become an emerging social group in the shared economy. Customer injustice experienced by them has been widely reported, but few empirical studies have investigated the impact of customer injustice on their attitudes and behavior. This thesis aims to explore the impact of customer injustice perceived by food delivery riders on their turnover intention and the roles of emotional dissonance, occupational commitment and work-family conflict in this relationship. Guided by Affective Events Theory (AET) and Job Demands-Resources (JD-R) Theory, this study develops and tests a process model from customer injustice to turnover intention through emotional dissonance and occupational commitment (as mediators) and the moderation of work-family conflict in the relationships between customer injustice and the other variables. Using cross-sectional data collected from 409 food delivery riders in 5 cities in Guangxi Autonomous Region of China, this study tests this multiple mediation model. The results of structural equation modeling demonstrate that: 1) customer injustice not only directly affects turnover intention, but also indirectly affects turnover intention through emotional dissonance and occupational commitment respectively; 2) customer injustice is positively related to turnover intention through a sequential mediation effect. Specifically, customer injustice is positively related to turnover intention via (a) increased emotional dissonance and (b) subsequently reduced occupational commitment; 3) work-family conflict accentuates the relationship between customer injustice and turnover intention through occupational commitment. The implications of the findings for future research and management are discussed. Com o rápido desenvolvimento das encomendas online de alimentos na China, 10 milhões de estafetas de entrega de alimentos tornaram-se um grupo social emergente na economia digital. Tem sido amplamente noticiada a injustiça com que são tratados por clientes, mas poucos estudos empíricos têm investigado o impacto da exposição à injustiça dos clientes na sua atitude e comportamento. Esta tese visa explorar o impacto da injustiça do cliente percebida pelos estafetas de entrega de alimentos sobre a intenção de saída e o papel da dissonância emocional, do compromisso profissional e do conflito entre trabalho e família. Guiada pela Teoria dos Eventos Afectivos (AET) e pela Teoria das Exigências-Recursos (JD-R), esta investigação desenvolve e testa um modelo de processo desde a injustiça do cliente até à intenção de saída através do compromisso emocional e ocupacional (como mediadores) e a moderação do conflito trabalho-família nas relações entre a injustiça do cliente e as outras variáveis. Utilizando dados transversais recolhidos de 409 estafetas de entrega de alimentos em cinco cidades em Guangxi, China, esta investigação testa este modelo de mediação múltipla. Os resultados da modelação por equações estruturais demonstram-no: 1) a injustiça do cliente não só afecta directamente a intenção de rotatividade, mas afecta indirectamente a intenção de rotatividade através da dissonância emocional e do compromisso ocupacional, respetivamente; 2) a injustiça do cliente está positivamente relacionada com a intenção de rotatividade através de um efeito de mediação sequencial. Especificamente, a injustiça do cliente está positivamente relacionada com a intenção de saída através de (a) maior dissonância emocional e (b) subsequente redução do compromisso ocupacional; 3) o conflito entre trabalho e família acentua a relação positiva entre a injustiça do cliente e a intenção de saída através do compromisso ocupacional. As implicações dos resultados para a futura investigação e gestão são discutidas.
- Published
- 2021
39. Sierra-Monte: importation and exportation of marble
- Author
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Tale, Afshin and Ma Shaozhuang
- Subjects
Business model canvas ,Plano de negócios ,M13 ,L26 ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Stone ,Ciências Sociais::Outras Ciências Sociais [Domínio/Área Científica] ,Marble ,L Industrial organization ,Pedra ,Middle easts ,Business plan ,Mármore ,Oriente médio ,Tela de modelo de negócios - Abstract
The objective of this master project is to develop a business plan for a marble trading company in Portugal. Sierra-Monte as a new registered company in Portugal is exporting different types of marbles from Portugal to gulf countries. This study is mainly to evaluate all the aspects of marble industry, and how to operate a business in terms of import and export. Moreover, a step-by-step business plan of how to open a start-up company in the same field. Getting to know the customers, and their behaviour, channels of transport, and the revenue streams are some of the items which need to be considered. We will analyze the supply and demand in the market, as well as observing the main activities and resources of the organization. A strategic point of view on marketing plan followed by an operational plan, team management, and finally, an overview on financial aspects. In this thesis, we will focus on the main reasons that make Portugal one of the main potential suppliers in the marble