Human resources in the mixed ownership reform of Chinese ports: the mediating effects of organizational commitment

Chen, Zhuo; Jiang, Daokui; Qi, Guanqiu; Dai, Guilin

doi:10.1080/03088839.2018.1552803

Cited by 5 publications

(6 citation statements)

References 54 publications

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“…However, LFM can also create socio-economic challenges, such as job displacement, particularly in regions where port-related jobs are a significant source of employment. Therefore, previous research has also highlighted the need for policies and programs that address these issues, such as retraining and job placement programs for displaced workers [33] , [26] , [24] , [28] , [35] , [46] , [39] .…”

Section: Findings and Discussionmentioning

confidence: 99%

“…Evaluating labour force performance and productivity is critical for improving workforce management. Therefore, several authors have proposed different methods to assess performance and productivity in maritime ports [13] , [14] , [33] , [39] . They can be categorised into mathematical modelling, heuristics, and discrete event simulation.…”

Section: Findings and Discussionmentioning

confidence: 99%

“…For instance, regulations requiring specific training, certification, and experience can limit the pool of available workers, thereby increasing labour costs for employers. In contrast, relaxed policies may lead to less skilled or less qualified hired employees, resulting in lower productivity and safety concerns [28] , [35] , [46] , [39] .…”

Section: Findings and Discussionmentioning

confidence: 99%

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Labour force management in maritime ports: A comprehensive systematic literature review

Moros-Daza,

Jubiz-Diaz

2024

Heliyon

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Section: Findings and Discussionmentioning

confidence: 99%

Section: Findings and Discussionmentioning

confidence: 99%

Section: Findings and Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Labour force management in maritime ports: A comprehensive systematic literature review

Moros-Daza,

Jubiz-Diaz

2024

Heliyon

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“…Innovation in port sectors is developing rapidly, but the tension between attempts to innovate and the ability to achieve the expected goals needs to be resolved ( Chen et al, 2019 ; Koukaki and Tei, 2020 ). Engendering innovative work behavior among employees is one of the best ways to promote innovation ( Andrew, 1986 ), and employees’ innovation performance plays a crucial role in achieving organizational objectives and high firm performance ( Klomp and Leeuwen, 2001 ; Darroch, 2005 ; Karatepe and Sokmen, 2006 ).…”

Section: Introductionmentioning

confidence: 99%

The Effects of Congruence Between Person and Environment on Innovation Performance in Ports

et al. 2021

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The projected growth and rapid technological development in maritime transportation will create demand for a newly skilled and motivated workforce in the port sector. Thus, it is important for ports to attract, recruit and retain talented employees to promote innovation and enhance competitive advantages. This manuscript focuses on the welfare and talent of port staff from the perspective of person-environment (P-E) fit. Using polynomial regression with response surface analysis, this study explores the effect of P-E fit on job satisfaction, work engagement and innovation performance, and bootstrapping is applied to confirm the mediating roles of job satisfaction and work engagement in the relationship between P-E fit and innovation performance. Results show that (1) need-supply (N-S) fit and demands-abilities (D-A) fit improved port employees’ job satisfaction, work engagement and innovation performance, and the impacts on work engagement and innovation performance show an inverted “U” and “U” shape, respectively; (2) D-A fit is more important when job satisfaction plays a mediating role; and (3) N-S fit makes a greater contribution when work engagement mediates the effect of P-E fit on the innovation performance. These findings contribute to P-E fit research as well as to human resource management practices in ports.

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“…For example, a study by Z. Chen et al (2019) showed that long-serving employees in Chinese ports exhibited a negative attitude towards the mixed-ownership reform due to their fear of job insecurity. In short, MOE senior executives seem to face the stress of managing different internal interests and practices in order to improve corporate performance.…”

Section: A More Diverse Economy With Various Challengesmentioning

confidence: 99%

The work stress of Chinese senior executives: Work stressors and coping strategies

Duan¹

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Along with rapid economic development, work stress has become a serious issue in China, especially for senior executives who are steering their organisations in this turbulent and complex social environment. The Chinese economy is transitioning from being centrally planned towards a more market-orientated one, where political and market forces continue to work closely together. As these economic changes challenge traditional values such as harmony and guanxi, Chinese senior executives who work within these environments and manage these workplace transitions become an interesting focus of attention worthy of deeper research. While our knowledge about work stress is mainly based on research in Western societies, how work stress manifests itself in a transitional economy like China is underexplored. Drawing on cognitive appraisal theory, this study examines the work stress of Chinese senior executives. Work stress is not only caused by stressors but is also influenced by the efficacy of coping. As an individual can cope with a stressor in different ways depending on the resources possessed by the individual, this study is interested in the relationship between coping resources and coping strategies. Therefore, it asks two research questions: What stressors do Chinese senior executives experience in their work environment? How do Chinese senior executives utilise resources to cope with their work stress? This study draws on phenomenology as a philosophical lens to explore the work stress of Chinese senior executives as stress is conceptualised as a subjective personal experience, the investigation of which needs to be based on the phenomenological assumption that reality is based on perception and interpretation of the external world. In addressing the research questions, a sample of Chinese senior executive within private, public, and mixed ownership organisations were interviewed using Critical Incident Technique (CIT) to capture contextual details critical for identifying stressors and coping strategies. Research data was analysed using six phases of thematic analysis. This study contributes to extant literature by providing insights into the work stressors and coping strategies that Chinese senior executives face and employ. Findings highlight the relevance of both organisational and environmental factors in shaping performance uncertainty that give rise to the work stress of Chinese senior executives. Moreover, political-business role conflict linked to the one-party state is identified as a distinctive work stressor in the Chinese context – a work stressor that has hitherto not been identified in the work stress literature. Furthermore, whereas previous literature predominantly focuses on workplace interpersonal conflicts as a major work stressor, this study identifies an additional interpersonal stressor: the challenge of maintaining workplace interpersonal harmony. Finally, while previous research of career-related stressors mainly focuses on negative, confining career experiences, this study reveals that Chinese senior executives often identify challenging work goals in their desire for career success. As for coping, prior research has mainly focused on individual coping, with less attention afforded to collective and social coping. This study finds that collective coping is supported by job resources (within the organisation) and that social coping is underpinned by social resources (external to the organisation). A specific focus of this study was to examine how job and social resources are utilised to implement collective and social coping. Findings reveal that job and social resources facilitate problem-focused strategies in both collective and social coping. By contrast, these resources are barely used to facilitate emotion-focused and meaning-focused strategies in both collective and social coping. Research has shown that effective coping is determined by coping flexibility and that multiple coping strategies are utilised flexibly according to different situations. However, the asymmetric pattern of collective and social coping found in this study indicates that Chinese senior executives may not fully benefit from coping in the organisational and social domain. Overall, this study builds on cognitive appraisal theory by identifying several contextually situated work stressors and explaining the connections between coping resources and coping strategies within the framework of collective and social coping. In doing so, the study provides new insights into work stress in the Chinese context, where Chinese senior executives are required to meet many contradictory expectations in a rapidly changing society.

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Human resources in the mixed ownership reform of Chinese ports: the mediating effects of organizational commitment

Cited by 5 publications

References 54 publications

Labour force management in maritime ports: A comprehensive systematic literature review

Labour force management in maritime ports: A comprehensive systematic literature review

The Effects of Congruence Between Person and Environment on Innovation Performance in Ports

The work stress of Chinese senior executives: Work stressors and coping strategies

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