Dissertations / Theses: 'Corporate culture – China'

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Neuber, Andreas. "Corporate governance & culture." HKBU Institutional Repository, 2019. https://repository.hkbu.edu.hk/etd_oa/627.

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Based on the institutional logic that enterprises will conform with the immediate cultural values and settings in a nation, the important influence of culture on corporate governance has been acknowledged in recent research. It has been shown that the quality of corporate governance varies strongly within regions and globally. Therefore, tests of cultural influences on single components of corporate governance or surrogates thereof have been conducted and their outcomes discussed. This research investigates the influence of culture on corporate governance using all 6 Hofstede cultural dimensions and a uniquely broad set of corporate governance factors that are present in reality. Using 565,787 year observations relating to 18,344 companies in 41 countries for the years 2010-2015, the results of cross-sectional regression analysis with appropriate control variables is presented. The ensuing results further enhance our understanding of culture's influence on the composition of the board of directors and will help regulators and lawmakers in their endeavors to improve relevant legislation as well as allow multinational companies to design effective and reliable corporate governance structures in their enterprises. In my analysis, I find a substantial influence of cultural dimensions on the structural elements of the composition of the board of directors around the globe. In particular board independence, time on the board, gender diversity, and absolute size of the board are impacted by the surrounding cultural environment of the enterprise. These results also hold true in a robustness test with alternative cultural dimensions. A final moderating test gives some evidence of the moderating influence the cultural environment has on the relationship between board structural elements and the quality of corporate governance.

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Sze, Yee-tak Maranda, and 施以德. "The corporate culture of the multi-level marketing companies in Hong Kong, and the feasibility of cultural transfer to the PRC." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31266204.

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Wang, Gang. "The relative importance of Glaser, Zamanou and Hacker's six cultural dimensions in engendering employee identification: a survey of Chinese employees." Thesis, Peninsula Technikon, 2004. http://hdl.handle.net/20.500.11838/951.

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Thesis (MTech (Business Administration))--Peninsula Technikon, Cape Town, 2004
Organizational identification has been regarded as a new control strategy for modem organizations. High levels of organizational members' identification result in various benefits to organizational performance. Among organizational theorists there exists a strong school of thought, which sees organizational culture as the antecedent to organizational identification. Culture, and therefore also organizational culture, is a complex and integrative phenomenon which encompasses the values, assumptions, interactions and behaviours within a particular group. As point of departure, this research adopted Martin's (2000:26) argument that culture is best studied through the cultural artefacts, being the most visible manifestations also of deep-seated values and assumptions. Previous studies on organizational culture-related organizational behaviours have been conducted mostly in a Western-cultural context. It was hoped, by this research, to fill the theoretical gap by establishing a link between organizational culture and organizational identification in Chinese organizations. The relationship between organizational culture and organizational identification was investigated through a survey conducted in three Chinese organizations representing a cross section of industry. The six organizational cultural dimensions, as identified by Glaser, Zamanou, and Hacker (1987: 192-193), formed the basis for the survey instrument, the purpose of which was to establish if, and to what extent, organizational culture, IV as reflected in these dimensions in their positive manifestation, were seen as contributors to organizational identification on the part of employees. The data analysis and interpretation showed that Chinese employees viewed all six cultural dimensions as having a positive influential power on organizational identification. This could be accepted as proof that the theories that organizational culture enhances organizational identification (Kunda, 1992; Ray, 1994; Tompkins and Cheney, 1985; Trice and Beryer, 1993) can be applied both in the Westem-cultural context and Chinese-cultural context. By applying the Friedman and Wilcoxon signed-ranks tests it was established that, among the six cultural dimensions, 'Morale' and 'Supervision' were the most influential dimensions of culture according to the responses of Chinese employees; 'Information Flow', 'Teamwork' and 'Meetings' were the least influential dimensions. As indicated, the study was limited to a survey of employees as regards the six dimensions of organizational culture. Further research would be required in order to provide more concrete and extensive proof of the role played by organizational culture in nurturing employee identification and concomitant commitment.

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林慧瑜 and Lim Fee-yee Chew. "Evolution of organisational culture: a Singapore experience." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31236716.

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Lui, Wai-shan, and 呂慧珊. "Transforming a corporate culture in the service industry case study ofa hotel company." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31268183.

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Wang, Gongping. "Organisational and cross-cultural challenges facing expatriate hotel managers in China." Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/981.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2009
Within China's the hotel industry, they are known as expatriate managers and. on behalf of parent multinational hotel corporations, provide an element of control and co-ordination within local operating units. On average, organisations spend over two and a half times more money to send an employee on an expatriate assignment than they would if they hired employees locally. Expatriate managers have been faced with new and complex organisational cultures and work practices. In order to avoid expensive failure costs and to manage suci:essfuJly, an exploration of the issues that face international hotel managers in China. is both timely and relevant A qualitative case study approach was used for this thesis, while secondaIy dala was obtained from private, as well as public sources. Primary data was collected via questionnaires from hotel managers comprising both locals and expatriates. whilSt specific questions were exclusively posed to expatriate managers. Through collection and analysis of infonnation and data, and a thorough understanding of the research problem, this study provides a useful reference for expatriate hotel managers who are confronled with the issues of managing Chinese employees, as well as basic Chinese cultural, ethical and business valUes. Primarily this research examines challenges, which mostly arise from cross-cuIturaI differences between Westem and Chinese values, as well as a range of diverse organisational cultures and management styles within China's hotel industry. South Africa has become China's the biggest trading partner within Africa, while an increasing number of South African companies invest in China. The research is paramount to any foreign organisation that wants to conduct business in China.

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Pang, Ka-fai, and 彭嘉輝. "Building an organizational culture under a trading fund operation: a case study of the land registry." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31965416.

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Zhang, Shuibo, and 張水波. "An organizational cultural analysis of the effectiveness of Chinese construction enterprises." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B3022357X.

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Yu, Wang. "Analysis of cultural differences and management : a case study of a chinese company in Portugal." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20936.