industry. Overall industrial market analysis on the stone products, from the production to end customer and all the related aspects of how to connect the supply and demand from Europe to the Middle East and vice versa in the marble industry. O objetivo deste projeto mestre é desenvolver um plano de negócios para uma empresa de comercialização de mármore em Portugal. A Sierra-Monte como uma nova empresa registada em Portugal exporta diferentes tipos de mármores de Portugal para os países do Golfo. Este estudo tem como objetivo principal avaliar todos os aspectos da indústria do mármore e como operar um negócio em termos de importação e exportação. Além disso, um plano de negócios passo a passo de como abrir uma empresa start-up na mesma área. Conhecer os clientes e seu comportamento, canais de transporte e as fontes de receita são alguns dos itens que precisam ser considerados. Analisaremos a oferta e demanda do mercado, bem como observaremos as principais atividades e recursos da organização. Uma visão estratégica do plano de marketing seguido de um plano operacional, gestão de equipe e, por fim, uma visão geral dos aspectos financeiros. Nesta dissertação iremos centrar-nos nos principais motivos que fazem de Portugal um dos principais potenciais fornecedores da indústria do mármore. Análise geral do mercado industrial dos produtos de pedra, desde a produção até o cliente final e todos os aspectos relacionados de como conectar a oferta e a demanda da Europa ao Oriente Médio e vice-versa na indústria de mármore. Palavras
- Published
- 2020
40. Influence of Guanxi HRM practices on turnover intention of Chinese millennials in state own ed banks: the roles of leader member exchange, organizational identification and traditionality
- Author
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Jin Jing, Ma Shaozhuang, and Liu Pu
- Subjects
Turnover intention ,Tradicionalidade ,M12 ,Guanxi HRM practice ,State-owned banks ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,M54 ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Bancos estatais ,Práticas de GRH Guanxi ,Intenção de saída ,Traditionality ,Chinese millennials ,Millennials chineses - Abstract
High turnover among millennials is a challenge in Chinese business organization. It is even more so in Chinese state-owned banks where the Guanxi Human Resource Management (HRM) practices have been prominent. This study investigates the pathways and boundary conditions through which guanxi HRM practices affect the turnover intention of millennials. Based on social exchange theory, this study establishes the theoretical model about how guanxi HRM practices affect the turnover intention of millennial employees. Organizational identification and leader-member exchange (LMX) are introduced as mediators and traditionality as a moderator to examine the different rules by which guanxi HRM practices affect millennials’ turnover intention. Using a sample of 467 participants, hypotheses were tested through multiple regression analysis. The results indicate that: (1) Guanxi HRM practices significantly and positively predict millennials’ turnover intention; (2) organizational identification and LMX both partially mediate the positive impact of guanxi HRM practices on employee turnover intention; (3) and traditionality positively moderates the negative association between guanxi HRM practices and organizational identification as well as the negative association between guanxi HRM practices and LMX. This study enriches the literature of guanxi HRM practices by identifying the boundary conditions of traditionality. The findings have a number of managerial implications for retention of Chinese millennials in the banking industry. A saída voluntária das organizações entre os millennials é um desafio para as empresas chinesas que é ainda maior na banca estatal chinesa onde as práticas de Gestão de Recursos Humanos Guanxi têm sido predominantes. Este estudo investiga os processos e as condições de fronteira através dos quais as práticas de GRH Guanxi afetam a intenção de saída voluntária nos millenials. Com base na teoria de troca social, este estudo estabelece um modelo teórico sobre a forma como a GRH Guanxi afeta a intenção de saída por parte de empregados millennials. A identificação organizacional e a troca líder-membro (LMX) são introduzidas como mediadores e a tradicionalidade como moderadora para examinar as diferentes regras através das quais as práticas GRH Guanxi afetam a intenção de saída dos millennials. Com base numa amostra de 467 indivíduos, as hipóteses foram testadas através de regressão linear múltipla. Os resultados indicam que: as práticas GRH Guanxi predizem de forma significativa e positiva a intenção de saída; a identificação organizacional e a LMX medeiam ambas, de forma parcial, o impacto positiva das práticas GRH Guanxi, sobre a intenção de saída; e a tradicionalidade modera positivamente a relação negativa entre as práticas GRH Guanxi e a LMX. Este estudo enriquece a literatura sobre as práticas GRH Guanxi identificando o papel de condição de fronteira que a tradicionalidade assume. Os resultados incluem um número de implicações gestionárias para a retenção de millennials chineses.
