Journal articles on the topic 'Corporate culture – China'
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Hawes, Colin. "Representing Corporate Culture in China: Official, Academic and Corporate Perspectives." China Journal 59 (January 2008): 33–61. http://dx.doi.org/10.1086/tcj.59.20066379.
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Wang, Jinghua, and Ning Mao. "Mercantile culture and corporate innovation: evidence from China." Applied Economics Letters 26, no. 17 (January 3, 2019): 1393–401. http://dx.doi.org/10.1080/13504851.2018.1564012.
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Wan, Peng, Xiangyu Chen, and Yun Ke. "Does corporate integrity culture matter to corporate social responsibility? Evidence from China." Journal of Cleaner Production 259 (June 2020): 120877. http://dx.doi.org/10.1016/j.jclepro.2020.120877.
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Lin, Jing. "Corporate crime control in China: an observation from culture perspective." Journal of Money Laundering Control 22, no. 3 (July 2, 2019): 472–79. http://dx.doi.org/10.1108/jmlc-09-2018-0058.
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Purpose The purpose of this paper is to critically evaluate role of penal approach in corporate crime control and to assess if compliance program can be accepted in China, the largest developing country with relatively little regulatory capacity and an immature financial market when compared to developed economies. Design/methodology/approach Based on the general corporate crime control theory, a perspective from legal culture will be specially followed in studying control instruments. Findings This paper found that the criminal control approach has its limitations in corporate crime control in China and, therefore, argued that compliance programs are highly consistent with Asian legal cultures. However, unlike many developed economies, compliance programs have not been included in sentencing guidelines yet, which has been left to judges’ discretion. Originality/value The concept of compliance as a control instrument has been widely discussed in developed economies. Limited research observes areas such as China, which faces a notable dilemma, i.e. economics has been speedily booming, whereas regulation rules are relatively left behind.
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bo Li, Tian, and Gillian Moreira. "Learning English in corporate China." English Today 25, no. 3 (July 30, 2009): 41–48. http://dx.doi.org/10.1017/s0266078409990265.
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ABSTRACTA study of English in China's business context.China's rise and its potential markets are attractive enough for companies worldwide to want to do business in and with this country. Recognizing the important role played by language and culture in international business, this paper will explore the functions of English as a language of international communication in the business context in China. In particular it examines the rise in English learning fever and how English is perceived, mainly in companies. Our analysis will be based on a survey of 59 foreign and Chinese companies in mainland China in 2007. The results show that in these companies English is perceived as a tool for international communication, better pay, better jobs and a window to the world.
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Xue, Yinfei. "The Influence of Organisational Culture on Leadership: A Case Study of Baidu Corporation, China." Asian Journal of Social Science Studies 4, no. 4 (November 6, 2019): 86. http://dx.doi.org/10.20849/ajsss.v4i4.676.
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Corporate culture and leadership are central to the performance of the firm in many ways. Culture outlines essential practices and patterns that guide the leaders' control. The connection between cultural influences on corporate leadership has been examined from various perspectives. A productive culture can determine the success of a company, and its interaction with leadership is an exciting area of examination in research.Objectives of the Study: This study’s primary aim was to establish how the corporate culture influences leadership in various ways in the corporate environment using the case study of Baidu Corporation in China. Also, the study intended to examine different leadership styles and influence on organisational performance.Methods: The study was carried out in Baidu, Inc., China, a target of 100 participants using mixed-structured email questionnaire. The study also utilised various research techniques, including the mixed-method method in the study process.Results and Findings: The study found that there is a secure link between corporate culture and the kind of leadership adopted in an organisation. Also, the study established various aspects of employee opinion, with evidence that employees favour certain leadership styles such as transformational leadership style over others.
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Cheng, Wei-Qi. "Protection of minority shareholders in Hong Kong and China: do culture and institutional design make any difference?" Northern Ireland Legal Quarterly 61, no. 1 (March 11, 2020): 53–78. http://dx.doi.org/10.53386/nilq.v61i1.441.
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The corporate governance system in Hong Kong and mainland China was transplanted from Western countries. However, the latest ranking in corporate governance in Asia shows that Hong Kong moved to the top of the 2007 ranking above 11 other Asian countries while China was not even included.2 How can such a huge difference be explained? This article compares and discusses the reasons for the difference in corporate governance in Hong Kong and China. In particular, it focuses on discussing local cultural influences and institutional design on the implementation of the system of protection of minority shareholders in Hong Kong and China.
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Chong, Kimberly. "Producing “global” corporate subjects in post-Mao China: Management consultancy, culture and corporate social responsibility." Journal of Business Anthropology 4, no. 2 (November 13, 2015): 320. http://dx.doi.org/10.22439/jba.v4i2.4895.
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China’s rampant economic modernization―much discussed, vaunted, and criticised―has led to an influx of foreign corporations. Along with substantial investment they usher in new problems of modernity. Most pressing, at least from the perspective of Western managers, is how to “reengineer” the Chinese knowledge worker to think and behave in accordance with global business norms. Drawing on 16 months fieldwork inside the China arm of global management consultancy, this article examines the ways in which the internal practice of corporate social responsibility (CSR) is used to ”civilize” Chinese employees in a global ethics. Through ethnographic analysis of various ”corporate citizenship” initiatives, I track the ways in which these performances of morality feed into an ”imaginary of a moral self.” I also point out the discursive limits to these processes and argue that CSR, which has been criticized as a modern re-incarnation of Western paternalism and corporate imperialism, is a discursive formation which is incompatible with the post-Mao context where economic development and morality is mainly controlled by the state. Furthermore, I show that corporate ethicizing, although often characterised as an extra-financial disposition, is subsumed into the work of making “engaged employees”―defined as those who are productive of shareholder return.
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Chen, Shihua, Yan Ye, Khalil Jebran, and Muhammad Ansar Majeed. "Confucianism culture and corporate cash holdings." International Journal of Emerging Markets 15, no. 6 (March 17, 2020): 1127–59. http://dx.doi.org/10.1108/ijoem-08-2019-0590.