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Mestrado em Ciências Empresariais
À medida que a escala e o âmbito das empresas multinacionais continuam a expandir-se, cada vez mais empresas chinesas entram no mercado português. Mas, ao mesmo tempo, as diferenças culturais entre países, regiões e nacionalidades criaram conflitos culturais, o que significa que um desafio central para as empresas e gestores empresariais. Uma vez que cultura e economia são interdependentes e inseparáveis, é necessário prestar mais atenção às diferenças culturais, e estratégias adequadas de gestão de conflitos culturais poderiam resolver as possíveis perdas causadas pelas diferenças culturais. Portanto, esta dissertação utiliza o caso de uma empresa chinesa de aquisição - Bison Bank em Portugal, utiliza a metodologia de investigação qualitativa para analisar o impacto da cultura nacional do país anfitrião na sua cultura organizacional e as implicações desta influência na gestão transcultural.
As the scale and scope of multinational corporations continue to expand, more and more Chinese companies enter the Portuguese market. But at the same time, cultural differences between countries, regions and nationalities have created cultural conflicts, which means that a central challenge for companies and business managers. Since culture and economy are interdependent and inseparable, it is necessary to pay more attention to cultural differences, and proper management strategies of cultural conflicts could solve the possible losses caused by cultural differences. Therefore, this dissertation uses the case of a Chinese acquisition company - Bison Bank in Portugal, uses the qualitative research methodology to analyze the impact of the host country's national culture on its organizational culture and the implications of this influence on cross-cultural management.
info:eu-repo/semantics/publishedVersion

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Liu, Shuang. "Communication and organizational culture : a case study of two state-owned enterprises in China." HKBU Institutional Repository, 1999. http://repository.hkbu.edu.hk/etd_ra/132.

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Li, Jiahui. "Employees' values, organizational communication climate, and organizational commitment : a study of multinational corporations in China." HKBU Institutional Repository, 2008. http://repository.hkbu.edu.hk/etd_ra/923.

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Wolff, Jürgen. "Using the Jesuits' accommodation experience in China to guide change in Chinese organizational settings today." Thesis, University of Gloucestershire, 2016. http://eprints.glos.ac.uk/4256/.

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In the late 1970s, China’s party leaders realized that China was not able to develop in isolation. Their aim of “learning from advanced countries” also implied bringing change to China on all business-related levels. However, both Chinese and Western practitioners and scholars agree on the inappropriateness of any change approach alien to Chinese specification. To bridge this void, this research directs its interest towards a substantive theorizing upon the Jesuits’ Accommodation approach in China (1583-1742). To do so, Hermeneutic Phenomenology, rooted within the Utrecht School and following Max van Manen, establishes a renewed contact with the Jesuits’ Accommodation experience outside its traditional research environment. Grounded in an exhaustive description of the Accommodation phenomenon along its meaning-units, a reflective analysis into the structural aspects of the Jesuits’ lived Accommodation experience allows eight essential themes to be abstracted. Becoming the building blocks of a substantive Theory of the Unique, these themes summarize all requirements that are reflected in, and/or concern Context, Course, and Content of any Sinicized change approach able to in-culturate/accommodate (foreign) persons|change-agents, (unfamiliar) ideas|concepts, and (alien) approaches|international bestpractices into a Chinese environment. As a result, research into the Jesuits’ Accommodation approach provides Chinese and Western management practitioners and scholars with one new substantive approach to act towards the Chinese Others with thoughtfulness and tact in a fresh and systematic way. Further conceptualized and Sinicized, applying The Chinese Change Concept—The 3C-Approach in a contemporary Chinese organizational environment finally allows to effectively manage change in Chinese organizational settings today.

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Li, Xiaobei Organisation &amp Management Australian School of Business UNSW. "Guanxi in Inter-firm relationship management in China." Awarded by:University of New South Wales. School of Organisation and Management, 2007. http://handle.unsw.edu.au/1959.4/30380.

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The interaction of the personnel boundary in inter-firm relationship management is viewed as particularistic in China instead of universalistic as in many Western cultures. Specifically, guanxi networks, the Chinese system of inter-personal relationship, have strong strategic implications for business interactions. The practices of guanxi and the social norms associated with guanxi are complicated. On the one hand, guanxi practices can be traced back to Confucianism; on the other hand, guanxi???s significance has been changing in line with China???s economic reform. In this research, we have attempted to find what presently constitutes good guanxi in inter-firm relationship management against this dynamic backdrop. Additionally, from the transaction cost economies (TCE) perspective, we provide an analysis that guanxi-based business practices offer transaction cost advantages as an alternative to market-based practices. We argue that such advantages partially result from guanxi???s effect on the reduction of opportunist behaviors. Backed up by 97 questionnaire responses from firms in Shanghai and 15 semi-structured interviews, our study confirms that, in inter-firm relationships management, trust, affection and long-term orientation are features of close guanxi. To enhance guanxi quality, familiarization by self-disclosure and the presence of mutual benefits are also necessary, providing practical implications for business practitioners in China. Our study also indicates that guanxi business partners are expected to be obligational in business and flexible in contingencies. Opportunistic behaviors can be mitigated by adopting guanxi practices, supporting the TCE logic. In an absence of a rationalized legal system, guanxi may fill the gaps in the enforcement of the written contract.N

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Zhao, Ying. "Organisational culture : a comparison of Naspers and Tencent." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/22018.

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Thesis (MPhil)--University of Stellenbosch, 2007
ENGLISH ABSTRACT: Organisational culture has become a popular topic since more and more companies have joined the competition of world economy in the information era. It has also become an important method to support a company’s strategy. Products such as “hardware” no longer provide the main focus when companies strive to gain their markets. It has become accepted that culture, which plays a role as part of the company’s “software”, functions equally well as, and sometimes even more efficiently than products. The aim of this research study was to apply the theory to practice by answering the question: In the real organisation’s operation, which cultural attributes embody the value layer of organisational culture? This research study focuses primarily on Schein’s model of organisational culture. This model is applied to the case studies of Naspers’ culture and of Tencent’s culture. The result of the application of Schein’s model to these two companies leads to a comparison of their organisational culture. In the end, my own analysis is discussed based on the comparison. From this part, innovation, risk taking, attention to detail, outcome orientation, people orientation, team orientation, customer orientation, aggressiveness, stability and easy-goingness are shown to be the cultural attributes that embody values in a real organisation’s operation.
AFRIKAANSE OPSOMMING: Organisasiekultuur het ‘n populêre onderwerp geword sedert al meer maatskappye deel geword het van die mededinging van die wêreldekonomie in die inligtingstydvak. Dit het ook ‘n belangrike metode geword om ‘n maatskappy se strategie te ondersteun. Produkte soos “hardeware” verskaf nie meer die hooffokus wanneer maatskappye daarna streef om hulle markte te bekom nie. Dit word nou aanvaar dat kultuur, wat ‘n rol speel as deel van die maatskappy se “sagteware”, ewe goed as produkte funksioneer, en soms selfs meer doeltreffend. Die mikpunt van hierdie navorsingstudie was om teorie op die praktyk toe te pas deur die volgende vraag te beantwoord: Watter kulturele attribute beliggaam die waardelaag van organisasiekultuur in die werking van die ware organisasie? Hierdie navorsingstudie fokus primêr op Schein se model van organisasiekultuur. Hierdie model word toegepas op gevallestudies van die kultuur van Naspers en Tencent. Die resultaat van die toepassing van Schein se model op hierdie twee maatskappye lei tot ‘n vergelyking van hulle organisasiekultuur. Ten slotte word my eie analise bespreek, gebaseer op die vergelyking. In hierdie deel word aangetoon dat innovasie, die neem van risiko’s, aandag aan detail, resultaat-georiënteerdheid, mens-georiënteerdheid, span-oriëntasie, kliënt-oriëntasie, aggressiwiteit, stabiliteit en onbesorgdheid die kulturele attribute is wat die waardes in ‘n ware organisasie se werking beliggaam.