- Published
- 2020
41. Relação entre experiência de marca, imagem de marca, valor percebido e envolvimento do cliente: um estudo da starbucks na China
- Author
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Li, Sijia and Ma, Shaozhuang
- Subjects
Valor percebido ,Brand experience ,Imagem de marca ,Perceived value ,Customer engagement ,M31 ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Starbucks China ,Envolvimento do cliente ,M37 ,Brand image ,Experiência de marca ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] - Abstract
This research takes Starbucks as an example to study the relationship between brand experience, brand image, perceived value and customer engagement. Using a sample of 291 valid questionnaires collected in China, regression analyses were employed to test the hypotheses. The main findings of the study indicate that: (1) brand experience is positively related to perceived value; (2) brand image is positively related to customer engagement; (3) perceived value partially mediates the relationship between brand experience and customer engagement; (4) perceived value partially mediates the relationship between brand experience and customer engagement. Esta pesquisa toma a Starbucks como exemplo para estudar a relação entre experiência de marca, imagem de marca, valor percebido e envolvimento do cliente. Utilizando uma amostra de 291 questionários válidos recolhidos na China, foram utilizadas análises de regressão para testar as hipóteses. As principais conclusões do estudo indicam que: (1) a experiência da marca está positivamente relacionada com o valor percebido; (2) a imagem da marca está positivamente relacionada com o envolvimento do cliente; (3) o valor percebido medeia parcialmente a relação entre a experiência da marca e o envolvimento do cliente; (4) o valor percebido medeia parcialmente a relação entre a experiência da marca e o envolvimento do cliente.
- Published
- 2020
42. Relationship between brand experience, brand image, perceived value and customer engagement: a study of starbucks in China
- Author
-
Li, Sijia and Ma, Shaozhuang
- Subjects
Valor percebido ,Brand experience ,Imagem de marca ,Perceived value ,Customer engagement ,M31 ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Starbucks China ,Envolvimento do cliente ,M37 ,Brand image ,Experiência de marca ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] - Abstract
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- Published
- 2020
43. The moderating role of leader-member exchange as a moderating variable on the relationship between perceived stress and burnout in clincians
- Author
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Li Shouqiang and Ma Shaozhuang
- Subjects
M12 ,I Health, education, and welfare ,Resilience ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Influencing factors ,M10 ,Burnout ,Medical staff ,Stess percebido ,I10 ,Profissionais das saúdes chinesas ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Troca Líder-Membro (LMX) - Abstract
Under the influence of internal and external environment, Chinese clinician is under great pressure. Guided by Job Demands-Resources (JD-R) model and social exchange theory, this study explores the moderating role of Leader-Member Exchange (LMX) in managing the job burnout caused by perceived stress among clinicians in China. Based on the extensive literature review on perceived stress, burnout and LMX, this study first discussed the impact of perceived stress on burnout and its three dimensions (namely emotional exhaustion, depersonalization and reduced accomplishment) among clinician, then examined the effects of LMX on burnout and its three dimensions, and lastly studied the mediating role of LMX between perceived stress and burnout. A questionnaire survey was conducted among three hospitals in Guangzhou and 434 valid responses were collected. Then data analysis and hypothesis test were carried out using IBM SPSS 19.0 and AMOS 21.0. The regression analyses showed that the perceived stress had a significant positive impact on burnout and its three dimensions. In addition, LMX moderates the relationship between perceived stress and burnout and its three dimensions such that the relationships are weaker for clinicians with higher LMX. The findings of this study provided useful complementary insights for the research on perceived stress of clinician, and for better managing the burnout of clinicians in China. Sob a influência do meio envolvente e interno, os profissionais das saúdes chineses encontram-se sob grande pressão. Tomando por base o modelo das exigências de recursos (JD-R) e a teoria da troca social, este estudo explora o efeito moderador da LMX (Troca Líder-Membro) na gestão do burnout causado pelo stress percebido pelos profissionais das saúdes na China. Com base numa revisão extensa de literatura sobre stress percebido, burnout e LMX, este estudo discute primeiro o impacto do stress percebido e das suas três dimensões entre profissionais das saúdes, e examina os efeitos da LMX no burnout e nas suas três dimensões, e finalmente, estuda o papel mediador da LMX entre o stress percebido e o burnout. Realizou-se um inquérito por questionário junto de três hospitais em Cantão e recolheram-se 434 respostas válidas. Testaram-se as hipóteses por via de análise de dados utilizando o IBM SPSS 19-0 e o AMOS 21.0. As análises de regressão mostraram que o stress percebido exerce um impacto positivo no burnout e nas suas três dimensões; nomeadamente na exaustão emocional, na despersonalização e desempenho reduzido. Em acréscimo, a LMX modera a relação entre o stress percebido e o burnout e as suas três dimensões de tal forma que a relações se tornam mais fracas para os profissionais das saúdes que têm maior LMX. Os resultados deste estudo facultam um entendimento complementar útil para a investigação sobre o stress percebido nas profissionais da saúde e para melhor gerir o burnout profissionais da saúde na China.