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PurposeThis study examines how Confucianism, as an informal system, alleviates manager–shareholder conflicts and thus decreases managerial behavior of keeping higher levels of cash reserves. This study also investigates whether formal governance mechanisms (state ownership and institutional investors) moderate the relationship between Confucianism and cash holdings.Design/methodology/approachThis study opts a sample of Chinese listed firms over the period of 2004–2015. The geographical-proximity-based method was followed to measure Confucianism, which is the distance between a firm's registered address and the national Confucianism centers.FindingsThe results indicate that Confucianism adversely influences cash holdings. The authors’ findings illustrate that Confucian culture promotes ethical behavior, and therefore, firms in a strong Confucianism environment keep a lower level of cash reserves. The authors further document that the effect of Confucianism on cash holding is weaker for state-owned firms but stronger for firms with low institutional ownership.Practical implicationsThe findings provide implications for policymakers, academicians, and corporations. The results suggest that culture can reduce cash holdings. Especially, in emerging markets, such as China, where formal mechanisms are relatively less effective, informal institutions can serve an alternative system for alleviating adverse effects of agency conflicts.Originality/valueThis study contributes to the literature in two ways. First, this study contributes to cash holdings literature by showing that culture (Confucianism) is negatively associated with cash holdings. Second, this study extends the incumbent literature that seeks to explore how Confucian culture influences corporate behavior. To the best of the authors knowledge, this is the first study that identifies that Confucianism is associated with cash holdings.
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Zhao, Hailin, Haimeng Teng, and Qiang Wu. "The effect of corporate culture on firm performance: Evidence from China." China Journal of Accounting Research 11, no. 1 (March 2018): 1–19. http://dx.doi.org/10.1016/j.cjar.2018.01.003.
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Li, Yaoqin, and Xixiong Xu. "Does religious culture matter for corporate risk-taking? Evidence from China." Asia-Pacific Journal of Accounting & Economics 27, no. 5 (January 28, 2019): 511–30. http://dx.doi.org/10.1080/16081625.2019.1566869.
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Zheng, Wenzhi, Yen-Chun Jim Wu, XiaoChen Chen, and Shu-Jou Lin. "Why do employees have counterproductive work behavior? The role of founder’s Machiavellianism and the corporate culture in China." Management Decision 55, no. 3 (April 18, 2017): 563–78. http://dx.doi.org/10.1108/md-10-2016-0696.
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Purpose The purpose of this paper is to analyse the mechanism of how Machiavellian corporate culture (MCC) affects employees’ counterproductive work behaviours. Design/methodology/approach Through a three-phase grounded study on the data of a single case amounting to over 170,000 words, this qualitative study explores why employees exhibit counterproductive work behaviours. Findings The results indicated that the implications of the MCC of family businesses in China include the following three dimensions: low trust, control orientation, and status orientation. In this corporate cultural context, employees exhibit counterproductive work behaviours because they perceive low organisational justice, psychological contract violation, and low trust. Among them, psychological contract violation serves as a triggering mechanism due to the organisational context and trust is crucial to employee counterproductive work behaviour. Research limitations/implications In this study, the results are derived merely from the observation of and generalisation about one case; more therefore, empirical studies are required. Practical implications Numerous family business owners in China exhibit a high level of Machiavellian personality traits, and this personality tends to determine the implications of corporate culture. In order to establish a diverse culture, a heterogeneous top manager team must be developed and a new organisational culture must be established from top down. Originality/value This study extends the research scopes of employee personality and behaviours as well as leaders’ personality traits and employee emotions, and proposes a theoretical framework of leaders’ personality-culture-employee behaviours as a contribution to studies on organisational behaviour, theories of corporate social responsibility, and development of corporate culture.
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Yin, Juelin. "Institutional Drivers for Corporate Social Responsibility in an Emerging Economy: A Mixed-Method Study of Chinese Business Executives." Business & Society 56, no. 5 (June 30, 2015): 672–704. http://dx.doi.org/10.1177/0007650315592856.
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This study develops an internal–external institutional framework that explains why firms act in socially responsible ways in the emerging country context of China. Utilizing a mixed method of in-depth interviews and a survey study of 225 Chinese firms, the author found that internal institutional factors, including ethical corporate culture and top management commitment, and external institutional factors, including globalization pressure, political embeddedness, and normative social pressure, will affect the likelihood of firms to act in socially responsible ways. In particular, implicit ethical corporate culture plays a key role in predicting different aspects of corporate social responsibility (CSR), while external institutional mechanisms mainly predict market-oriented CSR initiatives. This study contributes to the research on CSR antecedents by showing that in the emerging economy of China, CSR toward nonmarket stakeholders is more closely intertwined with corporate tradition and values, while legitimacy-seeking CSR activities are still limitedly rewarded.
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Gao, Yongqiang. "How business influences government policy in China." Chinese Public Administration Review 2, no. 1/2 (November 1, 2016): 55. http://dx.doi.org/10.22140/cpar.v2i1/2.40.
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Although the Chinese corporate sector is deeply involved in the political process, there has been very little research on the topic so far. This article tries to identify the approaches by which Chinese firms influence government policy decision-making, in order to maintain a favorable business environment. Our analysis indicates that, due to the differences in culture and political and economic systems, there are correspondingly great differences in approaches to political participation in Chian and the west. For China, the participation of business in the policy process has led to corruption and other serious problems.
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Zainullin, S. B., and O. A. Zainullina. "Corporate culture as a driver of the corporate security of foreign military-industrial enterprises." National Interests: Priorities and Security 16, no. 12 (December 15, 2020): 2363–80. http://dx.doi.org/10.24891/ni.16.12.2363.
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Subject. The military-industrial complex is one of the core industries in any economy. It ensures both the economic and global security of the State. However, the economic security of MIC enterprises strongly depends on the State and other stakeholders. Objectives. We examine key factors of corporate culture in terms of theoretical and practical aspects. The article identifies the best implementation of corporate culture that has a positive effect on the corporate security in the MIC of the USA, the United Kingdom, the European Union, Japan ans China. Methods. The study employs dialectical method of research, combines the historical and logic unity, structural analysis, traditional techniques of economic analysis and synthesis. Results. We performed the comparative analysis of corporate culture models and examined how they are used by the MIC corporations with respect to international distinctions. Conclusions and Relevance. The State is the main stakeholder of the MIC corporations, since it acts as the core customer represented by the military department. It regulates and controls operations. The State is often a major shareholder of such corporations. Employees are also important stakeholders. Hence, trying to satisfy stakeholders' needs by developing the corporate culture, corporations mitigate their key risks and enhance their corporate security.