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Chan, Kit-wan Amy. "A study on the organizational climate in Hong Kong and China offices of BASF China /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18830560.

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Escaleira, Maria de Lurdes Nogueira. "Ressonancias culturais na negociacao internacional." Thesis, University of Macau, 1996. http://umaclib3.umac.mo/record=b1636855.

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Tam, Oi Yin. "Communications rivalry : a case study on communication issues between HK Chinese and American co-workers." HKBU Institutional Repository, 2005. http://repository.hkbu.edu.hk/etd_ra/685.

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Gao, Hongzhi, and n/a. "Guanxi dilemmas and gatekeepers : a qualitative study of Chinese-Western intercultural relationships in marketing." University of Otago. Department of Marketing, 2009. http://adt.otago.ac.nz./public/adt-NZDU20090417.113317.

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Guanxi literally means a �special personal relationship� in Chinese social and business life. It is commonly considered a cultural barrier for many foreign entrants in China due to its exclusiveness, complexity and dynamics. This research study aims to understand the constraints and dilemmas in Chinese-Western intercultural business contexts. Specific questions addressed in this study are: (a) What are the constraints and dilemmas in Chinese-Western intercultural relationships in marketing? (b) How do business actors manage these constraints and dilemmas? (c) What new insights can be developed in order to improve Chinese-Western intercultural marketing relationships? These questions are important because most theoretical understandings of business relationships are developed in Western contexts. Furthermore, the emergence of China as a major global trading nation gives weight to these questions. A case study strategy is adopted with a focus on Chinese-Western intercultural marketing relationships. This study follows the International/Industrial Marketing & Purchasing Group (IMP)�s research tradition that views relationship building as the consequence of interaction among networks of actors. The research methodology is both qualitative and interpretive. A hermeneutical approach under the constructivist paradigm is adopted to interpret empirical findings from interviews with 58 Chinese and Western business managers. Analysis was conducted in three hermeneutical stages. Each stage progressed and revealed new sources of understanding. The first stage provided a contextual understanding of Chinese-Western intercultural business relationship by identifying �three circles� of relationship development activity based on behavioural norms, respectively the insider (guanxi) circle, an emerging intercultural circle and an outsider circle. This allowed me to develop a bridging perspective of guanxi ties in the emerging intercultural �middle� circle. The second stage revealed three types of guanxi dilemmas for outsiders. The second stage also disclosed seven kinds of perceived risk derived from Confucian ideology. The third stage developed a new concept of guanxi gatekeeper. These guanxi gatekeepers play vital roles in managing outsiders� dilemmas and the risks perceived by insiders in developing intercultural (interpersonal) relationships. They engage two gatekeeping processes: reciprocal gatekeeping and symbolic gatekeeping. It is my conclusion that the gatekeeping view of guanxi processes provides an improved understanding of relationship development in Chinese-Western intercultural business contexts. This study contributes to the marketing literature by identifying a new interpersonal network perspective and also the network position of guanxi gatekeeper in emerging Chinese-Western intercultural business networks. Thus, indirectly connected actors are seen to work independently but also interdependently through the involvement of gatekeepers. This study has an important strategic implication for Western entrants in China: Western firms and managers can avoid la guanxi (forcing direct relationships with innermost guanxi insiders) and instead operate through the facilitation of a middle force - guanxi gatekeepers.

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Chen, Lin. "Proper Guanxi network a business essential for western firms in China : a dissertation [thesis] submitted to Auckland University of Technology in partial fulfilment of the degree of Master of Business, July 2005." Full thesis. Abstract, 2005.

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Krueger, Paula Kay. "China and the USA: An analysis of intercultural training methods in the corporate environment." CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2563.

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This project presents the cultural significance of establishing and maintaining business relationships with Chinese counterparts. It includes sample training modules to provide intercultural training for all firms engaged in business with China.

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梁永超 and Wing-chiu Leung. "A case study of a school in the PRC: is the organizational culture prepared for the new goals of nationaldevelopment?" Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31959611.

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Song, Zhaoxun. "Organizational heroes in storytelling : a fantasy theme analysis of two Chinese companies." HKBU Institutional Repository, 2004. http://repository.hkbu.edu.hk/etd_ra/537.

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Pan, Ye, and 潘燁. "The association between organizational culture and Control Self Assessment: adoption and approach choice." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B38901444.

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Fan, Chi-man Cliff, and 范志文. "The impact of school culture on the appraisal system: the case study of an aided secondary school." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B37308713.

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Hednert, Clara. "The Global and the Local A qualitative study of how Swedish Multinational Corporations in China govern their work with Corporate Social Responsibility." Thesis, Örebro universitet, Institutionen för humaniora, utbildnings- och samhällsvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-67601.

