Effect of green human resource management (GHRM) overall on organization’s environmental performance: The mediating role of green employee empowerment

This study assesses the effect of green human resource management (GHRM) practices (overall) on the organization’s environmental performance (OEP) and to identify how the organizations can improve their EP by using GHRM practices through Green Employee Empowerment (GEE). The study was based on a questionnaire survey of 340 responses from the manufacturing sectors; the key respondents were one from each industry limited to top management, HR manager, quality manager, or employee of manufacturing firms. The questionnaires were tested for reliability and validity. To evaluate the hypothesis, data was examined using the PLS path modeling technique. The empirical findings show that the GHRM practices (overall) have a significant effect on OEP, and GEE mediates their relation. This research has theoretically contributed to the green HRM/HRM literature by establishing a link between GHRM practices and their EP outcomes in manufacturing companies. This study adds to the body of knowledge by looking at the indirect impacts of GHRM practices on OEP via GEE. The findings suggested that GHRM practices might lead employees to green empowerment in order to improve environmental performance

Expatriates Coaching Behaviors and Local Employees Work Performance: Mediating Role of Cross - Cultural Knowledge Transfer

This study investigates How the coaching behavior of Chinese expatriates and the performance of local employees overcomes the inherent differences between them and develops the quality of relationships that play an important role in carrying out cross-cultural knowledge transfer? Existing research does not provide a good answer to this question. The knowledge transfer literature has focused on organizational vehicles and structural mechanisms, with little attention paid to understanding how the organizational processes and individuals involved can facilitate knowledge transfer. After all, it is people who have applied and transferred knowledge. This study aims to propose and analyze a model for developing expatriate coaching behavior through cross-cultural knowledge transfer in improving the work performance of local employees, to examine the moderating role of intelligence culture for expatriate coaching behavior on the relationship of cross-cultural knowledge transfer to local employee performance on expatriates and employees. This study will examine the moderating role of Perceived Organizational Support theorists have suggested that employees form global perceptions of the level of support provided by their employers and that this perception influences their behavior in the workplace. The data collection method used is a qualitative method. Based on the results of research and discussion, it can be concluded that China expatriates with high cultural intelligence, their coaching behavior has a clearer positive impact on the performance of local employees; for local employees who have high cultural intelligence, expatriate coaching behavior has a clearer positive impact on the employee's performance

Effect of green human resource management (GHRM) overall on organization’s environmental performance: The mediating role of green employee empowerment

This study assesses the effect of green human resource management (GHRM) practices (overall) on the organization’s environmental performance (OEP) and to identify how the organizations can improve their EP by using GHRM practices through Green Employee Empowerment (GEE). The study was based on a questionnaire survey of 340 responses from the manufacturing sectors; the key respondents were one from each industry limited to top management, HR manager, quality manager, or employee of manufacturing firms. The questionnaires were tested for reliability and validity. To evaluate the hypothesis, data was examined using the PLS path modeling technique. The empirical findings show that the GHRM practices (overall) have a significant effect on OEP, and GEE mediates their relation. This research has theoretically contributed to the green HRM/HRM literature by establishing a link between GHRM practices and their EP outcomes in manufacturing companies. This study adds to the body of knowledge by looking at the indirect impacts of GHRM practices on OEP via GEE. The findings suggested that GHRM practices might lead employees to green empowerment in order to improve environmental performance

Action-state orientation and the theory of planned behavior: A study of job search in China

JOURNAL OF VOCATIONAL BEHAVIOR683490-503JVBH

Age-Related and Situation-Related Social Desirability Responding Among Chinese Teachers

Social desirability responding (SDR) was affected by situation and age. However, most research is only concerned with overall SDR without considering the separation of impression management and self-deception. The purpose of this article is to explore the possible different effects of age and situation on the different components of SDR. A total of 158 teachers completed the BIDR at a 2 (high vs. low SDR situation) x 2 (20-29 vs. 30-39 years old) between-group experiment. The results of multivariate analyses, with gender and tenure controlled, suggested that the effects of age and situation on the four specific components were mixed. Impression management enhancement (IME) and denial (IMD) were significantly affected by situations. The older group had significantly higher self-deception enhancement (SDE) and IME scores than the younger one. Females had significantly higher IME scores than males. More age stages and the main effect of gender should be considered in the future

The high prevalence of knee osteoarthritis in a rural chinese population: The wuchuan osteoarthritis study

Objective. To estimate the prevalence of radiographic and symptomatic knee osteoarthritis (OA) in a remote rural region of northern China, and compare them with those reported in Beijing and with data from the Framingham (Massachusetts) cohort. Methods. A population-based cross-Sectional survey was conducted among 1,030 residents of Wuchuan County, Inner Mongolia, age >= 50 years. Survey participants, mostly farmers reporting heavy physical occupational activity, completed an interviewer-based questionnaire, and bilateral weight-bearing posteroanterior semiflexed knee radiographs were obtained. Results. Whereas the overall prevalence of radiographic knee OA was similar to that demonstrated in the Beijing OA study, men in Wuchuan had approximately double the prevalence of severe radiographic: knee OA (prevalence ratio [PR] 2.5, 95% confidence interval [95% CI] 1.6-3.8) and symptomatic knee OA (PR 1.9, 95%, CI 1.3-2.9). Women in Wuchuan also had a higher prevalence of both severe radiographic (PR 1.4, 95% CI 1.0-2.0) and symptomatic knee OA (PR 1.6, 95'% CI 1.2-2.1) compared with their Beijing counterparts. The prevalence of bilateral OA and lateral compartment disease were 2-3 times higher in both Chinese cohorts compared with estimates from the Framingham OA study. Conclusion. The prevalence of symptomatic knee OA in rural areas of China is much higher than reported from urban regions of China or in the Framingham cohort. The higher representation of bilateral and lateral compartment disease in China suggests a unique phenotype to OA. These findings will be useful for guiding the distribution of future health care resources and preventive strategies.RheumatologySCI(E)PubMed22ARTICLE5641-6476

The moderating effects of polychronicity and achievement striving on the relationship between task variety and organization-based self-esteem of mid-level managers in China

Employees' organization-based self-esteem (OBSE), defined as 'the degree to which an individual believes him/herself to be capable, significant, and worthy as an organizational member' (Pierce and Gardner, 2004: 593), can be increased by giving them tasks that fit their dispositions. The primary purpose of our study is to examine combinations, instead of individual dispositions separately, on OBSE. Specifically, to increase OBSE, we propose that giving employees who prefer to handle multiple tasks simultaneously (people who are polychronic) more task variety. This effect will be stronger for employees with high motivation to achieve (achievement striving). The hypotheses were tested using data collected from 260 middle managers and their immediate supervisors in three Chinese organizations. We found that offering more task variety to polychronic employees with high levels of achievement striving resulted in the highest levels of OBSE. © The Author(s) 2010.link_to_subscribed_fulltex

Goal orientations and performance: role of temporal norms

We tested the relationships between Chinese employees' goal orientation and their performance, as well as the moderating effects of temporal norms (future planning and scheduling) on this relationship. Results from employees across seven different organizations in China demonstrated that the mastery goal orientation was positively related to job performance. The performance goal orientation was unrelated to employment outcomes. Further, results showed that a mastery goal orientation was most useful when future planning was emphasized and scheduling was de-emphasized. Journal of International Business Studies (2006) 37, 484–498. doi:10.1057/palgrave.jibs.8400208