Managing to lead in private enterprise in China: Work values, demography and the development of trust

Previous work on trust has focused on employee trust in management. However, issues of how leaders develop trust in their followers in leader-member exchange (LMX) are under-explored. Based on theories of leader-member exchange, attribution and industrial convergence, this study investigates how the work values of leaders influence the development of their trust in followers and how this is moderated by demographic factors. A survey of 219 leaders was conducted in privately owned enterprises in China. The findings suggest that the work value of centralization is negatively related to leader trust in follower predictability. Group orientation and formalization are positively related to the development of trust in follower good faith. Moreover, age and level of formal education are found to moderate significantly the relationships between leader work values and development of their trust in followers within the context of China. Copyright © 2007 SAGE Publications

Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance

Much of the human resource management literature has demonstrated the impact of high performance work systems (HPWS) on organizational performance. A new generation of studies is emerging in this literature that recommends the inclusion of mediating variables between HPWS and organizational performance. The increasing rate of dynamism in competitive environments suggests that measures of employee adaptability should be included as a mechanism that may explain the relevance of HPWS to firm competitiveness. On a sample of 226 Spanish firms, the study’s results confirm that HPWS influences performance through its impact on the firm’s human resource (HR) flexibility

DISSOLUTION OF ZIRCONIUM AND ZIRCALOY-2 IN NITRIC-HYDROFLUORIC ACID MIXTURES AT REFLUX TEMPERATURES

BS>The initial rate constants were obtained for zirconium and Zircaloy-2 dissolution at reflux temperatures in nltric--hydrofluoric acid mlxtures. Variation of the nitric acid concentration in these solutions had very little effect on the initial dissolution rate, except for the change in the reflux temperature. The nitric acid concentration exhibited an appreciable effect on the average dissolution rate over longer periods of time. An empirical treatment of the rates over extended periods is presented. The maximum attainable rates for zirconium dissolution, adjusted to an initial lM hydrofluoric acid concentration, were determined at lower temperatures. Stability of resultant Zircaloy-2 dissolver solutions is reported for both nitric--hydrofluoric acid mixtures and nitric--oxalic--hydrofluoric acid mixtures. Possible reactions and some analyses of off-gases from these dissolutions are given. (auth

High-performance work systems and organizational performance: testing the mediation role of employee outcomes using evidence from PR China

This research investigates the relationship between high-performance work systems (HPWS) and organizational performance, and the mediating effect of employee outcomes. The paper is based on a sample of 168 firms of six ownership types and in various business sectors operating in China. The results of data analysis support the hypotheses. Organizational performance is positively predicted by HPWS and employee outcomes, and employee outcomes positively mediate the relationship between HPWS and organizational performance. This paper supports the theory that HPWS positively impacts organizational performance and explains the mechanisms through which HPWS enhances organizational performance. It also responds to the long-standing call for stressing the importance of employee-related factors in the HRM–performance linkage

The role of procedural justice and power distance in the relationship between high performance work systems and employee attitudes: A multilevel perspective

10.1177/0149206308331097Journal of Management3551228-1247JOMA