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Does the traditional culture affect organizational identification? An analysis of the perception channels in organizational identification of Chinese employees
WEI Jun, ZHANG Mian, YANG Baiyin
Front. Bus. Res. China. 2009, 3 (3): 343-361.
https://doi.org/10.1007/s11782-009-0017-z
This paper explores the information perception channels of organizational identification (OID) in the context of Chinese traditional culture. Drawing on the grounded theory, the authors conducted a survey on employees in Shandong, Henan, Beijing, Guangzhou, Gansu, Jiangsu and Taiwan, and developed a five-factor scale for information perception channels of OID consisting of leader modeling, consideration for subordinates, external encouragement, rationalizing norms and rules, and behavioral consistency. Results of regression analysis show that all of these five factors have significant effects on employees’ OID, particularly the factors of external encouragement, behavioral consistency, and consideration for subordinates.
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Does stage matter? The roles of organizational learning, social network, and corporate entrepreneurship in Chinese new ventures
JIANG Chunyan, ZHAO Shuming
Front. Bus. Res. China. 2009, 3 (3): 362-392.
https://doi.org/10.1007/s11782-009-0018-y
This study examines the roles of organizational learning, social network and corporate entrepreneurship (CE) in Chinese new ventures at different developmental stages. Several conclusions are drawn from structural equation modeling based on a large sample of 676 new ventures. First, most of the recursive positive relationships are supported by data of the overall sample, such as those between radical CE and exploration, incremental CE and exploitation, and strong ties and exploitation. Second, in the sub-samples, we only find support for the recursive positive relationships between radical CE and exploration, and incremental CE and exploitation among all the three subsamples. Third, for new ventures in the early stage, relationships are emphasizedconcerning incremental CE, strong ties, and exploitation; for new ventures in the middle stage, new relationships concerning weak ties, exploration, and radical CE come into effect and previous ones still have influence; and for new ventures in the late stage, new relationships begin to dominate and old ones evade.
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Management pay-performance sensitivity, internal cash flow and investment behavior: A test of the free cach flow theory and asymmetric information theory
ZHI Xiaoqiang, TONG Pan
Front. Bus. Res. China. 2009, 3 (3): 413-431.
https://doi.org/10.1007/s11782-009-0020-4
The relationship between investment and financing, the two basic components of corporate finance, is of significant interest to researchers and practitioners alike. The free cash flow hypothesis and asymmetric information hypothesis are two important theories to explain the relationship between investment expenditure and cash flow. In this paper, we examine how consistency between the interests of management and shareholders influences investment-cash flow sensitivity, and how the nature of the controlling shareholder influences this relationship, so as to analyze how much the free cash flow hypothesis and asymmetric information hypothesis can explain the practice of investment and financing in China. We use pay-performance sensitivity as a proxy for the degree of consistency between shareholders and management interests. We find that investment-cash flow sensitivity is affected not only by financial constraints that caused by asymmetric information, but also by the shareholder-manager agency problem. It is found that the asymmetric information theory has more explanatory power than the shareholder-manager agency theory. In addition, the relationship between investment-cash flow sensitivity and pay-performance sensitivity is affected by the nature of controlling shareholders. Specifically, in the state-owned enterprises, the investment-cash flow sensitivity is mainly ascribed to information asymmetry problems, but in the non-state-owned enterprises, the investment-cash flow sensitivity mainly results from free cash flow.
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Managerial overconfidence and over-investment: Empirical evidence from China
WANG Xia, ZHANG Min, YU Fusheng
Front. Bus. Res. China. 2009, 3 (3): 453-469.
https://doi.org/10.1007/s11782-009-0022-2
Based on data of A-shares listed companies in China, this paper studies the relationship between managerial overconfidence and firms’overinvestment behaviors. We first define a manager as an overconfident one if his or her company’s announced earnings forecast is higher than its actual earnings at least once in 2002-2004. After controlling such factors as growing opportunity, size, etc., we find that overconfident managers tend to over-invest and their overinvestment behaviors have higher sensitivity to cash flow generated by financing activities. In other word, when their firms obtain an abundant cash flow from financing activities, overconfident managers will over-invest, or vise versa. Contrary to other relevant studies, we find that the sensitivity between over-investment and free cash flow has little to do with managerial overconfidence. Robustness testing is conducted to verify the reliability of our conclusions. We also use “whether top managers increase their holdings of company shares within the observation period” as a substitute variable for managerial overconfidence and run the tests again, and the results are consistent with the above. Finally, findings of this paper indicate that it is necessary for firms to establish a scientific and rigorous investment managing mechanism.
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Manifestation of gender discrimination in the process of human resources development—A content analysis based on interview data
YAN Shimei, YAN Shizhi, ZHANG Man
Front. Bus. Res. China. 2009, 3 (3): 470-491.
https://doi.org/10.1007/s11782-009-0023-1
This study focuses on the issue of gender discrimination manifested in the process of human resources development (HRD). A theoretical model is developed based on prior literature. Scenarios of gender discrimination in enterprises are obtained from in-depth interviews. Results of content analysis indicate that gender discrimination in HRD have four forms of manifestation, namely occupational gender segregation, employment gender discrimination, glass ceiling, and gender salary discrimination. Compared with top and middle-level managers, employees can perceive more employment-related gender discrimination and less glass ceiling. There is no significant difference between female and male in the above four manifestations. Compared with other types of enterprises, gender salary discrimination is more likely to happen in private enterprises, and occupational gender segregation and glass ceiling are more prevalent in foreign funded enterprises. It is also found that gender discrimination often occurs at the stage of job arrangement in the process of HRD.
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7 articles
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