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In this thesis it is suggested that the local context and culture has a large impact on how Corporate Social Responsibility (CSR) is perceived and worked with. Previous research shows that it is important for Multinational Corporations (MNCs) to govern their CSR with respect to the local context to be trusted and run their business in a ‘good’ (what is socially perceived as good) way. The aim of this study is to examine how MNCs that are founded in Sweden and in some ways have established in China, perceive CSR and how they work with it in respect to the global- and the local context. The thesis further studies what approaches, and drivers lies behind the engagement in CSR-related activities. The thesis is based on a qualitative approach with six semi-structured interviews, that makes up the empirical material. The interviews were conducted with participants in leading positions in Swedish MNCs located in Shanghai, China. The results show that a global perspective is perceived as important for MNCs to work with, and that they in many ways adapt their global practises with respect to local culture. Furthermore, the approaches used when working with CSR are in many ways strategic and has an ethical and philanthropical drive behind them.

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Tse, Chi-tai Willie, and 謝志棣. "Developing a norm of organizational climate in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31264773.

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Chan, Tsui-kum, and 陳翠琴. "The impact of change of principal on organizational culture: a case study of teachers' perception in aHong Kong secondary school." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31959283.

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Yang, Ping Ping. "Risks associated with mergers and acquisitions in business : a Chinese perspective." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/2287.

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Thesis (DTech (Informatics))--Cape Peninsula University of Technology, 2012.
The rapid growth of Chinese cross-border mergers and acquisitions have attracted global attention to Chinese businesses. As new mechanisms of Chinese expansion in the international business arena, cross-border mergers and acquisitions have necessitated indepth academic studies of the risks associated with these activities from a Chinese business context. The influence of the Chinese government's domination of Chinese business is not only presented as different merger and acquisition tactics, but also as styles of operation and management in the process of integration. In cooperating with different counterparts, the shareholders of both acquiring and acquired companies are seeking solutions to related structural and operational changes. This relies on an effective risk management system to achieve a successful synergistic alliance for value creation. In this research study a conceptual framework was developed to identify risks associated with cross-border mergers and acquisitions. The framework aims at identifying risks at threes levels, namely country, business and management. Risks at business and management level are the result of risks at country level, while risks at country level reflect risks at business and management levels. Therefore, risks identified in Chinese inbound mergers and acquisitions will be valuable risk parameters to Chinese outbound mergers and acquisitions. Cooperation during integration is pivotal to successful mergers and acquisitions. Operational and managerial styles of Chinese businesses are profoundly affected by factors such as the Chinese government's role in business, economic policies, laws and regulations, culture, and so forth. This research identifies risks associated with Chinese post- inbound mergers and acquisitions that are impacted upon by Chinese government domination, from a Chinese business perspective. In approaching this objective, this research studied 34 Chinese inbound mergers and acquisitions using a multiple case study method. The research adopted methodological triangulation for collecting evidence, and aimed at using in-depth case analyses to identify risk factors to add academic value to the field of study. As a result, the research findings strongly indicate that the Chinese government's domination has an extensive and intensive impact on risks associated with Chinese businesses in cross-border cooperation. These identified risks include business strategies and operation, policy implementation, legal compliance, and management performance. Consequently, risks associated with Chinese inbound mergers and acquisitions will mirror the risks of Chinese outbound activities. The research results contribute to the practical application for managing risks associated with both Chinese inbound and outbound mergers and acquisitions. As a solution, mitigation of risks is recommended in the process of both pre- and post- mergers and acquisitions. The research provides valuable insights for both risk management and practitioners in mergers and acquisitions, and facilitates the achievement of process synergy.

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Lusteau, Gildas. "Evolution et représentations de la responsabilité sociétale de l'organisation en Chine : cas des étudiants chinois." Thesis, Strasbourg, 2016. http://www.theses.fr/2016STRAB015/document.

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Ce travail de thèse a pour objectif d’interpréter les enjeux et l’évolution de la responsabilité sociétalede l’organisation en Chine. Si les fondements de la théorie de la RSO sont aujourd’hui bien maîtrisésdans les sociétés occidentales, nous choisissons d’orienter notre travail de recherche sur le cas de laChine. Entre attachement à la pensée traditionnelle confucéenne, transitions politiques de l’èremaoïste et ouverture vers l’Occident dès la fin des années 70 ayant permis l’accès des firmesmultinationales au pays, nous observons dans une première partie l’évolution de la société chinoiseau fil de son histoire et l’apparition de la notion de RSO. Nous nous interrogeons ensuite sur lapossibilité d’une rupture générationnelle en Chine en étudiant le cas de la génération « post-80 ».Enfin, nous dressons un état des lieux des représentations sociales de la RSO des étudiants obtenugrâce à la diffusion d’une enquête en ligne et à une série d’entretiens
This research aims at describing and interpreting the issues and the evolutions of corporate socialresponsibility in China. If the foundations of CSR are now well established in Western societies, wechoose to direct our work towards the study of China. From commitment to the traditional Confucianthought, political transitions of the Mao era and the opening up towards the West in the late 1970sproviding multinational corporations access to the country, the first part describes the evolution ofChinese society throughout its history and the emergence of CSR. We then explore the possibility of aChinese generational break by studying the “post ‘80s” generation. Finally, an online survey and aseries of interviews result on the assessment of values and social representations of CSR amongstudents

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Grainger, Stephen John. "Organisational guanxi and state-owned enterprises in South-west China." University of Western Australia. Asian Studies Discipline Group, 2006. http://theses.library.uwa.edu.au/adt-WU2006.0107.

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[Truncated abstract] This thesis investigates the phenomenon of organisational guanxi in business in the SOE hotel environment in south-west China. A general aim is to give the reader a sense of how organisational guanxi operates in this environment. It identifies the characteristics and roots of organizational guanxi and discusses the significance of its operation in this environment. This thesis also analyses the implications of the continued practice of organizational guanxi and the prospects of its future as the Chinese economy continues to evolve toward a more market orientation. In Chapter One, the phenomena of guanxi, mainzi and renqing are defined and the importance of their role in conducting business in mainland China proposed. … The findings of this new research in south-west China provide conclusive evidence that in this region the guanxi network remains the lifeblood of the business community (Kao, 1993). In addition, this research throws up some conclusions that are not aligned with that of Guthrie?s (2002) Shanghai-based findings. In Chapter Nine, The Conclusion, the major findings of this thesis are revisited and include the acknowledgement and definition of organisational guanxi, the exploration of the roots of organisational guanxi inside the danwei, the differentiation of intra-organisational guanxi from inter-organisational guanxi, the definition of the concept of guanxi neglect, and a comparison of the decay in the strength and usage of guanxi in south-west China with that in the Shanghai region.

