Can HPWS and Unions Work Together to Reduce Employee Turnover Intention in Foreign MNCs in China?

A multi-attribute framework for the selection of high-performance work systems: the hybrid DEMATEL-MABAC model

“…C 1 (0.00,0.00,1.50) (1.33,2.00,3.17) (1.67,2.33,3.50) (0.50,1.33,2.50) (1.67,2.33,3.50) (1.33,2.00,3.17) (3.00,3.33,3.83) C 2 (1.33,2.00,3.17) (0.00,0.00,1.50) (2.50,3.50,4.50) (3.17,4.00,4.67) (2.50,3.50,4.50) (3.83,4.50,4.83) (1.67,2.33,3.50) C 3 (0.50,1.33,2.50) (2.83,3.67,4.33) (0.00,0.00,1.50) (3.83,4.50,4.83) (3.83,4.50,4.83) (4.50,5.00,5.00) (4.50,5.00,5.00) C 4 (0.00,1.00,2.17) (3.50,4.17,4.50) (2.33,3.33,4.00) (0.00,0.00,1.50) (3.50,4.17,4.50) (4.50,5.00,5.00) (4.50,5.00,5.00) C 5 (0.50,1.83,2.83) (3.17,4.00,4.67) (3.83,4.50,4.83) (4.50,5.00,5.00) (0.00,0.00,1.50) (4.50,5.00,5.00) (4.50,5.00,5.00) C 6 (0.00,1.00,2.17) (3. behavior, motivation, and trust (Chen et al, 2018;Heffernan & Dundon, 2016;Kloutsiniotis & Mihail, 2017;Kundu & Gahlawat, 2016;Zungbey et al, 2019).…”

“…Over the past two decades, high-performance work systems (HPWS) have attracted a great deal of attention both from academic researchers and practitioners who have been looking to gain a sustained competitive advantage by investing in human capital (Chen et al, 2018). Organizations that focus on their employees believe that employee attitudes and behaviors play a key role in satisfying their customers and subsequently play a key role when one is looking to improve the performance of an organization (Cheah et al, 2019;Jha et al, 2017).…”

Double-Edged Sword Effect of High-Performance Work System on Employee Well-Being—Moderating Effect of Union Practice

“…Confronted with great changes in social, cultural, legal, and economics from the “reform and opening” in 1979, many Chinese enterprises have come across difficulties in survival and development (Min et al, 2018 ). Therefore, Chinese enterprises began to implement the HPWS which is aligned with the recommendation of western scholars, putting high strategic importance on selection, training, performance appraisal, participation, and information sharing (Chen et al, 2018 ). It has been reported that the majority of foreign multinational corporations, state-owned enterprises, and big private enterprises have adopted HPWS (Cooke, 2004 ).…”

“…First of all, resources are contextual, the perception and evaluation of resources by employees are always associated with the environment (Bakker and Demerouti, 2018 ). In recent years, with the progress of trade union reforms, trade unions in China have begun to play an important role in enterprises (Chen et al, 2018 ). In the enterprise, the Chinese union needs to protect the rights and interests of employees and undertake the responsibility of improving the cultural achievement of employees and enriching their spiritual lives.…”

“…Trade unions are always regarded as facilitators to HRM through assistance and supervision in enterprises (Cook et al, 2020 ). For example, Chen et al ( 2018 ) found that union practice can create a harmonious labor-management atmosphere in the workplace, which improves the impression of the employees on the enterprise, thus strengthening the positive relationship between HPWS and the positive experience of employees. Bryson et al ( 2013 ) found that social support of trade unions weaken the relationship between transformative HRM practices and anxiety of employee by providing essential support.…”