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Gu, Saiyu, and Haowen Liu. "Crafting a Confucian Culture in Chinese Corporations: A Case Study of Guangzhou Borche." Athens Journal of Business & Economics 7, no. 4 (June 23, 2021): 305–20. http://dx.doi.org/10.30958/ajbe.7-4-1.
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Corporate culture is an important source of enterprise’s soft power. Confucianism, which has been regarded as official teaching over a thousand years, manifests its profound values in modern management and is adopted by a number of private companies in China. This paper employs a case study method, concentrating on the development of Borche - a private enterprise in Guangzhou. Data and other information were collected from interviews, open reports and historical records and got ensured by triangulation verification. It seeks to explain how the Confucianism got internalized as part of a corporate culture and serves us its management guideline. The result demonstrates that the internalization of Confucian values in a corporation will go through three stages: cultural identity, identity strengthening and spontaneous order. Confucianism’s corporate culture is reflected in four aspects: of spirit, institution, behavior, and matter. The cultural infiltration mechanism is thus created. Keywords: corporate culture, Confucianism, cultural internalization mechanism, culture evolution
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ZHANG, Zinian, and Roman TOMASIC. "Corporate Reorganization Reform in China: Findings from an Empirical Study in Zhejiang." Asian Journal of Comparative Law 11, no. 1 (May 20, 2016): 55–85. http://dx.doi.org/10.1017/asjcl.2016.3.
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AbstractIn 2006, China enacted its first rescue-oriented Enterprise Bankruptcy Law with the aim of establishing its corporate rescue culture. But the corporate reorganization procedure that is at the heart of the new bankruptcy law has not been used frequently. It is appropriate to ask why the use of China’s new corporate rescue law has been so low. Meanwhile, in the existing corporate reorganizations under the 2006 Law, most debtors were excluded from the reorganization process, so that the Chinese new debtor-in-possession model, which seems to be a desirable control format, was largely shelved. Why so? This article explores these two issues through the use of empirical data collected from Zhejiang, a province with a significantly larger number of reorganizations than most other Chinese provinces.
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Tsai, Terence, Michael N. Young, Bor-shiuan Cheng, and Shubo Phillip Liu. "Sinyi Real Estate in China: The Challenges of Maintaining an Ethical Business Culture." Asian Case Research Journal 14, no. 02 (December 2010): 159–85. http://dx.doi.org/10.1142/s0218927510001374.
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Sinyi was one of the most successful real estate agent companies in Taiwan and China mainland. Sinyi's founder, Chun-chi Chou, embraced Confucian perspective in his management and successfully cultivated a "people-centered" corporate culture for both Sinyi's employees and customers. Mr. Chou proclaimed "trustworthiness and fair dealing" as the guiding principles for the company. This was in contrast to the immature environment of the real estate brokerage industry in China, where immoral real estate agents were common. Sinyi also signed a master franchise agreement with Coldwell Banker Real Estate Corporation (Coldwell Banker) as its China market entry strategy. However, large international competitors and local real estate agents were aggressively seizing market share and it became difficult for Sinyi to sustain its vision and its unique management style with high-speed expansion. The case highlights the business ethics that has been a cornerstone of Sinyi's success and outlines competitor and industry conditions in China's real estate industry, focusing on the following questions: Should Sinyi adhere to its corporate philosophy of righteousness and trustworthiness among its staff? Does Sinyi need to change its business model in countering its competitors' aggressive moves? What necessary measures must Sinyi take in the ever-changing market? What role did Chou's responsible leadership play in Taiwan and would it be working in China mainland's market?
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Qin, Yu, Bin Li, and Larry Yu. "Corporate Culture and Company Performance: A Case Study of Home Inns in China." Asia Pacific Journal of Tourism Research 20, no. 9 (September 26, 2014): 1021–40. http://dx.doi.org/10.1080/10941665.2014.949280.
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Jia, Fansheng, Yilin Zhang, Kam C. Chan, and Sujuan Xie. "The impact of religiosity on corporate loans and maturity structure: evidence from China." Pacific Accounting Review 29, no. 3 (August 7, 2017): 307–29. http://dx.doi.org/10.1108/par-02-2017-0012.
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Purpose This paper aims to examine the relation between religiosity and formal financing in the context of long- and short-term corporate loans. Design/methodology/approach This paper uses archival methodology to conduct a multiple regression analysis with the amount of long- and short-term corporate loans as the dependent variable and a measure of religiosity as the key explanatory variable. Findings This paper offers four findings. First, when a private firm locates in a high religiosity region, it is more likely to get more corporate loans and the amount of corporate loans is positively correlated with the extent of religiosity. Second, religiosity drives a private firm getting more (less) short-term (long-term) loans. Third, a private firm in a high religiosity region is able to incur lower interest cost associated with more short-term loans. Finally, the results are confined to Buddhism, Taoism and Christianity. Practical implications Overall, the findings are consistent with the notion that religiosity shapes the local culture so that individuals, some of them are borrowers and lenders, show the religious traits in the formal lending and borrowing relationship. Originality/value Overall, findings of this paper are consistent with the notion that religiosity shapes the local culture so that individuals, some of them being borrowers and lenders, show religious traits in the formal lending and borrowing relationship.
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Tomasic, Roman, and Jenny Jian Rong Fu. "Government-owned companies and corporate governance in Australia and China: beyond fragmented governance." Corporate Ownership and Control 3, no. 4 (2006): 123–31. http://dx.doi.org/10.22495/cocv3i4p10.
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The ownership and control of government owned companies presents a major challenge for the integrity of established corporate law ideas regarding accountability of directors and the independence of government owned companies. Drawing upon experience from China and Australia, the article discusses some of the key corporate governance tensions that have emerged from the corporatization of state owned assets. The attempt to uncritically apply private sector ideas to the corporatisation of state-owned and controlled companies is fraught with difficulties that are discussed in this article. The article also examines attempts to place state owned companies on a sounder conceptual footing through changes to their culture brought about by adopting and embedding guidelines and standards, such as the recent OECD Guidelines on the Corporate Governance of State-owned Enterprises
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Davies, David J. "Wal-Mao: The Discipline of Corporate Culture and Studying Success at Wal-Mart China." China Journal 58 (July 2007): 1–27. http://dx.doi.org/10.1086/tcj.58.20066305.