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Ng, Mei-har Amy. "An analysis of the implementation of trading fund arrangements in the Hongkong Post, August 1995 to July 2001." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk:8888/cgi-bin/hkuto%5Ftoc%5Fpdf?B23294875.

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Ng, Mei-har Amy, and 吳美霞. "An analysis of the implementation of trading fund arrangements in the Hongkong Post, August 1995 to July 2001." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31966615.

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Chan, Yan-chuen, and 陳仁川. "Cross-cultural communication in a Japanese multinational company in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B42577032.

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Mabuza, Linda Tengetile. "The influence of organisational culture on a high commitment work system and organisational commitment : the case of a Chinese multinational corporation in South Africa." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017768.

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Chinese presence in Africa has been rapidly increasing in the past few years and has been speculated to be mainly due to China seeking Africa’s political alliance and access to Africa’s natural resources and growing consumer markets. The growing presence of Chinese organisations in Africa, however, has not been without its challenges. In particular, Chinese multinational corporations (MNCs) in search of consumer markets in Africa have been cited as facing human resource (HR) challenges which may affect their organisational performance. In this regard, literature on human resource management has already established the important role of organisational culture, HR practices and organisational commitment in enabling organisations to achieve superior organisational performance. Given the fact that there is currently little research knowledge of Chinese presence in Africa at the organisational level, this research aimed to contribute empirical knowledge to the growing body of research in this area. Specifically, the main purpose of this research was to examine how the organisational culture of a Chinese MNC’s South African subsidiary has shaped the nature of its high commitment work system (HCWS) and to assess the consequences thereof on organisational commitment. In alignment with the phenomenological paradigm, the research applied a descriptive and explanatory case study methodology in order to generate rich, qualitative data which was required for in-depth descriptions and to uncover the underlying interactions of the researched phenomena at the subsidiary. The selected case for the research was, therefore, a Chinese MNC operating in the personal computer (PC) industry, which had expanded its operations to South Africa in order to reach Africa’s growing consumer markets. In particular, the South African subsidiary served as a PC sales and distribution organisation for the Chinese MNC. There were about 40 employees at the subsidiary who were all South African employees. Semi-structured, in-depth interviews were conducted with twelve employees from different job functions and across different job levels. Data collection was guided by the theoretical frameworks by Cameron and Freeman (1991) for organisational culture and Xiao and Bjorkman (2006) for the HCWS and organisational commitment. The data collected from interviews was then analysed through a qualitative, content analysis process. The findings of the research thus pointed to the market culture as the dominant organisational culture type at the South African subsidiary of the Chinese MNC; characteristics of the adhocracy and clan cultures were also discovered. The externally oriented market culture was found to be the most relevant for the high performance and market leadership aspirations of the subsidiary. The market culture also appears to be the most appropriate organisational culture that would enable the subsidiary to deal with the competitive nature of the PC industry. Furthermore, it was found that certain cultural values emphasised by the Confucian and Ubuntu value systems could have had a part to play in the formation of the subsidiary’s organisational culture. The market culture was also found to have had the greatest influence in shaping the primarily performance oriented HCWS practices. Of the investigated HR practices at the subsidiary, all were found to be consistent with HCWS practices, with the exception of ownership practices and the performance appraisal system. Finally, although there were generally high levels of organisational commitment reported at the subsidiary, other job and organisational context factors besides the HCWS practices were found to be the major contributors to those feelings of organisational commitment. By investigating the organisational culture, HCWS and organisational commitment of a Chinese MNC in South Africa, this research has added to the body of knowledge concerning the growing presence of Chinese organisations in Africa. Based on the empirical findings of this study, several recommendations have been made in an attempt to assist the Chinese MNC manage the organisational commitment of its South African employees towards superior organisational performance.

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Rasatapana, Nattakan. "Communication and management in a traditional Chinese/Thai poultry company." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2182.

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In Thailand a Chinese poultry company employs a traditional Chinese management style which is a didactic syle of leadership. While the company has dramatically grown in the last twenty years, the management structure has not changed to accomodate the organization's growth. The company is experiencing increased turnover and high absenteeism. The purpose of this study is to identify the threats and weaknesses facing the company in terms of decision making, job descriptions, and communication and management structure.

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Lau, Sze-fei Sophia, and 劉思妃. "Government professionals and value conflicts in the civil service: a Hong Kong study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B42128626.

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37

Anneli, Bucht, and Batyalova Vera. "Corporate Value Transfer in China : Cultural Challenges and Opportunities arising when using a Corporate Training Program: An exploratory case study of H&M." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-255806.

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Problem statement The Western retailer H&M is one of many multinational retailers presently preceding a rapid expansion, followed by an extensive recruitment of new employees in China. H&M works extensively with the transfer of corporate values, mentioned as “the H&M spirit”, to its foreign subsidiary in China through a Corporate Training Program. Scholars have recently highlighted the Corporate Value Transfer process, however the understanding of this process within the International Business literature today is limited. Research purpose The purpose of this research is to create a deeper understanding of the Corporate Value Transfer process in an emerging market context. This research therefore aims to investigate how H&M transfers their corporate values to new employees in China, by focusing on the cultural challenges and opportunities arising during this process within a Corporate Training Program. Methodology The methodology being used was qualitative with an abductive approach, focused on performing a single case study. Empirical data was gathered through 19 semi- structured interviews with managers at H&M ́s Human Resource offices for the Southern China region in Shanghai and Hangzhou. Results and contributions The Corporate Value Transfer process, to new Chinese employees, was summarized in three phases. These three phases, and different cultural challenges and opportunities within them, were conceptualized. This conceptualization contributes in terms of a theoretical foundation within the International Business literature and illustrates how a Corporate Value Transfer process in China can be viewed upon.

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Jandali, Rifai Mohamad Khair, and Yong Wang. "CSR determinants of consumers' purchase of organic food : A cross-cultural comparison between China and Sweden." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84671.

