Culture lag in Chinese labour relations: managers’ perceptions and behaviour towards workplace trade unions (2009 - 2014)

Zhu, Judith Shuqin; Zhu, Cherrìe Jiuhua

doi:10.1080/0023656x.2022.2040458

Cited by 2 publications

(1 citation statement)

References 25 publications

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“…Scholars who have found unions to be ineffective maintain that the characteristics of the formation process of unions in China have created a conflict. Consequently, unions have been incapable of effectively safeguarding the legitimate rights and interests of employees ( Heng, 2010 ; Zhu and Zhu, 2022 ). They have become “shell unions,” “pseudo unions” and “boss unions” ( Kai and Brown, 2013 ).…”

Section: Introductionmentioning

confidence: 99%

Impact of union practices on labor relations in China: Institutional trust as a moderator

Dai

2022

Front. Psychol.

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The particularities of Chinese union practices in the private sector and their impacts on the labor relations climate have raised much controversy. This paper presents the findings of a study that analyzed data from 926 enterprises in Chongqing, China, through the lens of institutional trust. The study was designed to examine the influence of union practices on the labor relations climate at the enterprise level. Particular attention was paid to the possible moderator effect that both employee and management trust in unions had on the labor relations climate. We found that employee–union trust positively moderated the impact of union practice on the labor relations climate. However, if management–union trust exceeded employee–union trust, management–union trust weakened the moderator effect of employee–union trust. In other words, management–union trust negatively moderated employee–union trust. This article is organized as follows. In section “Introduction,” we introduce the institutions Chinese unions operate in, especially regarding disputes over the effects on the labor relations climate. In section ‘Theory and hypotheses,” we review the literature and develop the hypotheses. In section “Materials and methods”, we describe the data and method, and in section “Results,” we present the results of the model. Finally, in section “Discussion,” we discuss the implications for China’s union development and note the limitations of the study.

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Section: Introductionmentioning

confidence: 99%

Impact of union practices on labor relations in China: Institutional trust as a moderator

Dai

2022

Front. Psychol.

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Employee stock ownership plans and within-firm income inequality: evidence from China

Ning,

Geng,

Jia

2023

CMS

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Purpose Drawing on bargaining power and the inequality aversion perspective, this study aims to probe employees’ influence on addressing income inequality between top executives and nonexecutive employees. Meanwhile, it examines the moderating role of employee-related factors and plan attributes. Design/methodology/approach This study uses a staggered difference-in-differences design with a propensity scoring match approach and verification of the parallel trend assumption to test the hypotheses. Findings The results support the hypothesis that employee stock ownership plans (ESOPs) significantly reduce within-firm income inequality. The negative effect is amplified by both the presence of trade unions and the unemployment rate at the regional level, as well as the duration of the lock-in period and the scale of participants within the stock ownership plan. Practical implications This study has implications for income inequality research and ESOP design and provides theoretical support for policymakers and corporate governance. Originality/value This study contributes to the literature on income inequality by examining the implementation of ESOPs from the employee perspective. Furthermore, it extends the current literature by investigating the strengthening effects of regional factors and ESOP attributes on the relationship between ESOPs and income inequality. The conclusions provide new empirical evidence to promote the effective implementation of ESOPs by combining internal and external factors.

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Culture lag in Chinese labour relations: managers’ perceptions and behaviour towards workplace trade unions (2009 - 2014)

Cited by 2 publications

References 25 publications

Impact of union practices on labor relations in China: Institutional trust as a moderator

Impact of union practices on labor relations in China: Institutional trust as a moderator

Employee stock ownership plans and within-firm income inequality: evidence from China

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