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Anthony Wong, IpKin, and Jennifer Hong Gao. "Exploring the direct and indirect effects of CSR on organizational commitment." International Journal of Contemporary Hospitality Management 26, no. 4 (May 6, 2014): 500–525. http://dx.doi.org/10.1108/ijchm-05-2013-0225.
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Purpose – The purpose of this study is to investigate the effect of perceived corporate social responsibility (CSR) on employees’ affective commitment through the mediating role of perceived corporate culture. Design/methodology/approach – Data were collected by means of self-administered survey. A total of 379 complete responses were obtained from tourism and hospitality organizations in China. The proposed relationships were tested using structural equation modeling in four nested models. Findings – Results show that CSR to employees and CSR to customers are fully mediated by employee development, harmony and customer orientation of the corporate culture, while CSR to stakeholders is partially mediated. Practical implications – The findings also suggest that the literature should reconsider how CSR initiatives could pinpoint a specific dimension in developing loyal employees. This study also shows that employees are social actors who seek a corporate culture that best suits their self-interest; hence, they are more committed to an organization particularly in respect to employee development and social harmony. Originality/value – This study adds to the literature by showing that not all CSR efforts would directly lead to employee commitment. It shows that the CSR-to-employee and CSR-to-customer dimensions play the most salient roles in nurturing a corporate culture that is perceived to focus on employee development, harmony, customers and innovation.
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Li, Minghao. "Enlightenment of American Legal Theory and Practice of "Piercing the Corporate Veil" to China." Journal of Politics and Law 14, no. 4 (July 30, 2021): 80. http://dx.doi.org/10.5539/jpl.v14n4p80.
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Observing the current legal system and theory of America, "piercing the corporate veil" is in a state of "chaos" in both of them. How can China learn from the rule of law and the theory of "piercing the corporate veil"? How to avoid its harm and gain its benefits? Due to different national conditions and judicial systems, also differences between civil law system and common law system, and at the same time, the world is in the era of globalization, the exchange of legal culture of Chinese legal system is expanding and deepening day by day. Therefore, it is necessary to study the rule and theory of "piercing the corporate veil". This paper systematically summarizes the current situation of the rule and theory of "piercing the corporate veil" in America, explores the causes of the confusion, and puts forward some suggestions to prevent the occurrence of problems in China after transplanting this rule, which is very necessary and timely.
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Yu, Shengli, and Anna Lee Rowe. "Emerging phenomenon of corporate social and environmental reporting in China." Sustainability Accounting, Management and Policy Journal 8, no. 3 (July 3, 2017): 386–415. http://dx.doi.org/10.1108/sampj-09-2016-0064.
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Purpose The purpose of this paper is to explore the motivations underpinning recent evolving corporate social and environmental reporting (CSER) among enterprises in China through the lenses of senior managers. Design/methodology/approach Using the interpretive tenets of engagement research, semi-structured in-depth interviews were adopted to explore the perceptions of senior managers from 21 large companies in various industries. The aim is to make sense of the emerging CSER phenomenon occurring in the field through engagement, observation and penetrating interviews. Findings The findings identify the main enablers driving CSER in China as: regulations and government influence; management awareness; benefits to company image; peer pressure/reporting by peers and public pressure on controversial companies. Guided by a system-based theoretical framework in terms of motivations for CSER, this study offers insights into the effectiveness of using widely adopted Western-based theoretical approaches in a Chinese context where companies operate against a different socio-economic, political, regulatory and cultural backdrop. Research limitations/implications The deep-rooted face (Mianzi) culture has the potential to influence managers to portray a positive image about their companies and themselves. Originality/value This engagement-based study is one of the few initiatives exploring managerial perceptions of CSER in China that adds to the scant literature pertaining to rich “emic” data in accounting, encompassing cultural influence by applying systems-oriented theoretical framework. The stimulus for CSER identified are useful for regulators and organizations to better comprehend how to set effective policies that promote CSER and fit the distinctive institutional characteristics of China.
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Yan, Tony, and Michael R. Hyman. "Cross-culture product hybridization in pre-communist China (1912–1949)." Asia Pacific Journal of Marketing and Logistics 32, no. 2 (October 22, 2019): 548–74. http://dx.doi.org/10.1108/apjml-12-2018-0502.
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Purpose Studies on cross-culture marketing often focus on either localization or globalization strategies. Based on data from pre-communist China (1912–1949), product hybridization – defined as a process or strategy that generates symbols, designs, behaviors and cultural identities that blend local and global elements – emerges as a popular intermediate strategy worthy of further inquiry. After examining the mechanisms and processes underlying this strategy, a schema for classifying product hybridization strategies is developed and illustrated. The paper aims to discuss these issues. Design/methodology/approach Critical historical research method is applied to historical data and historical “traces” from pre-communist China’s corporate documents, memoirs, posters, advertisements, newspapers and secondhand sources. Findings Strategic interactions between domestic and foreign companies in pre-communist China fostered products and a city (Shanghai) containing Chinese and non-Chinese elements. Informed by historical traces and data from pre-communist China (1912-1949), a 2 × 2 classification schema relating company type (i.e. foreign or domestic) to values spectrum endpoint (i.e. domestic vs foreign) was formulated. This schema reflects the value of communication, negotiation and cultural (inter)penetration that accompanies cross-culture product flows. Research limitations/implications Cross-culture marketing strategies meant to help companies satisfy diverse marketplace interests can induce a mélange of product design elements. Because product hybridization reflects reciprocity between domestic and foreign companies that embodies multiple interests and contrasting interpretations of product meanings, researchers should examine globalization and localization synergistically. Practical implications Strategies adopted by domestic and foreign companies in pre-communist China (1912–1949) can help contemporary companies design effective cross-culture marketing strategies in a global marketplace infused with competing meanings and interests. Originality/value Examining historical strategies adopted in pre-communist China (1912–1949) can inform contemporary marketers’ intuitions. Understanding product hybridization in global marketplaces can improve marketing efficiency.
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Hu, Shao-Dong, and Si-Yan Chen. "Cultural beliefs, agency relationship, and network governance." Chinese Management Studies 9, no. 2 (June 1, 2015): 176–96. http://dx.doi.org/10.1108/cms-03-2015-0054.