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The purpose of this thesis is to describe the determinants of corporate social responsibility (CSR) that are: community support, diversity, employee support, environment, overseas operations, and product, on consumers’attitude towards purchasing of Organic food brands with Individualism as a moderator. It obtains a quantitative method by the deductive approach. Also, the probability and non-probability sampling select random Chinese and Swedish people above the age of 18. Data collection is by a survey using online questionnaires. Independent sample T-Test compare the means of two samples, factor analysis determines CSR activities and dimensions, and multiple regression employs a description of determinants of CSR dimensions on consumers attitude and purchase. Not to mention the factor analysis and regression analysis are on both samples separately to demonstrate a cross- cultural comparison.The results support previous studies that CSR activities play a crucial role in consumers’ attitude. However, not purchase. Individualism has no impact that moderates this role. Also, demographics do not impact consumers’ purchase,but income impact consumers’ attitude. Cross-cultural comparison for this role shows that it is convergent in Overseas operations and income groups among Chinese consumers. However, it is not convergent among Swedish consumers. Also, the higher the income group of Chinese consumers, the better is their attitude.The thesis gains knowledge that Organic food brands can use CSR activities to influences consumers’ attitude but not purchasing behavior, and organic food brands can tailor their CSR activities according to the target market income group.There is no prior research covering Individualism as a moderator to this influence coupled with Chinese and Swedish as a cross-cultural comparison. Therefore, this thesis is a unique, original, and valuable opportunity to cover this limitation.

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39

"Characteristics of audit-detected accounting errors: an empirical study of Hong Kong and China." 1999. http://library.cuhk.edu.hk/record=b6073184.

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Mo Lai-lan.
"February 1999."
Thesis (Ph.D.)--Chinese University of Hong Kong, 1999.
Includes bibliographical references (p. 182-208).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Mode of access: World Wide Web.
Abstracts in English and Chinese.

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"A study of organizational climate in China: comparison between local firms and foreign firms." Chinese University of Hong Kong, 1993. http://library.cuhk.edu.hk/record=b5887516.

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by Lam Pai-mui.
Thesis (M.B.A.)--Chinese University of Hong Kong, 1993.
Includes bibliographical references (leaves 71-73).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF ILLUSTRATIONS --- p.v
LIST OF GRAPHS --- p.vi
CHAPTER
Chapter I. --- INTRODUCTION --- p.1
Chapter II. --- CONCEPT OF ORGANIZATIONAL CLIMATE --- p.7
Chapter III. --- MANAGEMEOT IN CHINA --- p.14
Historical Setting --- p.14
Problems in the Past --- p.15
Organizational Structure --- p.15
Managerial Skills --- p.16
Party and Management --- p.16
Operations --- p.18
Motivation and Labor Discipline --- p.18
Economic and Management Reforms --- p.19
Chapter IV. --- IMPACT OF CULTURE --- p.22
Key Features --- p.22
Respect for Age and Hierarchy --- p.22
Group Orientation --- p.22
Face' --- p.23
Relationships --- p.23
Cultural Consequences --- p.24
Chapter V. --- METHODOLOGY --- p.36
Questionnaires --- p.36
Sampling --- p.38
Distribution of Questionnaires --- p.39
Chapter VI. --- FINDINGS --- p.41
Company Profile --- p.41
Demographic Profile --- p.41
Organizational Climate --- p.48
Comparison between Local and Foreign Firms --- p.59
Chapter VII. --- SUMMARY AND DISCUSSION --- p.64
APPENDIX I : ORGANIZATIONAL CLIMATE QUESTIONNAIRE --- p.67
BIBLIOGRAPHY --- p.71

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41

"An analysis of the perceived organizational culture and job satisfaction of professional staff in large accounting firms." Chinese University of Hong Kong, 1987. http://library.cuhk.edu.hk/record=b5885871.

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42

Chien, Jennifer. "Culture in the Age of Biopolitics: Migrant Communities and Corporate Social Responsibility in China." Diss., 2013. http://hdl.handle.net/10161/7170.

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This dissertation examines the conjuncture of Corporate Social Responsibility (CSR) and migrant social life in the urban space of Beijing as a problematic of what Foucault called biopower, where distinct logics of market and state power deploy techniques of civil society and culture in the form of public-private partnerships. The unique effect of this conjuncture is an expanding logic of power that obfuscates lines of antagonism between capital and labor, requiring new theoretical and methodological insight into how power, resistance, and antagonism might be conceived in the biopolitical era.

Drawing on recent work on biopower and new theories of antagonism and subjectivity, I argue (following Badiou's work) that both power and resistance must be articulated in their divided tendencies, which allows us to work through how certain tendencies may be contradictory and complementary, and to redraw the lines of antagonism at the level of subjectivity in terms of these divided tendencies. These lines of antagonism don't fall between public/private, market/state, or civil society/state, but along a process by which subjectivities are produced and sustained at a "distance" from the logic of their placement in society, or integrated into power by various strategies of civil society and culture. The practices and theoretical productions of one migrant cultural organization in Beijing, whose project centers on the production of new migrant subjectivity and culture in the transformation of self and society, provides insight into how we might conceive of politics as new forms of "distance" from the logic of biopower.

Through over twelve months of intensive fieldwork from 2010-2011 and follow up trips the following year on the intersection between Corporate Social Responsibility and migrant social life in Beijing, I trace the techniques by which antagonistic subjectivity is intervened upon. First, I examine the surrounding discourses, logics, and conditions of knowledge production on culture that inform the projects of migrant subjectivity from a historical perspective, and reveal a theoretical impasse in the displacement and disavowal of revolutionary culture to grapple with how to re-think antagonistic contradictions in the pervading market logic of difference. The continuation of this impasse into the biopolitical era is brought into focus through the state and market turn to "culture industries" that include, mirror, and delimit migrant social life in Beijing. Problematizing the rise of self-articulated migrant subjectivity and migrant culture amidst these public-private projects, I then turn to the practices of one migrant organization whose project draws upon a legacy of struggle for self-organized and self-run migrant collective practices to successfully confront and block a situation of forced demolition and displacement. Analyzing how elements from state, market, and "civil society" interacted through public-private partnerships in the situation of daily migrant struggles, I identify the importance of the rise of Corporate Social Responsibility in the urban space of Beijing and the growth of biopolitical practices of intervention upon the migrant issue. I argue that the effect of the diffusion of Corporate Social Responsibility as a social practice is to enroll migrants as active participants in a social life that makes their subjectivities and productive activities visible to the public sphere. Lines of antagonism can thus be drawn by taking up distinctions between subjectivities oriented toward "the public," "self-governance," and the CSR "community," versus collective self-organizing. I conclude by arguing that if biopower seeks to mirror practices of resistance and power by drawing upon the self-activities of cooperative subjects, then thinking about the self-organized and self-run migrant organization as a new form of "distance" may shed light on how antagonism and political struggle might be redefined today.

