Gender Differences In Job Attribute Preferences And Job Choice Of University Students In China

This study investigates the gender differences in job attribute preferences and job choice among a group of university students in China.  Due to the shortage of well-trained professionals and managers in China, both foreign and Chinese organizations compete for highly trained candidates.  Correlation and regression analysis on data from 1,231 university students in China were used to test three hypotheses. Similarities between how men and women view the importance of advancement, compensation, and learning and overseas opportunities, in employment by foreign and national enterprises, were observed.  But, on issues of job security, firm size, and nationality of supervisor, gender differences were present.  Implications on employee recruitment for Chinese and foreign enterprises are discussed and suggestions for future research are provided

Can job turnover improve technical efficiency? : a study of state-owned enterprises in Shanghai

This paper studies the relationship between job turnover and technical efficiency of state-owned enterprise (SOEs) in Shanghai\u27s manufacturing sector during the period of 1989-1992. Data Envelopment Analysis (DEA) is used to compute measure of technical efficiency for each enterprise. Our findings indicate that, for non-expanding SOEs, the relationship between job turnover (i.e., downsizing) and technical efficiency is a U-shaped one such that efficiency declines at low levels of turnover,but after a certain level, it starts to increase. In addition, we show that small non-expanding SOEs (i.e., with employment size less than 100) start to increase their efficiency at a lower level of turnover than other medium and large SOEs. We also find that for medium and large expanding SOEs, the turnover-efficiency relationship is a positive and linear one

Work role stressors and turnover intentions: a study of professional clergy in Hong Kong

Abstract Work and occupational stress have long been concerns for employees and human resource managers as they cause many negative outcomes. Most of the previous studies on work stress were conducted in Western countries, while limited research has addressed this important topic in the Asian context. In this study, we examine the effects of several work role stressors (i.e. role ambiguity, role conflict, role overload and work-family conflict) on emotional exhaustion, job satisfaction and intentions to leave. Additionally, we test the mediating effects of emotional exhaustion and job satisfaction between the relationship of role stressors and intentions to leave. Data were collected from a sample of 887 professional clergy in Hong Kong. The results of regression analysis show that role stressors have a significant impact on both emotional exhaustion and job satisfaction, which in turn affect respondents' intentions to leave their organization

Work role stressors and turnover intentions: a study of professional clergy in Hong Kong

Abstract Work and occupational stress have long been concerns for employees and human resource managers as they cause many negative outcomes. Most of the previous studies on work stress were conducted in Western countries, while limited research has addressed this important topic in the Asian context. In this study, we examine the effects of several work role stressors (i.e. role ambiguity, role conflict, role overload and work-family conflict) on emotional exhaustion, job satisfaction and intentions to leave. Additionally, we test the mediating effects of emotional exhaustion and job satisfaction between the relationship of role stressors and intentions to leave. Data were collected from a sample of 887 professional clergy in Hong Kong. The results of regression analysis show that role stressors have a significant impact on both emotional exhaustion and job satisfaction, which in turn affect respondents' intentions to leave their organization

Private businesses in China : emerging environment and managerial behavior

This paper reviews the development and contribution of private businesses to the Chinese economy. The political and market environment are analyzed to picture the current position of private businesses in the national economy. Major characteristics of private businesses and their owners are presented through three survey results conducted in different periods. Managerial implications, in terms of macro environment, competition, resources, management structure and governance, and leadership and human resources are discussed

Consumption patterns of entrepreneurs in the People\u27s Republic of China

Since the implementation of economic reforms in 1978 in the People\u27s Republic of China, entrepreneurs have emerged as a new consumer group. With rising income and high consumption power, entrepreneurs have become major consumers for expensive goods and services. However, little research has been carried out to understand their consumption decisions. In this paper, we study the consumption patterns of small business .owners, getihu, in China by using a set of large-scale, nation-wide survey data. Their consumption is postulated to be affected by (1) risk factors which include failure risk and financial (leverage) risk, (2) household variables such as the household size, financial and labor resources in the family, (3) the future plans of their business, and (4) home ownership. The effects of these factors on consumption patterns are evaluated. Our empirical results, based on regression and Tobit analysis, showed that all these factors are important in the consumption decisions of the entrepreneurs\u27 households. In particular, risk and household factors are statistically significant in accounting for the variations in their consumption patterns. The marketing implications are also discussed

Job turnover in China : a case study of Shanghai\u27s manufacturing enterprises

This paper studies the job turnover among manufacturing enterprises in Shanghai during the period from 1989 to 1992. Various indicators of job turnover, including job expansion rate, job contraction rate, net job growth rate, gross job reallocation rate, and excess job reallocation rate are calculated. The empirical results demonstrate that types of ownership and firm size are significant factors in accounting for the changes in job generation and job reallocation. Among various types of enterprise, international joint ventures and small firms (i.e., those that employ less than 100 workers) are more able to create jobs and to generate job reallocation