Guanxi and high performance work systems in China: evidence from a state-owned enterprise

References

• Atkinson, C., & Hall, L. (2011). Flexible working and happiness in the NHS. Employee Relations, 33, 88–105.10.1108/01425451111096659
   Web of Science ®Google Scholar
• Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173–1182.10.1037/0022-3514.51.6.1173
   PubMed Web of Science ®Google Scholar
• Bedford, O. (2011). Guanxi-building in the workplace: A dynamic process model of working and backdoor Guanxi. Journal of Business Ethics, 104, 149–158.10.1007/s10551-011-0895-9
   Web of Science ®Google Scholar
• Bollen, K. A. (1989). Structural equations with latent variables. New York, NY: Wiley.10.1002/9781118619179
   Google Scholar
• Boxall, P., & Purcell, J. (2000). Strategic human resource management: Where have we come from and where should we be going?. International Journal of Management Reviews, 2, 183–203.10.1111/ijmr.2000.2.issue-2
   Google Scholar
• Brown, T. A. (2012). Confirmatory Factor Analysis for Applied Research. New York: Guilford Press.
   Google Scholar
• Cai, Z., Morris, J., & Chen, J. (2011). Explaining the human resource management preferences of employees: A study of Chinese workers. The International Journal of Human Resource Management, 22, 3245–3269.10.1080/09585192.2011.560863
   Web of Science ®Google Scholar
• Chang, S., Liangding, J., Takeuchi, R., & Cai, Y. (2014). Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity. Journal of Applied Psychology, 99, 665–680.10.1037/a0035679
   PubMed Web of Science ®Google Scholar
• Chen, C. C., Chen, Y.-R., & Xin, K. (2004). Guanxi practices and trust in management: A procedural justice perspective. Organization Science, 15, 200–209.10.1287/orsc.1030.0047
   Web of Science ®Google Scholar
• Cheung, M., Wu, W.-P., Chan, A., & Wong, M. (2009). Supervisor–subordinate Guanxi and employee work outcomes: The mediating role of job satisfaction. Journal of Business Ethics, 88, 77–89.10.1007/s10551-008-9830-0
   Web of Science ®Google Scholar
• Cooke, F. (2005). HRM, work and employment in China. New York: Routledge.10.4324/9780203390702
   Google Scholar
• Cooke, F. (2009). A decade of transformation of HRM in China: A review of literature and suggestions for future studies. Asia Pacific Business Review, 47, 6–42.
   Google Scholar
• Danford, A., & Zhao, W. (2012). Confucian HRM or unitarism with Chinese characteristics? A study of worker attitudes to work reform and management in three state-owned enterprises. Work, employment and society, 26, 839–856.10.1177/0950017012451635
   Web of Science ®Google Scholar
• Di Nicola, P. (2011). Family, personal networks and social capital in Italy. Italian Sociological Review, 1, 11–22.
   Google Scholar
• Farrell, A. M. (2010). Insufficient discriminant validity: A comment on Bove, Pervan, Beatty, and Shiu (2009). Journal of Business Research, 63, 324–327.10.1016/j.jbusres.2009.05.003
   Web of Science ®Google Scholar
• Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18, 39–50.10.2307/3151312
   Web of Science ®Google Scholar
• Froese, F., & Xiao, S. (2012). Work values, job satisfaction and organizational commitment in China. The International Journal of Human Resource Management, 23, 2144–2162.10.1080/09585192.2011.610342
   Web of Science ®Google Scholar
• Fu, Y., & Kamenou, N. (2011). The impact of Chinese cultural values on human resource policies and practices within transnational corporations in China. The International Journal of Human Resource Management, 22, 3270–3289.10.1080/09585192.2011.586868
   Web of Science ®Google Scholar
• Gamble, J., & Huang, Q. (2008). Organizational commitment of Chinese employees in foreign-invested firms. The International Journal of Human Resource Management, 19, 896–915.10.1080/09585190801993893
   Web of Science ®Google Scholar
• Gong, Y., Chang, S., & Cheung, S. (2010). High performance work system and collective OCB: A collective social exchange perspective. Human Resource Management Journal, 20, 119–137.10.1111/(ISSN)1748-8583
   Web of Science ®Google Scholar
• Guest, D. (2002). Human resource management, corporate performance and employee wellbeing: Building the worker into HRM. Journal of Industrial Relations, 44, 335–358.10.1111/1472-9296.00053
   Google Scholar
• Guest, D. (2011). Human resource management and performance: Still searching for some answers. Human Resource Management Journal, 21, 3–13.10.1111/j.1748-8583.2010.00164.x
   Web of Science ®Google Scholar
• Guthrie, D. (1998, June). The declining significance of Guanxi in China’s economic transition. The China Quarterly, 154, 254–282.10.1017/S0305741000002034
   Web of Science ®Google Scholar
• Han, Y., Peng, Z., & Zhu, Y. (2012). Supervisor-subordinate Guanxi and trust in supervisor: A qualitative inquiry in the People’s Republic of China. Journal of Business Ethics, 108, 313–324.10.1007/s10551-011-1092-6
   Web of Science ®Google Scholar
• Hayes, A. F. (2009). Beyond Baron and Kenny: Statistical mediation analysis in the new millennium. Communication Monographs, 76, 408–420.10.1080/03637750903310360
   Web of Science ®Google Scholar
• Huang, X. (2008). Guanxi networks and job searches in China’s emerging labour market: A qualitative investigation. Work, Employment and Society, 22, 467–484.10.1177/0950017008093481
   Web of Science ®Google Scholar
• Hui, C., & Graen, G. (1997). Guanxi and professional leadership in contemporary Sino-American joint venture in mainland China. China Quarterly, 8, 451–465.