- Published
- 2019
44. Turnover intention of Chinese millennial migrant workers in manufacturing industry: the impacts of work income and identification
- Author
-
Lai Hongshan, Ma Shaozhuang, and Shao Yunfei
- Subjects
Turnover intention ,Work income ,Identification ,Identificação ,M12 ,Migrant workers in China ,Intenção de saída voluntária ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Geração Y ,M10 ,Millennial generation ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Trabalhadores migrantes na China ,Remuneração - Abstract
In recent years, turnover of the millennial migrant workers has become a big challenge in the manufacturing industry in China’s eastern coastal provinces. This thesis examines the relationship between the turnover intention of the millennial migrant workers and their work income, organizational and regional identifications and job satisfaction. A sample of 497 self-report questionnaires was collected from the millennial migrant workers in coastal areas of China, and SPSS was used to run regression analysis to test the theoretical model. This study reveals the following results. First, the actual income and comparative income gap (actual income-native place income) of the millennial migrant workers are positively correlated with job satisfaction; actual income is positively correlated with turnover intention, and the impact of comparative income gap (actual income-native place income) on turnover intentions is not significant. Second, both the organizational identification and regional identification of the millennial migrant workers are positively correlated with job satisfaction. The organizational identification and regional identification are negatively correlated with turnover intention. Third, the job satisfaction of the millennial migrant workers has a negative impact on their turnover intention; the job satisfaction has a mediating effect in the relationship between actual income and turnover intention, and the mediating effect of job satisfaction in the relationship between comparative income gap and turnover intention, is not significant; job satisfaction plays a mediating role in the relationships between both organizational identification and regional identification, and turnover intention respectively. Based on the above research results, the thesis discusses implications at three levels, including government policy-making, enterprise management and individual millennial migrant workers. Nos últimos anos, o turnover dos trabalhadores migrantes da geração Y (millennials) tornou-se um grande desafio para a indústria nas províncias costeiras orientais chinesas. Esta tese examina a relação entre a intenção de saída voluntária destes trabalhadores migrantes e a sua remuneração, identificação organizacional e com a região, e satisfação no trabalho. Recolheu-se uma amostra de 497 questionários auto-reportados por trabalhadores migrantes da geração Y nas áreas costeiras da China e utilizou-se análises de regressão com o SPSS para testar o modelo teórico. Este estudo encontrou os seguintes resultados: Primeiro, a remuneração atual e a discrepância remuneratória (remuneração atual subtraída da remuneração auferida no local de origem) dos trabalhadores migrantes da geração Y estão positivamente associadas com a satisfação no trabalho; a remuneração atual está positivamente associada com a intenção de saída voluntária, e o impacto da discrepância remuneratória nas intenções de saída voluntária não é estatisticamente significativa. Segundo, a identificação dos trabalhadores migrantes da geração Y com a organização e com a região está positivamente associada com a satisfação com o trabalho. Estão ambas associadas negativamente com a intenção de saída voluntária. Terceiro, a satisfação no trabalho por parte dos trabalhadores migrantes da geração Y tem um impacto negativo na sua intenção de saída; a satisfação no trabalho tem um efeito mediador na relação entre a remuneração atual e a intenção de saída voluntária, e o efeito indireto da mediação da satisfação no trabalho entre a discrepância remuneratória e as intenções de saída voluntária não é significativo; a satisfação no trabalho desempenha um papel mediador na relação entre a identificação organizacional e a regional com a intenção de saída voluntária. Com base nos resultados expostos a tese discute as implicações a três níveis incluindo a produção de políticas governamentais, a gestão de empresas e os indivíduos trabalhadores migrantes da geração Y.
- Published
- 2019
45. Ethical leadership: What is it and why does it matter?
- Author
-
Sikorsky, Mathilde and Ma Shaozhuang
- Subjects
Motivation ,Counterproductive misbehaviors ,Ética ,Moral awareness ,Liderança ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Motivação ,Job satisfaction ,Maus comportamentos contraproducentes ,Satisfação no trabalho ,Comportamentos inadequados na organização ,Liderança ética ,Comportamento organizacional -- Organizational behavior ,Ethical leadership ,Organizational misbehaviors ,Consciência moral - Abstract
The research aims at exploring the influence of ethical leadership on employees’ behaviors on an individual level. It first studies the research that has been done on ethical leadership in order to provide an overview, and then explores the potential outcomes triggered by the phenomenon on employees’ behaviors. A quantitative analysis was employed with a survey of 131 respondents realized via emailing and social media. The study suggests that ethical leadership influences different variables both positively and negatively. One the one hand, it influence positively related with moral awareness, job satisfaction, motivation, and prosocial behaviors. On the other hand, ethical leadership is negatively related with organizational misbehaviors and counterproductive work behaviors. A pesquisa visa explorar a influência da liderança ética no comportamento dos funcionários em um nível individual. Primeiramente, ele estuda a pesquisa realizada sobre liderança ética para fornecer uma visão geral e explora os possíveis resultados desencadeados pelo fenômeno no comportamento dos funcionários. Uma análise quantitativa foi empregada com uma pesquisa de 131 respondentes realizada via e-mail e mídia social. O estudo sugere que a liderança ética influencia diferentes variáveis, tanto positiva quanto negativamente. Por um lado, a influência está positivamente relacionada com a consciência moral, a satisfação no trabalho, a motivação e os comportamentos prósociais. Por outro lado, a liderança ética está relacionada negativamente com os maus comportamentos organizacionais e com os comportamentos de trabalho contraproducentes.
