Different responses to job insecurity of Chinese workers in joint ventures and state-owned enterprises

By Yui-tim Wong, Chi-Sum Wong, H. Ngo, Hon-Kwong Lui. 2005

125 citations recorded by the source corpus.

Subfields: Economics and Econometrics, General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/d3a47d928c11ec887b538393a413b61e245c3c03

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In Economics and Econometrics

In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Perceptions of organizational context and job attitudes: The mediating effect of organizational identification (2013, background): “Under such circumstances, the employees may express negative feelings, and reduce their trust and psychological attachment to their employing organization (Wong et al., 2003; Wong et al., 2005).”
Evolution of Research on Job Insecurity (2010, background): “Contextual moderators of the effect of job insecurity on personal and organizational outcomes include gender (Rosenblatt, Talmud, and Ruvio 1999), unionization status (Sverke and Hellgren 2001), public versus private organizational sector (Ruvio and Rosenblatt 1999), and organizational ownership (Wo”
The Effects of Job Insecurity on Job Satisfaction, Organizational Citizenship Behavior, Deviant Behavior, and Negative Emotions of Employees (2010, result): “These results fit a pattern of evidence from research conducted recently in China that compared employee responses to job insecurity in state-owned enterprises and private joint ventures (Wong et al. 2005).”
Differentiating cognitive and affective job insecurity: Antecedents and outcomes (2012, background): “However, JI research thus far has been conducted almost exclusively in the west (cf. Huang et al., 2010; Lee et al., 2006, 2008; Wong et al., 2005).”
Linking Leader-Member Exchange and Employee Work Outcomes: The Mediating Role of Organizational Social and Economic Exchange (2009, unknown): “The employment relationship is transactional in nature, and workers become instrumental and calculative (Wong et al., 2005).”
Abusive supervision and frontline employees' service performance (2012, background): “Private enterprises tend to adopt western human resources practices, such as performance-based reward systems, on-the-job training, and termination of labour contracts, but SOEs are subject to tight government control and internal stability, which often make implementing these kinds of practices dif”
Linking justice, trust and innovative work behaviour to work engagement (2014, background): “Studies have found that organisation instability, inadequate working conditions, and poor treatment (Kiefer, 2005) or job insecurity (Wong et al., 2005), as well as structure, human resource policies and procedures, and organisational culture affect employees’ trust perceptions (Whitener, 1998).”
Strategic human resource management, firm performance, and employee relations climate in China (2008, background): “Future studies should identify these key characteristics and examine their impact, instead of simply using ownership types as proxies (Wong et al., 2005).”