Dissertation

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43

Cheng, Ting Pong Vincent. "The development of a strategic decision making model of Chinese managers on organizational performance in small and medium enterprises." 2008. http://arrow.unisa.edu.au:8081/1959.8/49387.

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The economy of Asia Pacific is becoming increasingly important in the 21st century. Since most economic activities are under the control of Overseas Chinese, the study of the influence of Chinese Culture has become an important item in strategic management research. Despite the criticality of understanding the strategic decision processes of Chinese managers, very few empirical studies have addressed this gap. This research attempts to develop an integrative model that explains the causal relationships between Chinese culture, strategic decision making processes and organizational performance. The study uses the quantitative research design and structural equation analysis technique to develop and test the model. The major findings are two causal paths in the model, namely cognitive-speed path and social-political path. The cognitive-speed path suggests that the Chinese focus on the big picture and that the adoption of a holistic view, as well as drawing analogues from past experience and extensive network, will reduce the duration of the decision process. The social-political path shows that Chinese managers focus on the collective interest, strive to maintain harmony and save face; the managers also use a collaborative approach to handling conflict, thus reducing dysfunctional political behavior, while reinforcing the decision team's focus on common goals, factual data and fair processes. These two paths are found to have a positive relationship with organizational performance with the cognitive-speed path showing a stronger effect. The most significant contribution of this study is the establishment of a Chinese strategic decision making process model that can benefit both Western and Chinese organizations by adapting some of its implications. Future studies can enhance the model using longitudinal design with more detailed variables and larger sample size to study the effect of other contextual differences like ownership or age groups.

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"tale of two universities: organizational culture and general education reform." Thesis, 2011. http://library.cuhk.edu.hk/record=b6075448.

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Lau, Pui Kwan = 兩所大學的故事 : 組織文化與通識教育改革 / 劉珮君.
Thesis (Ed.D.)--Chinese University of Hong Kong, 2011.
Includes bibliographical references (leaves 305-329).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstract also in Chinese.
Lau, Pui Kwan = Liang suo da xue de gu shi : zu zhi wen hua yu tong shi jiao yu gai ge / Liu Peijun.

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45

Weng, Chiu-Ron, and 翁萩蓉. "The choosing Flight Attendant and relevance of the corporate culture- take the China Airlines as an example." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/75760808329519281379.

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碩士
世新大學
觀光學研究所(含碩專班)
100
The purpose of this study is to examine how the corporate culture and the organizational strategy influence the recruit and selection of flight attendants in an airline, and the relationship between these influencing factors. In this study, China Airlines was selected as the research object, and a total of 369 effective questionnaires were collected and analyzed. The results indicated that: 1.Under the influence of corporate culture, organizational strategy will develop flight attendant recruit and selection system that meets the organization’s demand. Supporting the corporate culture has positive influence on the development of organizational strategy. 2.Whether the flight attendants align with the company’s value has positive influence on their performance to meet the company’s demand. Supporting the corporate culture has positive influence on the flight attendant recruit and selection of flight attendants. 3.Well-developed organizational strategy has positive influence on the recruit and selection of flight attendants. Suggestions for further research are also presented and discussed in the study.

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Chen, Wei-Hua, and 陳維華. "The Relationship among Corporate Culture Cognition, Identification and Organizational Commitment of Flight Attendants - A Study of China Airlines." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/c8e8f3.

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碩士
景文科技大學
觀光與餐旅管理研究所
101
Since the twentieth century, airline costs gradually increased was due to the open skies agreement, war, infectious diseases, high oil prices, and the world financial crisis. Moreover, a large number of low-cost airline companies established were the cause to lose passengers and meet a difficult time to run the operation recently. How to stand out from the crowd in a competitive market and even pursuit sustainable developments is a major issue to each airline company. In order to adapt to the external issues and integration of internal problems, business organization would make the development of the corporate culture. It is very crucial to affect the entire operational success by corporate culture and to make a great impact on employees. Many researches reveal corporate culture will influence employees’ organizational commitment significantly in the relationships between organization and employee. The purpose of this study would be investigated those relationships among corporate culture cognition, corporate culture identification and organizational commitment which were presented by flight attendants from the China Airlines, the largest airline company in Taiwan. Secondly, research results would be suggested to the flight attendants and the China Airlines business organization to formulate a value system that could be agreed and followed. Further, the conclusions and recommendations of this study would be reference for the aviation industry and future researches. Total questionnaires distributed were 350 effective returns copies, the major conclusion by the data analysis of this research are listed as follows: 1. The different individual characteristic had shown significant difference in the variables of the corporate culture cognition, the identification and the organizational commitment. 2. The corporate culture cognition, the identification had significant positive relationship with the organizational commitment. 3. The corporate culture cognition has a significant forecast ability to the organizational commitment.

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Liu, Chih-Chiao, and 劉智巧. "Implementation of Corporate Culture in The Human Resources System -A Case Study of RT-Mart Company in China." Thesis, 2019. http://ndltd.ncl.edu.tw/cgi-bin/gs32/gsweb.cgi/login?o=dnclcdr&s=id=%22107NCHU5457038%22.&searchmode=basic.

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碩士
國立中興大學
高階經理人碩士在職專班
107
In recent years, the economic development of People''s Republic of China has progressed steadily, and the national income level has been upgraded due to reform and opening up. The demand for life and people''s necessities has been improved from the first to the best, and the quality has been increased. Since the development of the mainland China e-commerce, it has provided another channel to serve customers. Because of the vast territory and the refined delivery process, it is more convenient for people''s needs. Under the influence of e-commerce, mainland China’s traditional retailers began to seek new operating models to increase consumer adhesion and brand loyalty. The research case company has been deeply cultivating the mainland China’s retail market since 1997, and has naturally become a stable business and well-known brands. From the external level of the store ''s clean management, and the friendship between the colleagues all show the centripetal force of the employees and the staff at all levels.The different employees interviewed in the annual conference film feel proud of being a member of the RT-MART company. One of the content of the company''s corporate culture, the "brothers and sisters" is mentioned by everyone. It can''t help the researchers to be curious about the interrelationship between the corporate culture and human resource management of the RT-MART company. How does the corporate culture affect the formulation of human resource management? How does the system show the corporate culture? The study was conducted in November 2018 for about 4 months of interviews, including the RT-Mart in the mainland China and 2 mainland China RT-Mart stores, and arranged face-to-face interviews with respondents, and then recorded and analyzed the interviews. The results of the comprehensive interviews found that case companies pay considerable attention to corporate culture and talent development. The formulation of corporate culture integrates the language that cross-strait culture can understand and reaches a consensus. The slogan of the company''s mission can be seen at the headquarters, stores or logistics center, and the corporate culture is explained and evaluated in the training courses and promotion of all classes. . During the interview, everyone agreed that the company''s corporate culture has a positive and stable strength. In order to meet the needs of the operation of the store, in the training of talents, the training center was set up by a full-time lecturer to coordinate the job knowledge of each level of demand, establish a training base, set up a Chinese retail university, and become a talent pool for talent training in the retail industry. The RT-Mart company also sets the Job description of each position with a transparent promotion system, encourages employees to promote challenges and high salaries, and allows employees to understand the work content and direction of efforts. Put the spirit of corporate culture into talent cultivation, daily work and performance evaluation. RT-Mart has been operating in the mainland China for 20 years, and its corporate culture and human resources system has been continuously quenched and refined. This study combines the reference of academic literature and hopes to provide an example for enterprises in the future.