- Published
- 2018
46. Doctor-patient relationship, leader-member exchange, occupational commitment, turnover intention: a study of public hospital doctors in China
- Author
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Zeng Weilong and Ma Shaozhuang
- Subjects
Chinese DPR ,China ,M12 ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,M54 ,LMX ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Gestão da saúde ,Medição ,Relação médico-doente ,OC ,DPR ,TI ,DPR measurement ,Prática profissional - Abstract
The strained doctor–patient relationship(DPR) negatively affects doctors’occupational commitment (OC) and turnover intention (TI), which affects the achievement of the goals of Healthy China 2030.Therefore,determining ways of improving DPRand doctors’OCand reducing TIis very important for achieving these goals. In the present study, two rounds of surveys were conducted among doctors at the Fourth Affiliated Hospital of Guangxi Medical University. Three hundred and eightyone valid questionnaires were collected over a period of three months, to explore the relationship between leader–member exchange (LMX), DPR, OC, and TI,using correlation analysis, variance analysis, exploratory and confirmatory factor analysis, and structural equation modeling (SEM)methods. The analysis results show that the China-specific doctor-based DPR scale has two dimensions with good validity and reliability. There is a significantly positive relationship among LMX, DPR and OC; they are all negatively correlated with TI. According to SEM, the impact paths of DPR between LMX and OC include: LMX→DPR (β=0.35),DPR→OC (β=0.73); the overall impact effect is 0.252;the impact paths of DPR between LMX and TI include: LMX→DPR, DPR→TI (β=-0.25), LMX→TI (β=-0.23); the overall impact effect is -0.317 and the mediating effect accounts for 27.76 percent of the overall effect. Research results reveal LMX positively correlates to DPR; DPR plays a partially mediating role between LMX and TI and a full mediating role between LMX and OC. This thesis offers suggestions for improving DPR and OC and reducing TI on management practice. A relação entre médico e paciente (RMP) afeta negativamente a implicação ocupacional dos médicos (IO) bem como a intenção de saída (IS), o que afeta a consecução dos objetivos da China Saudável 2030. Assim, é muito importante identificar formas de melhorar a RMP e a IO bem como reduzir a IS para atingir estes objetivos. No estudo presente, foram realizadas duas ondas de inquéritos entre médicos no 4º Hospital Afiliado da Universidade Médica de Guangxi. Foram recolhidos 381 questionários válidos durante um período de três meses, para explorar a relação entre a troca líder-membro (LMX), a RMP, a IO e a IS, utilizando análises correlacionais, análises de variância, análises fatoriais exploratórias e confirmatórias e técnicas de Equações Estruturais (SEM). Os resultados das análises indicam que a escala de RMP especificamente para a China tem duas dimensões com boa validade e fiabilidade. Há uma relação positiva significativa entre LMX, RMP e IO; todas estas estão negativamente correlacionadas com a IS. De acordo com a SEM, as vias de impacto da RMP entre a LMX e a IO incluem: LMX→DPR (β=0.35), RMP→IO (β=0.73); o efeito total de impacto é de 0.252;as vias de impacto da RMP entre LMX e IS incluem: LMX→RMP, RMP→IS (β=-0.25), LMX→IS (β=-0.23); o efeito total de impacto é de -0.317 e o efeito de mediação explica 27.76% do efeito total. Os resultados mostram que a LMX está correlacionada positivamente com a RMP; que a RMP é um mediador parcial entre a LMX e a IS mas que é um mediador total entre a LMX e a IO. Com base nestes resultados sugerem-se recomendações para a prática de gestão para melhorar a RMP e a IO e para reduzir a IS.
