Chi-Sum Wong

Testing Reciprocal Relations by Nonrecursive Structuralequation Models Using Cross-Sectional Data

Structural equation modeling has become a common technique to test the reciprocal relations between two constructs using cross-sectional data in management research. Although there are pros and cons to this application, it appears clear that sometimes it is necessary to use a cross-sectional nonrecursive model as an approximation of the cross-lagged reciprocal effects. Several factors (i.e., proper specification of the nonrecursive model, effects of instrumental variables, time interval, true cross-lagged effects, and sample size) that may affect the adequacy of the nonrecursive model are identified from the literature. Two examples using realistic parameters found in the literature are used to explore the potential effects of these factors in the application of a nonrecursive model. The article ends with a discussion of future research implications and recommendations of studies designed to test possible reciprocal relations between constructs.

Different responses to job insecurity of Chinese workers in joint ventures and state-owned enterprises

Job insecurity has become an important issue for western organizations in the last decade due to uncertain economic conditions, global competition, and the advancement of information technology. In this study, we integrate social exchange theory and rational choice theory to explain employees’ responses to job insecurity in the Chinese context. We distinguish short-term transactional exchange from long-term relational exchange, and argue that joint ventures (JVs) and state-owned enterprises (SOEs) are characterized by different kinds of employee-organization exchange. An integrated theoretical framework is developed to explain why workers in these organizations respond differently to job insecurity. A total of 548 supervisor-subordinate dyads in a JV and a SOE in China are used to test the hypotheses derived from our framework. The results of hierarchical regression analysis indicate that the effects of job insecurity on organizational citizenship behavior (OCB) and job performance depend on both organizational types and employees’ trust in their organization.

Managing localization of human resources in the PRC: A practical model

The localization of top management positions is an important objective for many Transnational Corporations (TNCs). Despite its importance, there is little systematic discussion of how the localization process should be managed. Based on a review of related literature and in-depth interviews with six TNCs in the PRC, we developed a three-stage model of the localization process. In this article, we use that model to describe the challenges that TNCs face when localizing top management positions in the Peoples Republic of China.

On the Importance of Conducting Construct-Level Analysis for Multidimensional Constructs in Theory Development and Testing

On top of not defining explicitly the relationship between multidimensional constructs and their dimensions, many management researchers have conducted their analyses of multidimensional constructs at the dimension level only and assumed that these analyses would be valid at the construct level. This article discusses the potential problems of these practices. Data from two reported management studies are reanalyzed to show that different conclusions might be arrived when analyses are conducted at the construct rather than the dimension level. This finding is especially true when the multidimensional construct is defined under the latent model. Implications are discussed.

Effect of Middle-level Leader and Teacher Emotional Intelligence on School Teachers’ Job Satisfaction The Case of Hong Kong

Emotional intelligence (EI) has been an emerging topic for educational, psychological and management researchers and consultants in recent years. Despite the emerging consensus of its definition and evidence reported in business organizations, relatively little empirical evidence have been reported in the education literature. We conducted two studies to investigate the impact of middle-level leader and teacher EI on teachers’ job outcomes. In Study 1, 107 teachers were asked to list the attributes of successful middle-level leaders in their schools. In Study 2, 3866 school teachers and middle-level leaders were surveyed on their EI and job satisfaction level. Results provide supports concerning the impact of teacher and middle-level leader EI on school teachers’ job satisfaction. Implications are discussed.

An empirical test of the model on managing the localization of human resources in the People's Republic of China

The localization of human resources has been a major objective for many transnational corporations (TNCs) in the Peoples Republic of China (PRC). After a review of related literature and in-depth interviews with six TNCs, Wong and Law (1999) developed a model explaining the localization process in the PRC. Based on this localization model, this study empirically tested the antecedents of successful localization results of 139 TNCs in the Peoples Republic of China. Results showed that, (1) whether or not localization had been identified as an important goal, (2) overall localization planning efforts and (3) actual human resources management practices were important factors leading to successful localization of expatriate positions. Implications of the results are discussed.

The effects of trust in organisation and perceived organisational support on organisational citizenship behaviour : a test of three competing models

This study examines the relationships between organisational justice, perceived organisational support (POS), trust in organisation and organisational citizenship behaviour (OCB) by proposing and testing three competing models. The baseline model links POS to distributive justice as its antecedent, and trust in organisation to procedural justice as its antecedent, while OCB is considered the outcome of POS and trust in organisation. Two alternative models are developed to test the effect of distributive justice on trust in organisation, and that of procedural justice on POS. Several hypotheses are derived from these competing models, and tested with a data set consists of 247 employees in three joint ventures in Guangdong Province of China. The results of LISREL show that the baseline model is better supported than the other two models. Specifically, we find that distributive justice affects POS and procedural justice affects trust in organisation. POS has a significant positive effect on trust in organisation and OCB.

The missing link between emotional demands and exhaustion

Purpose – The purpose of this paper is to preliminary explain the possibly complicated moderating effects of job resources. The paper specifies the missing link between job demand and burnout by focusing on the coping strategy argument.Design/methodology/approach – The paper preliminary supports the mediated moderation model of the missing link by a large sample cross‐sectional survey.Findings – The two coping strategies as mediators for the relationship between emotional demands and exhaustion are supported. Strong supports for the moderation effect of emotional intelligence on the relationship between emotional demands and the two coping strategies are found. Some support for the moderation of supervisor support on the relationship between deep acting and exhaustion are found.Research limitations/implications – The paper contributes to the job demands‐control‐support and job demands‐resources models, as the proposed model helps to explain the inconsistent results for the buffering effect of job resource...

Impression Management and Faking in Biodata Scores Among Chinese Job-Seekers

Based on a repeated measure of 164 Chinese university seniors on an established biodata instrument, it was found that subjects would fake in order to increase their chances of getting a job offer in addition to simply giving a socially desirable impression. It was also found that those who scored low on the biodata scale had a much higher magnitude of faking behaviors as compared with those who scored high on the scale. Scores on an integrity scale were found to be predictive of the magnitude of faking. The paper concludes with a discussion of the relationship between faking and social desirability and their effects on criterion validities of biodata instruments.

Promotion Criteria and Satisfaction of School Teachers in Hong Kong

Teacher promotion is an important issue in school administration that deserves more academic attention. In business management a commonly used tool for employee motivation, aside from promotion, is the compensation system, which can be flexibly and frequently adjusted with the performance of individual staff members. However, in the existing education system, pay levels and structure are relatively fixed and it is difficult for principals to use the compensation system as a tool to motivate teachers. Promotion is therefore the most important reward that principals can use. Using Hong Kong as an example, and with a sample of 210 principals and teachers from both primary and secondary schools, this article attempts to find answers and make suggestions to improve the current promotion system. It is hoped that this study will provide a better understanding of teacher promotion in general, and in Hong Kong in particular.