Christian Yao

The perceived value of Chinese expatriates’ career capital: a symbolic capital perspective

Purpose - – The existing expatriation literature confirms that international assignments (IAs) are an essential tool for developing international talent and global managers but relevant studies are conducted mainly in western developed contexts and neglect the effects on individuals from less developed countries such as China. This paper explores the concept of career and symbolic capital in Chinese multinational company context. It investigates the value of IAs by exploring the relationships between career capital and symbolic capital. Design/methodology/approach - – Twenty-eight semi-structured interviews with Chinese expatriates were conducted. Findings - – Results suggest that the value of individual career capital from IAs depends on the contexts and how different parties perceive the value. A model comprising individual, organisational and social dimensions are proposed along with mediating factors that affect the effectiveness of value transfer between career capital and symbolic capital. Implications are rehearsed, exposing areas for further research. Originality/value - – This paper contributes to the literature by investigating the notion of career in an important but under-researched sample: Chinese expatriates. It helps to gain a better understanding on Chinese multinational companies and their employees.

Boundarylessness as a dynamic construct: the case of Chinese early career expatriates

Purpose – The purpose of this paper is to explore the dynamic nature of boundaryless careers of Chinese early career corporate expatriates. It also investigates the demographic and contextual factors influencing individual perceived career mobility. Design/methodology/approach – Qualitative, semi-structured interviews with 31 Chinese corporate expatriates were conducted and a template analysis approach was used to analyze the data. Findings – Results suggest that Chinese early career corporate expatriates’ perceptions of boundaries as facilitating or limiting career mobility change over time. Changing boundary properties are found to be linked to the salience of Chinese cultural values, demographics and career/life stages. Based on expatriates’ narratives, this study highlights how these demographic and contextual factors shape domains of career boundarylessness. Originality/value – Using an under-researched sample of Chinese corporate expatriates, this paper contributes to the conceptualization of bounda...

The living wage as an income range for decent work and life

Purpose A “living” wage (LW) is conventionally defined as enabling meaningful participation in society above subsistence through, for example, recreation, supporting a family, and savings. There is increasing debate over LWs due to growing inequality, rising living costs and welfare reform but this remains largely framed by the econometric cost-benefit parameters that apply to minimum wage regulation. The capabilities approach advocated by Sen (1999) offers a different perspective that is inclusive of choice, contingencies and the inter-connections between quality of (paid) work and private life. The paper aims to discuss these issues. Design/methodology/approach The paper adopts this framework and utilises a qualitative exploration of the narratives of 606 New Zealand employees to understand perceived wage effectiveness. The results suggest that a focus on a specific LW rate might be conceptually limiting, in comparison to a LW range. Findings First, the findings indicate that there is a pivot range in which people move from self-assessed “survival” to “decent” income. Second, a LW may have more than a simply monetary effect in better meeting employees’ living costs; it can also improve well-being through subjective perceptions of valued freedoms to do with job satisfaction, equity and security. Originality/value The results thus draw attention to a wider notion of a LW in terms of personal and family well-being, utilising a capabilities approach, with implications for organisational practice, policy and theory concerning sustainable livelihood and the UN Sustainable Development Goals.

Workplace stress in a foreign environment: Chinese migrants in New Zealand

Purpose – The purpose of this paper is to examine the relevance of personal and organisational factors contributing to workplace stress among Chinese migrants in New Zealand. Design/methodology/approach – The study is based on surveys of 88 participants using the theoretical model of person-environment fit. Findings – The results reveal that perceived fit of organisational factors has a significant impact on workplace stress outcomes including emotional well-being, work-related health, job performance and intention to quit. Further analysis also shows that personal factors, some as a result of acculturation, play a moderating effect on the perceived relationship between the organisation and workplace stress. Education, advanced language skills and building networks in the new community are all important factors to minimise stress. Originality/value – From an organisational perspective, the study highlights the importance of understanding the factors that cause workplace stress, especially with a culturally diverse working population. This cross-sectional study could be furthered through the use of alternative cultural samples, and through the development of a longitudinal design. In short, this study of the work stress of Chinese migrants in New Zealand contributes to the field of knowledge providing exploratory insights for work stress research in human resource management.

How can wages sustain a living? By getting ahead of the curve

Work may be a panacea for poverty but the world of work in 2018 is characterised by ‘Working Poverty,’ including poor wages. Living wages are a contested idea for resolving the paradox, with empirical evidence on how they might do so being scarce. Theoretically, a living wage enables people to escape from poverty traps, indicated by qualitative improvements in quality of work and life beyond a set income. Alternatively, diminishing marginal returns suggest that any wage is a good wage, particularly at low pay levels. We explored these possibilities with almost 900 low-income workers across two diverse countries, New Zealand and South Africa, on reliable indicators of workplace justice, job quality, and life satisfaction. A coherent pattern occurred: trap-rise-pause-rise. At wages below ± 

Exploring motivations in Chinese corporate expatriation through the lens of Confucianism

2000 per month, workers felt trapped in injustice, disengagement and dissatisfaction; above, they reported the opposite. This rise was starker in South Africa, where income inequality was highest. After a pause in satisfaction level (rising aspiration/relative deprivation), levels rose, with diminishing marginal returns. This pattern of trap-rise-pause-rise links two ‘competing’ theories of sustainable livelihood. Each matters but at different points on one wage spectrum. Wages may become ‘living’ only once they get ahead of a cusp in a wages-wellbeing curve, at a point or range determined empirically. Replicating this pattern across two very different countries suggests robustness, and may be a promising step towards a science of sustainable livelihood. However, we still require more systematic sampling, across more countries and groups, before the findings may be generalized.

The impact of cultural dimensions on Chinese expatriates' career capital

There is increasing interest in the human resource management strategies and practices of Chinese multinationals, including the important area of overseas assignments. This article focuses on the neglected area of employee perspectives, in particular workers’ motivations for accepting an international assignment (IA). It is based on qualitative interviews with 31 individuals recruited through a snowball technique. In contrast to the established (western) literature which understands IA motives from an individual rational-instrumental perspective, this study stresses the importance of Confucian values on motivations and in particular how these relate to perceived collective obligations to the family, the organisation and society. It is argued that the results add a different perspective for the academic study of IAs and have implications for the successful management of IAs more generally.