Special Issue on Corporate Transformation in the People's Republic of China: Employment Relationships in China: Do Workers Relate to the Organization or to People?

By Chun Kit Hui, Cynthia Lee, Denise M. Rousseau. Organ. Sci., 2004

294 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6f11aff7f3017c610ca276485d6ef1324a1cf6b3

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Alexander Newman
2. O. Epitropaki
3. Allan Lee
4. Anne S. Tsui
5. A. Sheikh
6. Robin Martin
7. G. Thomas
8. Lifeng Zhong

In Social Psychology

1. Anne S. Tsui
2. Alexander Newman
3. Robin Martin
4. A. Sheikh
5. Lifeng Zhong
6. G. Thomas
7. O. Epitropaki
8. Allan Lee

Citations in the corpus

• Five dimensions of organizational citizenship behavior: Comparing antecedents and levels of engagement in China and the US (2013, background): “Consequently, we expect OCB to have a stronger relationship to perceived supervisor support in China than in the US (Hui et al., 2004).”
• Business and management in China: A review of empirical research in leading international journals (2007, background): “Work teams in China Perlow et al. (2004), Tjosvold et al. (2004) Effects of empowerment Hui et al. (2004) Images of employee virtue and managers´ perceptions of actual employee conduct Snell and Tseng (2003)”
• Leader-member Exchange (LMX) and Performance: A Meta-Analytic Review (2016, methodology): “The meta-analysis relied on the widely-used Hunter and Schmidt (1990, 2004) approach: A random effects model that accounts for sampling bias and measurement error. Accordingly, we calculated a sampleweighted mean correlation (r), and a sample-weighted mean correlation corrected individually for unre”
• Collectivism, individualism, and outgroup cooperation in a segmented China (2007, background): “ Hui et al. (2004) found that increasing ownership reform contributed to such preferences for differential rewards according to work effort and status level.”
• Organizational commitment in Chinese small- and medium-sized enterprises: the role of extrinsic, intrinsic and social rewards (2012, background): “The findings highlight the continuing importance of the supervisor–subordinate relationship in Chinese organizations, arising from influence of traditional Chinese culture which places emphasis on respect for seniority (Chen et al. 2002; Cheng et al. 2003; Hui et al. 2004).”