Social Responsibility toward the Employees and Career Development Sustainability during Manufacturing Transformation in China

Lu, Xuemei; Zhu, Wenzhong; Tsai, Fu-Sheng

doi:10.3390/su11174778

Cited by 14 publications

(9 citation statements)

References 59 publications

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“…For instance, Chin (2015) argued that harmony played an important role in promoting organizational citizenship behaviors in Chinese organizations, thus managing cross-cultural conflicts effectively. Lu et al (2019) studied social responsibility toward the employees and career development sustainability during manufacturing transformation in China. They proposed that Chinese firms should establish a sustainable culture in their business operation facing globalization.…”

Section: Literature Reviewmentioning

confidence: 99%

Integration of the Confucian Culture on Cross-Cultural Conflict Management: The Role of the COVID-19 Pandemic

2021

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Cross-culture conflict management is the major challenge for the Chinese enterprises going global along the Belt and Road Initiative. This study explores the feasibility of integrating the Confucian culture into cross-culture conflict management, and a special role is given to the COVID-19 pandemic. We combine the Confucian culture values and Hofstede’s cultural dimension theory and adopt the questionnaire survey methods on the Chinese multinational enterprises’ employees. The Cronbach’s Alpha method is also deployed to test the reliability and validity of the data. We find the significant integration of the Confucian culture into cross-culture conflict management. Furthermore, 16 sub-values of the Confucian culture are suggested to mitigate the cross-culture conflicts in multinational enterprises effectively. The findings imply that Chinese enterprises should consider new strategies to manage the cross-culture conflicts, especially during the COVID-19 pandemic.

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Section: Literature Reviewmentioning

confidence: 99%

Integration of the Confucian Culture on Cross-Cultural Conflict Management: The Role of the COVID-19 Pandemic

2021

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“…One of the main responsibilities that a company must assume refers to its workers, as one of the main stakeholders, reflecting its relationship with them, and not only in terms of resources to obtain the highest performance [22]. Therefore, in response to the workers interests, the organisation may implement a socially responsible management of HR.…”

Section: The Organisation's Responsibility Toward Its Employeesmentioning

confidence: 99%

“…Wang [76] studied a model that matches employees' job satisfaction, knowledge sharing, innovation capability, and job performance for sustainable HRM in hospitality context. With respect to CSR, which is a related subtheme in the sustainable HRM research theme, Lu et al [22] empirically tested the connection between CSR specifically directed toward employees (CSRe) and career development sustainability. Although previous researchers have contributed to broaden the comprehension of the sustainable HRM concept, there is still a lack of research on how sustainable HRM is reflected through HR practices and how to measure this [77,78].…”

Section: Sub-period 2017-2019mentioning

confidence: 99%

“…Pellegrini et al [75] used different scales to measure sustainable behaviour, internal sustainability orientation, supervisory support, sustainability training, rewards, and affective commitment to sustainability. More recently, Lu et al [22] tested social responsibility toward employees (CSRe = working benefit, working environment, working hours, and training) using a 16-item scale and career sustainability (career growth and employability), using the scales of Weng [95] and Rothwell and Arnold [96], respectively.…”

Section: Instruments For Measuring the Csr-hrm Linkmentioning

confidence: 99%

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Mapping the Link between Corporate Social Responsibility (CSR) and Human Resource Management (HRM): How Is This Relationship Measured?

2020

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Despite the relevance of human resources in the management of Corporate Social Responsibility (CSR), confusion and theoretical chaos are still evident in the area. This manuscript provides a systematic review of the link between CSR and Human Resource Management (HRM), stressing the main topics along with the evolution and tendencies founded in this field. SciMAT was used to conduct a conceptual science mapping analysis based on co-word bibliographic networks. From 2006 to 2019, 194 documents were retrieved from the Web of Science. Considering the last period (2017–2019), the motor themes (those which are well-developed and relevant for the structure of the research field) were environmental management (including green HRM), sustainable HRM and pro-environmental behaviour. Socially responsible HRM (SR-HRM) was a basic theme (important, although not developed). Perceived organisational support was a specialised theme (well-developed, although less important), and employee commitment was an emerging theme (both weakly developed and marginal). In addition, a review of the measurement tools used in the main topics extracted from the previous analysis was carried out. Our analysis will help inform researchers and practitioners on the future of CSR and HRM and the previous efforts in the creation of measurement instruments.

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“…According to an integrative perspective that combines individual, organizational and social factors, the relationships among these three levels are hierarchical and comprehensive [15]. Thus, we propose a final hypothesis:…”

Section: Introductionmentioning

confidence: 99%

How Much Is Too Much? The Influence of Work Hours on Social Development: An Empirical Analysis for OECD Countries

Liu

Chen

Gan

2019

IJERPH

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Work is a cornerstone of social development. Quantifying the impact on development of fluctuations in work hours is important because longer work hours increasingly seem to be the norm. Based on an integrative perspective that combines individual, organizational, and social factors, we constructed a model using data from 31 member countries of the Organisation for Economic Co-operation and Development (OECD). The proposed model was used to test the effect of work hours on different levels and to propose feasible suggestions accordingly. The results show that people in developing countries work more hours per week than those in developed countries, and that males work longer hours than females. Furthermore, regression analysis shows that current work hours are having a negative impact on development in OECD countries, especially in developing countries where people are working longer hours. Longer hours, in other words, do not promote development effectively. Specifically, work hours at the individual level are negatively related to health. At the level of organization, work hours are a reverse indicator of organizational performance, and at the level of society, there is a negative relationship between work hours and economic development. This study provides support for the proposition by the International Labour Organization to reduce work hours, and it facilitates our understanding of the relationship between work hours and social development.

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Social Responsibility toward the Employees and Career Development Sustainability during Manufacturing Transformation in China

Cited by 14 publications

References 59 publications

Integration of the Confucian Culture on Cross-Cultural Conflict Management: The Role of the COVID-19 Pandemic

Integration of the Confucian Culture on Cross-Cultural Conflict Management: The Role of the COVID-19 Pandemic

Mapping the Link between Corporate Social Responsibility (CSR) and Human Resource Management (HRM): How Is This Relationship Measured?

How Much Is Too Much? The Influence of Work Hours on Social Development: An Empirical Analysis for OECD Countries

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