   Google Scholar
• Hui, C., Lee, C., & Rousseau, D. (2004). Psychological contract and organizational citizenship behavior in China: Investing generalizability and instrumentality. Journal of Applied Psychology, 89, 311–321.10.1037/0021-9010.89.2.311
   PubMed Web of Science ®Google Scholar
• Hwang, K. (1987). Face and favor: The Chinese power game. American Journal of Sociology, 92, 944–974.10.1086/228588
   Web of Science ®Google Scholar
• Kim, S., Wright, P., & Su, Z. (2010). Human resource management and firm performance in China: A critical review. Asia Pacific Journal of Human Resources, 48, 58–85.
   Web of Science ®Google Scholar
• Li, Y. (2013). Traditional Chinese thinking on HRM practices; heritage and transformation in China. Basingstoke: Palgrave Macmillan.
   Google Scholar
• Lin, L.-H. (2011). Cultural and organizational antecedents of Guanxi : The Chinese cases. Journal of Business Ethics, 99, 441–451.10.1007/s10551-010-0662-3
   Web of Science ®Google Scholar
• Macky, K., & Boxall, J. (2007). The relationship bewteen high performance work practices and employee attitudes: An investigation of additive and interaction effects. The International Journal of Human Resource Management, 18, 537–567.10.1080/09585190601178745
   Web of Science ®Google Scholar
• Mao, N., Song, H., & Han, Y. (2013). High-performance work systems and influence processes on employees’ attitudes: Perspectives from China. International Journal of Manpower, 34, 736–752.10.1108/IJM-07-2013-0157
   Web of Science ®Google Scholar
• Mullen, M. R. (1985). Diagnosing measurement equivalence in cross-national research. Journal of International Business Studies, 26, 573–596.
   Google Scholar
• Nishii, L., Lepak, D., & Scheider, B. (2008). Employee attributions about the ‘why’ of HR practices: Their effects on employee attitudes and behaviours and customer satisfaction. Personnel Psychology, 61, 503–545.10.1111/peps.2008.61.issue-3
   Web of Science ®Google Scholar
• OECD (2009). State Owned Enterprises in China: Reviewing the Evidence. Paris: Author.
   Google Scholar
• Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36, 717–731.10.3758/BF03206553
   PubMedGoogle Scholar
• Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40, 879–891.10.3758/BRM.40.3.879
   PubMed Web of Science ®Google Scholar
• Purcell, J., & Hutchinson, S. (2007). Front-line managers as agents in the HRM-performance causal chain: Theory, analysis and evidence. Human Resource Management Journal, 17, 3–20.10.1111/hrmj.2007.17.issue-1
   Google Scholar
• Qiao, K., Khilji, S., & Wang, X. Y. (2009). High-performance work systems, organizational commitment, and the role of demographic features in the People’s Republic of China. The International Journal of Human Resource Management, 20, 2311–2330.10.1080/09585190903239682
   Web of Science ®Google Scholar
• Searle, R., Den Hartog, D. N., Weibel, A., Gillespie, N., Six, F., Hatzakis, T., & Skinner, D. (2011). Trust in the employer: The role of high-involvement work practices and procedural justice in European organizations. The International Journal of Human Resource Management, 22, 1069–1092.10.1080/09585192.2011.556782
   Web of Science ®Google Scholar
• Searle, R., & Dietz, G. (2012). Editorial: Trust and HRM: Current insights and future directions. Human Resource Management Journal, 22, 333–342.10.1111/hrmj.2012.22.issue-4
   Web of Science ®Google Scholar
• Searle, R., & Skinner, D. (2011). Trust and HRM. Cheltenham: Edward Elgar.
