Towards better work in China: mapping the relationships between high‐performance work systems, trade unions, and employee well‐being

Abstract

Human resource management (HRM) is a major mechanism to realise decent work and achieve employee well‐being in China. Key questions concern how and when HRM is mutually beneficial for employers and employees, particularly how well HRM works with trade unions in achieving decent work. This study examines the effect of high‐performance work systems and trade unions on employee engagement, paying particular attention to the role of industrial relations (IR) climate in facilitating this relationship. Hypotheses were tested via unique cross‐sectional survey data from a large employer–employee matched dataset collected from 264 manufacturing firms and 6921 workers in China. The findings highlight that HPWS are a key mechanism for realising decent work. We also find positive evidence for the mutual gains of decent work illustrating the combined impact of HPWS and trade unions in achieving higher levels of employee engagement. Notably, a co‐operative (as opposed to adversarial) IR climate is seen to reinforce this relationship, indicating the significance of the quality of relationships among management, employees, and unions in shaping employee outcomes. Overall, these findings advance understanding of the realisation of decent work and ‘mutual gains’ in a Chinese context.

Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employee's Outcomes

“…The second hypothesis that postulated the positive indirect influence of OBSE between the relationship of HPWPs and outcomes of employees was also supported. The findings of this hypothesis were in line with the findings of Yang et al (2019). Furthermore, COR theory also supported that vital resources produce a positive impact on the work outcomes of employees.…”

“…Recent studies revealed the influential role of HPWPs in human resource management strategies in Western culture; however, limited studies have explored its impact on developing economies (Cooke, 2018;Cooke et al, 2019). Past literature emphasized the potential effect of HPWPs on task performance (Topcic et al, 2016;Cooper et al, 2019;Jeong and Shin, 2019;Yang et al, 2019). Furthermore, researchers conceded a need to explore how HPWPs facilitate extra roles and performances of employees (Karadas and Karatepe, 2019).…”

“…HPWPs are employee-oriented strategies that improve individual skills (Chughtai, 2017;Zhang et al, 2018;Diogo and Da Costa, 2019). Given this, OBSE is an element that cultivates motivation and self-confidence that further translates into extra EIRP and ETP (Pierce et al, 1989;Yang et al, 2019). Therefore, in the circumstances of the COVID-19 pandemic, employees need organizational support to reduce the stress; if organizations extend their support in the form of self-esteem, the EIRP and ETP increase.…”

Still in search of strategic human resource management? A review and suggestions for future research with China as an example

“…For the quantitative studies, only a small proportion are contextualized in the institutional setting (Ngo, Lau, & Foley, 2008; Wei & Lau, 2011), or include institutional actors and industrial/employment relations as an element of the research, even though employment/labor market conditions in China vary significantly across industrial sectors and differ between China and other economies, which may influence the effect of SHRM practices (Lepak et al, 2007). Yang et al's (2019) study that explores the relationships between HPWS, trade unions and employee well‐being is one of the few exceptions. Similarly, Zhou, Fan and Son's (2019, p. 253) study of 108 firms and 1,250 employees offers another good example that bridges the HRM and employment relations literature by “investigating how human capital and employee participation, direct voice mechanism, and corporate governance participation jointly moderate the relationship between HPWS and organizational innovation.” By contrast, qualitative SHRM studies are generally better contextualized (Zhang & Albrecht, 2010).…”

High-Performance Work System and Employee Performance: Case Study at Koja Container Terminal

“…HPWS plays a role in fostering decent work and working conditions for employees. (Yang et al, 2019). HPWS utilities may vary in dynamic environments.…”