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Purpose – The purpose of this paper is to investigate the effects of cultural beliefs on governance in a business network without a legal institutional framework. Particular emphasis is placed on the cross-country remittance mail operating network in Chaoshan, China, during the period 1860-1949. This investigation builds on Greif’s business governance theory and develops an analytical framework that considers cultural beliefs, agency relationships and multilateral punishment mechanisms. Furthermore, it uses the institutional analysis method to identify the institutional factors that sustained the remittance mail operating networks and their underlying mechanisms. Design/methodology/approach – This paper adopts the qualitative research method. First, it investigates the history of the remittance mail operating network and agency relationships by searching through the contents of the relevant historical documents preserved in the official archives and information found in other records. Thereafter, it summarizes and demonstrates the cultural beliefs inferred from that research. The archival materials permit analysis of the interactions between cultural beliefs, agency relationships and multilateral punishment mechanisms by the institutional analysis method. Findings – Due to the lack of legal institutions in China during the period under review, cultural beliefs played a central institutional role in cross-country business relations. Network governance was coupled with clan cultural beliefs in the remittance mail operating network. This relationship was the key to sustain the efficient operation of the remittance mail network. Originality/value – In the West, corporate governance has been influenced by and has become an integral feature of Western culture and values. This is not necessarily so for the corporate governance in terms of Chinese culture and values. Thus, instead of mimicking the modes of developed countries, it is important for Chinese enterprises to seek a mode of corporate governance that is in accord with their local cultures. This may be an important focus for enterprise development.
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Zhao, Crystal L. "Management of corporate culture through local managers' training in foreign companies in China: a qualitative analysis." International Journal of Training and Development 9, no. 4 (December 2005): 232–55. http://dx.doi.org/10.1111/j.1468-2419.2005.00234.x.
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Liu, Yue, Yu Mei Ye, and Yan Wang. "Study on the Effects of Political Association of Private Listed Corporations in China." Applied Mechanics and Materials 687-691 (November 2014): 4588–96. http://dx.doi.org/10.4028/www.scientific.net/amm.687-691.4588.
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This document is based on the rent-seeking theory, the relationship culture, resource dependence theory, social exchange theory and stakeholder theory, and using the empirical data of Chinese private listed corporations in 2011, from this point of view that the political connection enterprises will better fulfill their social responsibility, research the social effects and economic effects of the political association of private listed corporations. Empirical study finding, The scale of employees and level of charitable donations of private listed corporations with political association are significantly higher than that no associated corporations, and the stronger degree of political connection, its employees scale is greater and the level of charitable donations is higher; Corporate performance of private listed corporations with political association better than no Associated Corporations, and the stronger degree of political connection, the corporate performance better. This study has a profound significance on using the advantages of private Corporations' political connections to improve the long-term competitiveness of Corporations .
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Kim, Byoung-Goo, and Gyu-Bae Kim. "Determinants of the level of foreign subsidiaries’ localization of Korean MNCs and performance in China." Journal of Korea Trade 21, no. 1 (March 6, 2017): 2–21. http://dx.doi.org/10.1108/jkt-01-2017-0006.
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Purpose The purpose of this paper is to empirically analyze what effects the headquarters’ (HQ) business strategy and corporate culture, the local network embeddedness of the foreign subsidiary, and HQ-subsidiary communication have on the staff localization of foreign subsidiaries. The authors carry out empirical analysis on how localization of foreign subsidiaries ultimately affects the performance of foreign subsidiaries. Design/methodology/approach This study is an empirical analysis on the determinants of staff localization and the relationship between staff localization and corporate performance. In this study, the five hypotheses were proposed and tested using survey data. The authors randomly selected a total of 800 companies as subjects and conducted a survey. The final 222 survey data including HQs and subsidiaries were used for empirical analysis. The statistical analyses such as reliability test, factor analysis and regression were used. Findings This study shows that there was a higher level of staff localization by the foreign subsidiary when the investment goal was market-oriented investment, the Korean foreign subsidiary had stronger local network embeddedness and there was better HQ-subsidiary communication. In addition, the relationship between localization and subsidiary performance shows an inverted U-shape. Such results will give various implications to companies. Originality/value The research that takes a multilayered consideration on factors of the HQ, subsidiaries, and the HQ-subsidiary relationship is rare. To overcome such limitations, this study carried out a survey in order to find more in-depth decision factors. Specifically, this study analyzed the effects of three large aspects of investment goals and corporate culture from the aspect of the HQ, local network embeddedness from the aspect of foreign subsidiaries, and the level of HQ-subsidiary communication from the aspect of HQ-subsidiary relations, and how they affect staff localization.
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Hue, Ly Thi. "Improving Public Service Culture With Reduction of Interest Conflicts in State-Owned Enterprises (SOEs) Task Enforcement in Emerging Markets - Case In Vietnam." Management 24, no. 2 (December 1, 2020): 49–68. http://dx.doi.org/10.2478/manment-2019-0046.
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Summary Nowadays, many developing countries such as China, India and Vietnam, etc. have been trying to improve public service culture in public service organizations through eliminating corruption, more integrity, and training and improving good corporate governance. Based on theories background on public service culture, or public administration culture and conflicts of interest, this paper aims to evaluate real situation of interest conflicts in public enforcement in Vietnam nowadays; then, it will use a combination of logic and synthesis, qualitative and quantitative methods, and inter-social scientific industries analytical method to propose some recommendations to reduce conflicts of interest in public enforcement in the country on the basis of further clarifying the concept of “public service culture” and “conflict of interest” in public service. For instance, the paper suggests that we need to amend regulations on giving and receiving gifts, and increase the control over assets and income. Last but not least, we suggest future desired research direction: we can expand researches to other emerging markets in Asia, China, India, Malaysia, Myanmar, etc.
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Eulerich, Marc, and Hans-Ulrich Westhausen. "Cultural differences and similarities between German and Chinese internal audit functions." Journal of Governance and Regulation 7, no. 2 (2018): 57–73. http://dx.doi.org/10.22495/jgr_v7_i2_p6.
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Cultural differences influence the behavior of companies, including management styles, relationships with employees, stake- and shareholders or social responsibility. Obviously, the concept of corporate governance encompassing the Internal Audit Function (IAF) is seen differently in different cultures. Therefore, conformance with the globally effective “International Professional Practice Framework” (IPPF) for Internal Auditors presuming a culture-free, completely homogeneous IAF with uniform working standards worldwide, seems more than difficult. The focus of this study is to compare the IAF characteristics in China and Germany, based on data from Chief Audit Executives (CAE) from both countries. We identify more (culturally influenced) differences than similarities between the German and Chinese IAF, although there can be found a number of fundamental political, economic and cultural similarities between both countries.