- Published
- 2018
47. The relationship of perceived organizational support to affective commitment, emotional exhaustion and turnover intention: a study of general practitioners in Shanghai community health centers in China
- Author
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Tao Zhang and Ma Shaozhuang
- Subjects
Turnover intention ,China ,Análise de entradas-saídas ,M12 ,Política de apoio ,Medicina ,Incentivos organizacionais ,Emotional exhaustion ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Perceived organizational support ,M54 ,Shanghai ,Ciências Sociais::Outras Ciências Sociais [Domínio/Área Científica] ,Affective commitment ,Gestão da saúde ,Centro de saúde ,Mudança de atitude ,General practitioners - Abstract
To understand the government incentive policy’s impact on the work attitudes of the general practitioners (GPs) in community health service center and relationship of perceived organizational support (POS) to affective commitment (AC), emotional exhaustion (EE) and general practitioners’ turnover intention (TI), this study used two waves of surveys and collected 1145 valid questionnaires from 45 community health centers in Pudong New Area of Shanghai. The analysis strategies include correlation analysis, variance analysis and structural equation modeling (SEM). The results show that POS, AC are positively correlated with TI (PEE->TI, POS->AC->TI, and POS->EE->AC->TI; the overall impact effect is -0.196. The EE can affect TI directly and indirectly, with overall impact effect being 0.286. AC has direct influence on TI with impact effect being -0.533. The research results suggest that overall the government incentive policy has positive impact on the work attitudes of GPs, and POS has an indirect effect on TI, among which, EE and AC play mediating roles between POS and TI. EE can affect TI directly and indirectly; AC has direct impact on TI. Based on these results, implications and suggestions for managing and retaining the GPs in community health centers are discussed. Para compreender o impacto da política de incentivos nas atitudes de trabalho de médicos de clínica geral (CG) nos centros de saúde comunitários bem como a relação com o apoio organizacional percebido (AOP) com a implicação afetiva (IA), a exaustão emocional (EE) e a intenção de saída (IS) por parte dos clínicos gerais, este estudo usou duas ondas de inquéritos e recolheu 1145 respostas válidas provenientes de 45 centros de saúde comunitários no Novo Distrito de Pudong em Shangai. A estratégia de análise de dados inclui a análise de correlações, a análise de variação e os modelos de equações estruturais (SEM). Os resultados mostram que o AOP a a IA estão associados positivamente com a IS (pEE->IS, AOP->IA->IS, e AOP->EE->IS. O efeito total é de -0.196. A EE pode afetar a IS direta e indiretamente, com um efeito total de 0.286. A IA exerce um efeito direto na IS com uma magnitude de -0.533. Os resultados deste estudo sugerem que há uma correlação positiva entre a política de incentivos e o AOP por parte dos CG e que o AOP exerce um efeito indireto na IS, no qual a EE e a IA desempenham um papel mediador entre o AOP e a IS. A EE pode afetar a IS direta e indiretamente, a IA tem um efeito direto na IS. Com base nestes resultados, discutem-se as implicações para a gestão e a retenção dos CG nos centros de saúde comunitários.
- Published
- 2018
48. Workplace ostracism, emotional labor, nurse-patient relationship and turnover intention: a process model of workplace ostracism and its consequence in nursing professional
- Author
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Gou Li and Ma Shaozhuang
- Subjects
Turnover intention ,Emotional labor ,M12 ,Chinese Nurses ,Trabalho emocional ,Workplace ostracism ,Nurse-patient relationship ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,M54 ,Ostracismo no trabalho ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Intenção de saída ,Enfermeiras chinesas ,Relação enfermeiro-paciente - Abstract
Como uma espécie de "violência fria", o fenómeno da exclusão no local de trabalho (ostracismo) é largamente reportado e torna-se um problema incontornável em enfermagem. Especialmente no contexto da tensão atual entre enfermeiros e pacientes na China e a tendência de sadía dos enfermeiros, a relação entre o ostracismo no trabalho, a relação entre enfermeiro e paciente e a intenção de sadía merece mais investigação. Com base na teoria da regulação emocional e na teoria da conservação de recursos, este estudo estabelece um modelo para medir as principais variáveis. O método de pesquisa incluiu medidas repetidas com um intervalo de tempo numa recolha de dados junto de enfermeiros de um hospital público na China. Por via de um modelo de equações estruturais analisámos a relação entre o ostracismo no trabalho e a intenção de sadía voluntária do local de trabalho examinando o papel do trabalho emocional (representação superficial e ação profunda) bem como do relacionamento enfermeiro-paciente. Os resultados apoiam a relação entre o ostracismo no trabalho, a ação profunda, a representação superficial, a relação enfermeiro-paciente e a intenção de sadía voluntária estabelecidas no modelo hipotético. Nomeadamente, que: 1) o ostracismo no trabalho tem uma correlação positiva entre a representação superficial e a ação profunda. 2) existe uma correlação negativa entre a representação superficial e a relação enfermeiro-paciente, mas a relação entre a ação profunda e a relação enfermeiro-paciente não é significativa. 