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Poon, Kai Cho. "Corporate legal advisers of state-owned enterprises in the People's Republic of China: the developing watchdogs." 2010. http://repository.unimelb.edu.au/10187/8525.

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This thesis critically assesses the design and operation of the corporate legal adviser (“CLA”) system for state-owned enterprises (“SOEs”) in the People’s Republic of China (“PRC”).
The study of in-house legal advisers (commonly known as corporate counsel) in Western jurisdictions has developed as its own subfield of studies of the legal profession. That literature shows that the roles that in-house legal advisers in Western corporations should and can play is heavily influenced by their corporate environments, corporate policies and attitudes of the corporate leaders with whom they work. There are a range of complex organizational and ethical issues faced by Western corporate counsel in discharging the functions of effective gatekeepers, advisers and preventive law practitioners. However, as compared with the abundant published works on corporate counsel in the era of post-Enron corporate America, there is little academic literature on in-house legal advisers in China.
In the face of the challenges and risks caused by the intensifying economic reforms in the PRC since the early 1990s, and China’s entry into the WTO in 2001, the PRC Government has been attempting to strengthen measures to preserve and protect those state assets that are managed and operated through SOEs. The supervisory body for SOEs is the powerful and well-known State-owned Assets Supervision and Administration Commission (“SASAC”) which is directly under the control of the State Council.
SASAC has perceived that corporate counsel in Western corporations have been playing a critical role in corporate risk management and decision-making, and have been accorded a high status within their organizations. Therefore one of the measures implemented by SASAC under its risk management framework for SOEs is the CLA system. The CLA system requires SOEs to engage licensed CLAs as part of the corporate governance and risk management system. Pursuant to the Administrative Measures for State-owned Enterprise Corporate Legal Advisers (2004) (the SASAC document governing the system), the role, rights and obligations of CLAs are set out. The policy objective is to ensure that SOEs are managed and operated in compliance with law and with proper legal advice.
SASAC leaders have claimed that the CLA system in SOEs has made great achievements in improving the risk management performance of SOEs. However, this thesis finds that SASAC has not properly addressed the ethical and role dilemmas commonly faced by Western corporate counsel. On the basis of the Western literature on corporate counsel and analysis of SASAC’s policies and the practice of SOEs, this thesis identifies the following key concerns with the CLA system of SOEs: the status and independence of CLAs, the qualification system for CLAs, the legal and professional regulation of CLAs, and the management structure and corporate culture of SOEs where CLAs work. Finally, the inherent problems caused by the power structure in SOEs, especially the role of senior cadres of the ruling Chinese Communist Party in SOEs, has not been resolved.
This thesis concludes that CLAs as corporate watchdogs in SOEs are still at the developmental stage. More empirical research of CLAs of SOEs is warranted to better understand how China, as an emerging world economic power, is to play on the international stage.

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Meng, Yu-han, and 孟渝涵. "A Study of Chinese Corporate Culture and Organizational Motivation- The Difference Comparison of the Employees between Taiwan and China." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/28126174062764301545.

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碩士
國立中山大學
人力資源管理研究所
94
As step of the internationalization being becoming riper, enterprise trend towards competition, how recruit, employ with retaining the office outstanding talent become manpower tactics most important enterprise at present time. Are the staffs willing to contribute to their mind, it is for enterprise could maintain by competitiveness important factor. Enterprises excite working wills of staff with the incentive system, is the key to improving staff''s loyalty and commitment to enterprises. Will bring up different staff under each kind of corporate culture, can also say different staff to gather together when working can get up and send out one belong to their unique corporate culture, ape sedulously, complement each other between the two. How should enable enterprise to reach and manage continuously forever, become the outstanding one among the same trade? With today when people first of 21st century, the corporate culture can''t be indiscreet and negligent. Another, should make outstanding talents like to be paying one''s own intelligence constantly for an enterprise, as for market with keen competition of now, the incentive system organized is even more push hands in pair of invisible stealth. The good incentive system not only can make the staff obtain satisfication at work, can lead, excite out more intelligence intention even more, create profit-making value for enterprise. As studying the purpose of this research, with the corporation culture to organizational motivation and organization commitments’ influence. Amounts to 12 enterprises in Taiwan and Jiangsu, go through 9 months and carry on questionnaire investigation to the staff with the random sampling pattern. A total of 500 survey forms were sent out, and 362 of which were completed and returned. Through differential analysis, correlational analysis, and multiple regression analysis, the empirical findings of the present study are as the following: 1. In Taiwan, the corporate culture is having influence on the organizational motivation; In Jiangsu, the corporate culture is having some influence on the organization motivation. 2. In Taiwan and Jiangsu, the corporate culture will influence the staff to the organizational commitment willing. 3. In Taiwan and Jiangsu, organizational motivation system to influence the staff to the organizational commitment. 4. In Taiwan and Jiangsu, corporate culture, organizational motivation and organizational commitment that will have with difference of staff''s personal attribute. 　　 5. Corporate culture and organizational commitment have small influences on organizational motivation.

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Jiang, Nanquian. "How does the concept of guanxi help foreign managers do business in China?" 2009. http://adt.waikato.ac.nz/public/adt-uow20090713.172030/index.html.

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Dissertations / Theses on the topic 'Corporate culture – China'

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