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TILLMAN, MARGARET MIH. "Measuring Up: Better baby contests in China, 1917–45." Modern Asian Studies 54, no. 6 (February 6, 2020): 1749–86. http://dx.doi.org/10.1017/s0026749x19000258.
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AbstractThis article charts the Chinese indigenization of better baby contests, from Christian health services offered by the YWCA to positive models of nourishment organized by Chinese philanthropic organizations and local and central governments. American missionaries and milk-powder companies played a large role in sponsoring the contests in China. Influenced by the rise of scientific measurement and ‘national rejuvenation’ as promoted by the New Culture Movement in 1915, Chinese organizers tended to focus on liveliness, gender equality, and statistics that pointed to the need for public reform. As in the United States of America, scientific criteria sometimes also challenged conventional notions of plump cuteness. These goals sometimes conflicted with the implicit aims of corporate sponsors. Contests thus celebrated new material conditions and public hygiene facilitated by modern industry, but was at the same time circumscribed by commercial advertisers, reticent evangelists, or other sponsors.
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Liao, Yao-Tang, Tsung-Cheng Wu, and Tzu-Chuan Chou. "Key success factor in the innovative transformation of state-owned roller enterprises in China." Filomat 30, no. 15 (2016): 4279–86. http://dx.doi.org/10.2298/fil1615279l.
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The state-owned enterprises based iron and steel industry in China encountered the sharply decreasing business performance of large steel works resulted from the reform in 1990. Delphi Method is utilized for analyzing the strategies and approaches of innovative business model, and the MEFAS model is proposed for innovation management in roller industry, including material breakthrough, experience sales, focus marketing, corporate network alliance, real-time supply chain, reorganization, and innovative enterprise culture. Beijing Shougang Jingshun Rolls Co., Ltd. is sampled for the case study. Total 250 copies of questionnaires are distributed, and 178 valid copies are retrieved, with the retrieval rate 71%. The result shows that Material R&D Innovation, weighted 0.208, about 20.8% of overall weight, is mostly emphasized, followed by Local Supply Chain Innovation (weighted 0.174), Construction of Innovative Culture (weighted 0.168), Reorganization (weighted 0.142), Marketing Innovation (weighted 0.129), Organizational Network Innovation (weighted 0.116), and Sales Innovation (weighted 0.063).
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Chan, Kwok-Bun, Vivienne Luk, and George Xun Wang. "Conflict and Innovation in International Joint Ventures: Toward a New Sinified Corporate Culture or ‘Alternative Globalization’ in China." Asia Pacific Business Review 11, no. 4 (December 2005): 461–82. http://dx.doi.org/10.1080/13602380500135737.
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Flieger, Michal. "Organizational cohesion: harmonization of cooperation in the aspect of selected elements of organizational culture – the perspective of Chinese organizations." Scientific Journal of the Military University of Land Forces 194, no. 4 (December 16, 2019): 763–76. http://dx.doi.org/10.5604/01.3001.0013.6471.
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Maintaining a competitive position requires optimization activities in various areas of functioning of both business and public organizations. One of the manifestations of such optimization is organizational harmonization resulting in cohesion both inside and outside the organization. The article presents the issue of organizational coherence in the case of implementation of virtual structures involving organizations from the region of China. The analysis of the problem of building organizational integrity in the aspect of operations performed by process nests located in various geographical areas was analyzed. The focus is placed on the issue of different organizational cultures that need adaptation. The article aims to present the results of research in the field of selected elements of corporate culture (cultural artifacts) concerning Chinese organizations, which will enable organizations from other regions of the world to develop coherent mechanisms of cooperation within virtual structures. The results of the research clearly showed that Chinese organizations have a specific organizational culture in the studied areas, characterized by ambiguity, general language, secretiveness of attitudes and high importance of interpersonal relations.
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MATSUBARA, Toshihiro, Xiang Jiang XU, Chen Ting TANG, and Frank FAN. "The Effects of Top Management Leadership and Japanese Management Systems on Corporate Culture, Morale, and Business Results in China." Japanese Journal of Administrative Science 14, no. 2 (2001): 99–115. http://dx.doi.org/10.5651/jaas.14.99.
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Peng, Xinyan. "The 6pm struggle: the changing meaning of work, a culture of overtime work, and corporate governmentality in urban China." Asian Anthropology 19, no. 1 (September 9, 2019): 39–52. http://dx.doi.org/10.1080/1683478x.2019.1654499.
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Tomasic, Roman, and Ping Xiong. "Mapping the Legal Landscape: Chinese State-Owned Companies in Australia." Victoria University of Wellington Law Review 48, no. 2 (October 2, 2017): 323. http://dx.doi.org/10.26686/vuwlr.v48i2.4737.
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Australia has always relied heavily upon foreign sources of investment and financing and has in the past tended to draw mainly upon British, American and Japanese investment. In recent decades, Chinese state-owned enterprises (SOEs) have played an increasingly important role in the Australian economy with a rising level of investment taking place. Chinese SOEs have been more heavily involved in investments into larger Australian investment projects, such as in mining and infrastructure. Australia has seen an increase in the number of Chinese state-owned companies acquiring substantial domestic assets; this may continue following the ratification of the China-Australia Free Trade Agreement in 2015. Although Chinese SOEs operating in foreign countries such as Australia are required to comply with local corporate governance laws and principles, they also retain their unique Chinese corporate governance values and culture which they have inherited through their parent companies and from China itself. In Australia, there has been an ongoing debate over Chinese investment, with the business community being particularly supportive of such investment. Driven largely by the business community, this debate has been relatively narrow and has not explored the likely impact of Chinese SOEs and their subsidiaries upon the shape of corporate governance in countries in which they invest. This article seeks to examine the legal contours of Chinese-controlled investment in Australia with a view to acquiring a more informed understanding of the impact of Chinese SOEs upon the Australian legal landscape.
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Zhao, He, Qin Heng Zhao, and Beata Ślusarczyk. "Sustainability and Digitalization of Corporate Management Based on Augmented/Virtual Reality Tools Usage: China and Other World IT Companies’ Experience." Sustainability 11, no. 17 (August 29, 2019): 4717. http://dx.doi.org/10.3390/su11174717.
