Warren C. K. Chiu

Women-friendly HRM and organizational commitment : A study among women and men of organizations in Hong Kong

This study found that women-friendly policies are not prevalent in organizations in Hong Kong. To ascertain if organizations that are more women-friendly have more committed employees, working men and women in the territory were surveyed. Controlling for ‘national origin of organization’, the research results indicate that family- and work-related factors impact on both womens and mens organizational commitment. But women-friendly policies have a positive impact only on women—and only on their affective commitment, not on continuance commitment. The finding indicates that employees who are more likely to benefit directly from progressive policies that symbolize concern for them would become psychologically more attached to their organizations than those who perceive little value in the policies for their work lives.

Re‐thinking training needs analysis

This paper reviews the literature on training needs analysis with the intention of organising conceptually the various approaches. It offers a way of going beyond simple descriptions to a quantitative approach. A simple yet comprehensive model is proposed which consists of four aspects focusing on four related questions: Who are the key initiators of the TNA studies? What are the levels of interest in the studies (i.e. organization, process, group and individual)? What methods of analysis are used? What is the intended outcome of the analysis? Based on these, four hypotheses are proposed. A literature search produced a total of 118 articles, of which 44 were randomly picked for detailed review. As expected, the literature was dominated by “supply‐led” players, i.e. trainers and academics, but with an unexpectedly strong emphasis on the “demand‐led” aspects of the organisation, especially its business results and growth.

‘National’ identity, perceived fairness and organizational commitment in a Hong Kong context: a test of mediation effects

This paper builds on research exploring antecedents of organizational commitment in non-Western contexts. Using identity theory as a foundation, we develop a model which posits that the relationship between the strength of ones ‘national’ identity and affective and normative commitment is mediated by justice perceptions. Using a sample of indigenous Hong Kong employees, we found that perceptions of distributive, procedural and interactional justice mediated the relationship between the strength of ones Hong Kong ‘national’ identity and normative commitment; while perceptions of distributive and interactional justice mediated the relationship between the strength of ones Hong Kong ‘national’ identity and affective commitment.

Engaging in Creative Work: The Influences of Personal Value, Autonomy at Work, and National Socialization for Self-Directedness in 50 Nations:

This study aims to examine why and how individuals’ self-reported engagement in creative work is separately and jointly influenced by dispositional, situational, and national-cultural factors worldwide. Using data abstracted from the World Value Survey, we proposed a multi-level model testing how the relationship between individuals’ creative value orientation and their self-reported creative work engagement is contingent on perceived job autonomy and how such interaction is further moderated by the dimension of national socialization for Self-Directedness in developing its human capital. Data provided by a total of 35,120 employees from 50 nations were included in our hierarchical linear modeling (HLM) analyses. As hypothesized, the relationship between an employee’s creative value orientation and creative job engagement is moderated by job autonomy, such that the relationship is stronger when the job held is more autonomous rather than less. However, the relationship of this Person × Situation interaction to creative work engagement was not as extensive as expected—It is stronger in nations emphasizing Self-Directedness in socializing its children. Our findings thus offer conceptual guidelines and practical insights to national and firm leaders aspiring to effect actions for creativity using both personal and situational factors in a given national-cultural context.

When Marx Borrows from Smith: the ESOP in China

The employee stock ownership plan (ESOP), a capitalist practice, was borrowed for the purpose of rescuing and even consolidating socialist state-owned enterprises during the drive in China to reform ownership. More precisely, ESOP was implemented to bail out failing firms, raise funds, increase work motivation, reduce agency costs, and promote industrial democracy. The findings of a case study of three Chinese state-owned enterprises suggest that some short-term goals were basically achieved, but the accomplishment of the other long-term goals was somewhat problematic. Based on our initial findings, recommendations are put forward for future research and practice.