3) existe uma correlação negativa direta entre a relação enfermeiro-paciente e a intenção de sadía voluntária. Em suma, a representação superficial desempenha um papel enquanto estratégia de regulação emocional, funcionando como mediador no ostracismo no trabalho e na relação enfermeiro-paciente, tendo o relacionamento enfermeiro-paciente um impacto direto na intenção de sadía voluntária. Esta investigação contribui primeiro, pela introdução do trabalho emocional como um estudo do processo de ostracismo no trabalho e a relação enfermeiro-paciente no local de trabalho. Em segundo lugar, fornece apoio empríico para o estudo da relação entre o ostracismo no trabalho e a intenção de sadía voluntária no âmbito da enfermagem num contexto pouco estudado – o hospitalar público chinês. As a sort of "cold violence", workplace ostracism is widely reported and becomes a non-ignorable problem among nursing professionals. In the context of tense nurse-patient relationship and high turnover intention of nurses in China, there is a need to understand the relationship between workplace ostracism, nurse-patient relationship, and turnover intention. Drawing on emotional regulation (surface acting, deep acting) and conservation of resources theory, this study develops a hypothesized model to examine the major study variables. Employing a time-lagged survey design, participants from one large public hospital in China completed a survey at two points. Structural equation modeling was used to test the relationship between workplace ostracism and turnover intention via emotional labor (surface acting vs deep acting) and nurse-patient relationship. Findings provided support for the hypothesized model. Specifically, 1) the path from workplace ostracism to surface acting shows a significant positive coefficient, just as well as the path to deep acting; 2) while the path from surface acting to nurse-patient relationship shows a significant coefficient, there is an absence of relation between deep acting and nurse-patient relationship; 3) nurse-patient relationship had a significant negative direct effect on turnover intention. Overall, the results suggest that only surface acting as an emotional regulation strategy mediates the negative relationship between workplace ostracism and nurse-patient relationship, which negatively influence turnover intention. Our study contributes to the literature in the following ways. First of all, this study introduces emotional labor in the process of workplace ostracism and its consequences. Second, this study narrows our knowledge gap about the path between workplace ostracism and turnover intention with a nurse sample in an under-researched setting - Chinese public hospital
- Published
- 2018
49. Competitiveness of China's Guangxi Beibu Gulf Port: resource-based and institutional perspectives
- Author
-
Zhu Fangyang, Ma Shaozhuang, and Chen Xu
- Subjects
China ,Institucionalismo ,L98 ,Port resources ,L92 ,Beibu Gulf port ,Port competitiveness ,Institutional environment ,Análise empírica ,Porto marítimo ,Competitividade ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,L Industrial organization - Abstract
Guangxi Beibu Gulf Port is a crucial window connecting the Silk Road Economic Belt and the 21st Century Maritime Silk Road, an international passage to ASEAN. This study attempts to take the Guangxi Beibu Gulf Port as the object of study, explore its port competitiveness from the perspectives of resource theory and institutional environment. This study used two sets of data which are official data of thirteen ports in 2010-2016 years and the first hand data collected from the port operators by the self-reported questionnaire.First of all, based on governmental data of thirteen ports including Beibu Gulf Port, Shanghai Port, Yantian Port and etc.from year 2010 to year 2016, the port competitiveness of Guangxi Beibu Gulf Port is comprehensively analyzed by making empirical test about the influence of port resources and institutional environment on port competitiveness, combining with the questionnaire and other first-hand materials. Second, to further valide and explain the findings from official data, this study used self-reported questionnaires to collect first-hand data from the port operators. Analyses of the two sets of data reveal the following findings. 1) the overall competitiveness of Beibu Gulf port is weak; 2) Beibu Gulf port competitiveness and port throughput are positively correlated; 3) the port resources of Beibu Gulf have not all significantly positively affecting the port competitiveness; 4) the institutional environment of Beibu Gulf port has not been able to regulate the relationship between port resources and port competitiveness; 5) the institutional environment of Beibu Gulf port has a positive regulating effect on port competition and port throughput. This study proposes relevant policies and suggestions to improve Beibu Gulf port competitiveness. O Guangxi Beibu Gulf Port é um importante porto de entrada para a Rota da Seda Marítima do Século XXI e o Cinturão Económico da Rota da Seda, além de ser um portal internacional para a ASEAN. Este artigo tenta usar o Guangxi Beibu Gulf Port como objeto de pesquisa para explorar a competitividade portuária do porto de Guangxi Beibu Gulf na perspectiva da teoria dos recursos e do ambiente institucional. Este estudo usou dois conjuntos de dados. Dados em primeira mão de operadores portuários coletados por dados oficiais e questionários auto-relatados para 13 portos para 2010-2016. Primeiro, usando os dados oficiais de 13 portos em Beibu Gulf, Shanghai Port e Yantian Port de 2010 a 2016, foi construído um modelo de análise empírica do impacto dos recursos portuários e do ambiente de políticas portuárias na competitividade portuária. Com base no questionário e em outros dados de primeira mão, foi realizada uma análise abrangente da competitividade do porto de Guangxi Beibu Gulf. Em segundo lugar, a fim de aprofundar o estudo e explicar os resultados dos dados oficiais, este estudo utilizou um questionário auto-relatado para coletar dados em primeira mão dos operadores portuários. Os resultados da análise dos dois conjuntos de dados revelaram: 1) A competitividade global do Porto do Golfo de Beibu é fraca; 2) A competitividade do Beibu Gulf Port está positivamente correlacionada com o rendimento do porto; 3) As variáveis dos recursos portuários do Beibu Gulf não afetaram de forma significativa e positiva a competitividade portuária; 4) O ambiente institucional do porto de Beibu Gulf não ajustou significativamente positivamente a relação entre os recursos portuários e a competitividade portuária; 5) O ambiente institucional do Beibu Gulf Port tem um efeito de ajuste positivo na relação entre a concorrência portuária e o rendimento do porto. Com base nisso, este estudo propõe recomendações políticas relevantes para melhorar a competitividade do porto do Golfo de Beibu.