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The article is tasked with studying the modern possibilities and effectiveness of the application of virtual and augmented reality technologies in the field of managing human recourses (HRs) and basic operational corporate business processes. Using examples of successful use of AR (augmented reality)/VR (virtual reality) in the labor market by the largest companies in the USA, China, and Europe, the most relevant areas and forms of using these technologies in the work of HR specialists were considered. The study examined issues related to improving the performance of the main modern vectors of corporate development in the field of operational technological improvements, and, as the main result, a model of the company (organization) development was proposed based on improved management of business and HR processes using VR and AR tools. The developed model demonstrates the advantages of using it, and presents the reasons for the economic expediency of using these technologies at all stages of personnel management, including recruiting, staff selection, demonstration of the employer’s brand, testing candidates’ skills, improving internal communications, creating a positive corporate culture for employees, imitating the workflow, VR and AR-simulations as a tool for passing the input testing for recruitment, selection and management of remote employees, training, assessment, and adaptation of staff. The possibilities of using VR/AR as tools for operational improvements (lean management), for example, for organizing virtual business meetings and meetings, creating virtual presentations, online controlling in the manufacturing sector, automating operational processes, and using VR technologies, are also separately disclosed in the management of logistics, distribution, marketing, and advertising. The results of the analysis of theoretical and statistical sources of information showed the promise of using the possibilities of virtual reality in corporate management, which shifts the emphasis from the traditional understanding and perception of these technologies exclusively in the entertainment field. The obtained developments within the framework of the conducted research are universal in nature and can be applicable both in the study of modern methods of personnel management and in corporate lean management of modern business companies at various levels.
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Solomin, Dmitrii Nikolaevich, and Tatiana Nikolaevna Kuchinskaya. "The problematic of correlation between innovations and ethnic culture in China’s modern philosophical thought." Социодинамика, no. 3 (March 2021): 64–76. http://dx.doi.org/10.25136/2409-7144.2021.3.35053.
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In the conditions of searching for innovative part of development of the period of sociocultural transformations, the problematic of innovations remains relevant not only within the discourse of scientific-technological progress, but also in the context of discussions on the impact of ethnic culture and its societal values upon production of innovations and determination of methodology for studying such impact. Special attention is given to the experience of modern China and theoretical findings of the Chinese authors, who are actively seeking the answers to these questions within the framework of the objectives of the strategy of building the “innovative state” in China. The goal of this work is to outline the key areas of research on innovations in the context of cultural determinism in China’s modern philosophical thought. The article employs the method of content analysis, as well as hermeneutic interpretation of the text and foreign cultural realities. Textological analysis of authentic materials in the Chinese language is carried out in accordance with the principles of integrity and structuralism, using the methods of comparison, analogy, synthesis and analysis. Based on the analysis of the works of Chinese authors dealing with the phenomenon of innovations through the prism of cultural conditionality, the following areas of research were outlined: theoretical substantiation of interinfluence of culture and innovations; development of methodologies for assessing cultural differences in view of innovations; analysis of the impact of cross-cultural interaction, regional and corporate culture upon production of innovations and innovative development. The article introduces into the scientific discourse the authentic materials by the Chinese authors that describe the peculiarities of the ethnic and regional culture in the context of their influence upon the innovative processes in China. The acquired results and conclusions significantly broaden the outlook upon the problem of interinfluence of culture and innovations, which allows developing practical recommendations in the area of innovative policy and strategy for managing international cooperation in the sphere of innovations.
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Yan, Yanni, Daniel Ding, and Choo Shin Tseng. "A Study of Resource Competitiveness in High Technology Firms." Journal of International Business and Economy 7, no. 1 (December 1, 2006): 41–66. http://dx.doi.org/10.51240/jibe.2006.1.3.
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The link between resource competitiveness and performance in hi-tech firms is examined from the perspective of resource-based theory and strategic management. Departing from previous research, it is argued that the linkage between firm-specific advantages and performance varies according to the underlying control variables of corporate culture, organizational formalization and business targeting. Data obtained from 339 hi-tech firms in China indicate that achieving resource competitiveness requires rapidly adopting technology changes and speedy marketing adaptation. A firm’s performance can to a significant extent be attributed to its configuration of technology and market-based resources and capabilities.
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Sharma, J. P., Sunaina Kanojia, and Shikha Sachdeva. "Comparison of Whistle-blower Protection Mechanism of Select Countries." Indian Journal of Corporate Governance 11, no. 1 (June 2018): 45–68. http://dx.doi.org/10.1177/0974686218769198.
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Whistle-blower protection mechanisms (WPMs) play a critically significant role in combating corruption through ethics, corporate governance and statutes. This article examines the essence of whistle-blower mechanism existing in the developed and developing countries in order to unearth the legislative structure of countries supporting the whistle blower mechanism and pursuit of ethical conduct for sound corporate governance. The article attempts to identify, evaluate and analyse the attributes of whistle-blower mechanism across nations and finds that despite off-symmetric attributes, the mechanisms are asymmetric specific to the countries’ corporate culture. It has also been found that most significant attribute of a sound whistle-blower mechanism is the level of protection provided to the whistle-blowers followed by coverage of sectors, anonymity and the regulator of whistle-blowing complaints in the country. The attributes vary widely across nations on the basis of coverage of sectors, anonymity withheld and the level of protection, with United States of America delivering the best protection to whistle-blowers trailed by Australian whistle-blower protection laws and then South Africa; India, China and Indonesia lag considerably behind in having a sound whistle-blower mechanism.
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YoungChul Chang, 이근환, and HyunJeong kim. "case study of corporate social responsibility based on Chinese traditional culture: on 'Happy Company' of Good-Ark in Suzhou, China." Review of Business History 29, no. 4 (December 2014): 41–81. http://dx.doi.org/10.22629/kabh.2014.29.4.003.
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Brown, William, and Lin Guo. "Obama's Bag: High Quality with No QC at Barrington." Asian Case Research Journal 18, no. 01 (June 2014): 115–42. http://dx.doi.org/10.1142/s0218927514500059.