   Google Scholar
• Shen, J., & Leggett, C. (2014). The effects of hukou (official household residential status) on perceived human resource management practices and organizational justice in China. Personnel Review, 43, 168–183.10.1108/PR-07-2012-0118
   Web of Science ®Google Scholar
• Shih, H.-A., Chiang, Y.-H., & Hsu, C.-C. (2013). High performance work system and HCN performance. Journal of Business Research, 66, 540–546.10.1016/j.jbusres.2012.01.002
   Web of Science ®Google Scholar
• Shipton, H., Sanders, K., Atkinson, C., & Frenkel, S. (2016). Sense-giving in health care: The relationship between the HR roles of line managers and employee commitment. Human Resource Management Journal, 26, 29–45.10.1111/hrmj.v26.1
   Web of Science ®Google Scholar
• Taormina, R. J., & Gao, J. H. (2010). A research model for Guanxi behavior: Antecedents, measures, and outcomes of Chinese social networking. Social Science Research, 39, 1195–1212.10.1016/j.ssresearch.2010.07.003
   Web of Science ®Google Scholar
• Tsui, A., Pearce, J., Porter, L., & Tripoli, A. (1997). Alternative approaches to the employee-organization relationship: Does investment in employees pay off? Academy of Management Journal, 40, 1089–1121.10.2307/256928
   Web of Science ®Google Scholar
• Warner, M. (2009). “Making sense” of HRM in China: Setting the scene. The International Journal of Human Resource Management, 20, 2169–2193.10.1080/09585190903239559
   Web of Science ®Google Scholar
• Warner, M. (2011). Society and HRM in China. The International Journal of Human Resource Management, 22, 3223–3244.10.1080/09585192.2011.586861
   Web of Science ®Google Scholar
• WERS. (2011). The 2011 workplace employment relations study. London: Department for Business, Innovation & Skills. Retrieved November 15, 2013, from http://www.gov.uk/government/publications/the-2011-workplace-employment-relations-study-wers
   Google Scholar
• Wong, Y., Wong, S., & Wong, Y. (2010). A study of subordinate–supervisor guanxi in Chinese joint ventures. The International Journal of Human Resource Management, 21, 2142–2155.10.1080/09585192.2010.509621
   Web of Science ®Google Scholar
• Xu, G. (2010). State-owned enterprises in China: How big are they?. Washington, DC: The World Bank Group. Retrieved November 15, 2013, from http://blogs.worldbank.org/eastasiapacific/state-owned-enterprises-in-china-how-big-are-they (accessed on 15 November 2013)
   Google Scholar
• Zhai, X. (2004). Renqing, Mianzi and the reproduction of power. Sociology Research, 5, 48–57.
   Google Scholar
• Zhai, Q., Lindorff, M., & Cooper, B. (2013). Workplace Guanxi: Its dispositional antecedents and mediating role in the affectivity-job satisfaction relationship. Journal of Business Ethics, 117, 541–551.10.1007/s10551-012-1544-7
   Web of Science ®Google Scholar
• Zhang, B., & Llewelyn Morris, J. (2014). High-performance work systems and organizational performance: Testing the mediation role of employee outcomes using evidence from PR China. The International Journal of Human Resource Management, 25, 68–90.10.1080/09585192.2013.781524
   Web of Science ®Google Scholar
• Zhang, M., Zhu, C., Dowling, P., & Bartram, T. (2013). Exploring the effects of high-performance work systems (HPWS) on the work-related well-being of Chinese hospital employees. The International Journal of Human Resource Management, 24, 3196–3212.10.1080/09585192.2013.775026
   Web of Science ®Google Scholar
• Zhao, X., Lynch, J. G., Jr, & Chen, Q. (2010). Reconsidering Baron and Kenny: Myths and truths about mediation analysis. Journal of Consumer Research, 37, 197–206.10.1086/651257
   Web of Science ®Google Scholar
• Zhu, C. (2005). Human resource management in China: Past, current and future HR practices in the industrial sector. London: Routledge.
   Google Scholar
• Zhu, Y., & Warner, M. (2000). An emerging model of employment relations in China: A divergent path from the Japanese? International Business Review, 9, 345–361.10.1016/S0969-5931(00)00005-6
   Google Scholar