- Published
- 2018
50. Aligning strategy typology and human resource management in a transitional environment : the case of Huabo Group
- Author
-
Dai Hepeng, Ma Shaozhuang, and Shao Yunfei
- Subjects
Chinese pharmaceutical industry ,Strategy typology ,Indústria farmacêutica ,Gestão organizacional ,Gestão de recursos humanos ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,Human resource management ,M19 ,Ciências Sociais::Outras Ciências Sociais [Domínio/Área Científica] ,M50 ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Alignment of strategy band human resource management - Abstract
In a transitional society like China, it is a challenge to align an enterprise human resource management with its strategy while adapting to a dynamic external environment. There is limited studies in this regard, particularly on how private enterprises may align human resource management with strategy typology in a changing environment of emerging economy. Guided by the theoretical framework of strategy typology and human resources management alignment proposed by Miles and Snow (1984), this study investigates Huabo Group, a pharmaceutical distribution firm in Chongqing of China as a case study because this firm has developed and grown in a very dynamic, complex and hostile environment due to the rapid change of Chinese pharmaceuticals industry. Thus it provides a very illustrative sample to examine strategy typology and human resources management alignment in emerging market like China. Based on quantitative and qualitative data through survey and interview/focus group, this study: (1) finds and justifies the prospector strategy of Huabo Group under transitional external environment; (2) identifies and discusses the gaps and issues of aligning Huabo’s human resources management and prospector strategy; (3) proposes strategies to improve its human resources system to better align and support its strategy for the enterprise sustainable growth in a rapid changing environment. The study provides an illustrative case from Chinese pharmaceuticals industry to manage the challenges of aligning human resource management with organizational strategy while adapting to external environment in emerging economy, thus enriching theoretical literatures. The research results provide valuable reference for similar enterprises to give consideration to human resources management alignment during strategy adjustment under rapid changing emerging market like China. Numa sociedade em transição, como a chinesa, alinhar a gestão de recursos humanos de uma empresa com a sua estratégia e em simultâneo adaptar-se ao ambiente dinâmico externo constitui um desafio. A investigação sobre este assunto tem sido limitada, especialmente sobre como as empresas privadas podem alinhar a gestão de recursos humanos com uma tipologia de estratégia num ambiente mutável de uma economia emergente. Guiado pela matriz teórica da tipologia estratégica de Miles e Snow (1984), este estudo investiga o Grupo Huabo, uma empresa de distribuição farmacêutica em Chongqin na China, tomando-o como um caso de estudo por esta empresa se ter desenvolvido e crescido num ambiente hostil, complexo e muito dinâmico devido às rápidas mudanças na indústria farmacêutica chinesa. Desta forma, constitui um caso muito ilustrativo para examinar o alinhamento entre a tipologia estratégica e a gestão de recursos humanos num mercado emergente como o da China. Com base em dados quantitativos e qualitativos decorrentes de questionário e entrevistas/grupos focais, este estudo: 1) descobre e justifica a estratégia prospetora do grupo Huabo no quadro de um ambiente externo em transição, 2) identifica e discute as discrepâncias e os desafios de alinhar a gestão dos recursos humanos da Huabo com a estratégia prospetora, e 3) propõe estratégias para melhorar o seu sistema de recursos humanos com vista a um melhor alinhamento e apoio estratégico que favoreça o crescimento sustentável da empresa num ambiente em mudança rápida. O estudo faculta um caso ilustrativo da indústria farmacêutica chinesa para gerir o desafio do alinhamento da gestão de recursos humanos com a estratégia organizacional no quadro da adaptação a um ambiente externo numa economia emergente, assim enriquecendo a literatura teórica. A investigação constitui uma referência útil para empresas similares que queiram considerar o alinhamento da gestão de recursos humanos durante o ajustamento estratégico em condições de mercado emergente em rápida mutação tal como o da China.
- Published
- 2018
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