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This case describes an American leather firm in China that has obtained a reputation for high productivity, excellent quality without QC inspectors, and very low turnover, in spite of offering only industry average compensation. Though many scholars and practitioners contend that “soft” management practices are ineffective in a high power distance country such as China, Barrington has successfully adapted programs such as “character first” and “open door policy” to create a high-involvement culture with a mix of control and commitment human resource management practices. Barrington now faces the need for rapid growth in a highly competitive, low entry barrier niche market, and management is concerned about how to maintain the intimate company culture. The teaching notes provide background for reviewing Barrington's challenges in evolving a healthy corporate culture and management-labor relationships within the context of China's unique historic, cultural and political contexts dynamics. Yet another perspective upon these challenges is given by briefly addressing the similar experiences of China's Asian neighbors, as well as the implications of some scholars' arguments that, even in the West, commitment HRM may be more prevalent in theory than in practice. After discussing Barrington's HRM practices of control, commitment, or hybrid, and their potential influence upon employee motivation and job satisfaction, students argue the pros and cons of the rapid expansion strategies that Barrington is considering to cope with intensifying competition and their potential influence upon the firm's company culture.
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Mo, Shenjiang, Zhongming Wang, Kleio Akrivou, and Simon A. Booth. "Look up, look around: Is there anything different about team-level OCB in China?" Journal of Management & Organization 18, no. 6 (November 2012): 818–32. http://dx.doi.org/10.1017/s1833367200000468.
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AbstractEthical leadership has been widely identified as the key variable in enhancing team-level organizational citizenship behavior (team-level OCB) in western economic and business contexts. This is challenged by empirical evidence in China and findings of this study. Our study examined the relationship between ethical leadership, organizational ethical context (ethical culture and corporate ethical values) and team-level OCB. Team-level data has been collected from 57 functional teams in 57 firms operating in China. The findings suggest that although ethical leadership is positively associated with team-level OCB, ethical context positively moderates the relationship between ethical leadership and team-level OCB. The higher ethical context is found to be, the greater is the (positive) effects of ethical leadership on team-level OCB and the opposite holds true when ethical context is low. Key implications are discussed on the role of contextual ethics for team-level OCB, while managerial implications include how non-Chinese firms could improve team-level OCB in the Chinese business context.
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Mo, Shenjiang, Zhongming Wang, Kleio Akrivou, and Simon A. Booth. "Look up, look around: Is there anything different about team-level OCB in China?" Journal of Management & Organization 18, no. 6 (November 2012): 818–32. http://dx.doi.org/10.5172/jmo.2012.18.6.818.
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AbstractEthical leadership has been widely identified as the key variable in enhancing team-level organizational citizenship behavior (team-level OCB) in western economic and business contexts. This is challenged by empirical evidence in China and findings of this study. Our study examined the relationship between ethical leadership, organizational ethical context (ethical culture and corporate ethical values) and team-level OCB. Team-level data has been collected from 57 functional teams in 57 firms operating in China. The findings suggest that although ethical leadership is positively associated with team-level OCB, ethical context positively moderates the relationship between ethical leadership and team-level OCB. The higher ethical context is found to be, the greater is the (positive) effects of ethical leadership on team-level OCB and the opposite holds true when ethical context is low. Key implications are discussed on the role of contextual ethics for team-level OCB, while managerial implications include how non-Chinese firms could improve team-level OCB in the Chinese business context.
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Lee Park, Camila, and Ely Laureano Paiva. "How do national cultures impact the operations strategy process?" International Journal of Operations & Production Management 38, no. 10 (October 1, 2018): 1937–63. http://dx.doi.org/10.1108/ijopm-03-2017-0145.
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PurposeThe purpose of this paper is to analyze the extent to which different patterns of cross-functional integration and the operations strategy (OS) process may be explained by national cultures differences.Design/methodology/approachPerceptual survey data from 105 manufacturing plants in four countries were used to validate the constructs and to test the hypotheses. The plants are located in two Western and two Eastern countries with different industrialization and development backgrounds (Brazil, China, Germany and South Korea). CFA validated the constructs, and ANOVA andt-tests evaluated the differences between levels of four Hofstede’s elements (i.e. power distance, individualism vs collectivism, uncertainty avoidance and long-term vs short-term orientation) on the OS process enablers (i.e. leadership for cross-functional integration and functional integration) and elements (i.e. manufacturing strategy linkage to corporate strategy and formulation of manufacturing strategy).FindingsResults suggest that different OS and OM processes are present in different national cultures. Leadership for cross-functional integration and manufacturing strategy linkage to corporate strategy differ between levels of power distance, individualism vs collectivism and uncertainty avoidance. Functional integration and formulation of manufacturing strategy also present differences according to the degree of individualism vs collectivism and long-term orientation.Originality/valueResults indicate that national culture is a key aspect for the OS process. Prior studies usually do not consider cultural aspects. Therefore, the OS process varies in different countries and contexts. Managers need to adjust their OS process when they are developing a global OS.
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Dong, Ben Yun. "Innovation Drivers Analysis of the Medium and Small-Sized Enterprises in Jilin Province." Advanced Materials Research 403-408 (November 2011): 5172–76. http://dx.doi.org/10.4028/www.scientific.net/amr.403-408.5172.
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As an important force of innovation, SMEs’ innovation ability directly affects the process of innovation in China. Innovation activities of SMEs in Jilin Province reflected unclear innovation strategy, inadequate investment, lack of creative talents and so on. Technology Innovation of motivation can be divided into external motivation and internal motivation. In the the lower stage, innovative depends on external motivation and in the the higher stage, innovative depends on internal motivation. External motivation includes external technical systems self-renewal, market competition and government policy guidance. While internal motivation includes the mission of entrepreneurs, corporate middle backbone technology innovation passion and the enterprise culture of innovation.
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Han, Eileen Le. "Weibo and the making of Chinese networked publics: Witness, debates and expertise." Communication and the Public 3, no. 2 (February 7, 2018): 97–112. http://dx.doi.org/10.1177/2057047318757055.
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Through the analysis of the online discourses about Weibo in the past and present, this article examines how the platform has taken part in the shaping of Chinese networked publics and public participation as it has been undergoing three stages of development itself: collective witness, ideological contention, and networks of expertise. The three stages reflect a major transformation of social media and digital culture in China, from the civic-minded public engagement and activism to the celebration of individual online fame and monetization of content creation. This transformation is taking place at the tightening state control of digital media, suggesting a blurring boundary between corporate and public interests under such circumstance.