Milked for All They are Worth: Hokkaido Dairies and Chinese Workers

2010 ◽  
Vol 32 (2) ◽  
pp. 78-97 ◽  
Author(s):  
Paul Hansen
Keyword(s):  
Chinese Workers

Job strain, effort-reward imbalance and neck, shoulder and wrist symptoms among Chinese workers

2013 ◽  
Author(s):  
Shanfa Yu ◽  
Akinori Nakata ◽  
GuiZhen Gu ◽  
Naomi G. Swanson ◽  
Lihua He ◽  
...  
Keyword(s):  
Job Strain ◽  
Effort Reward Imbalance ◽  
Chinese Workers ◽  
Reward Imbalance

A Turbulent Silk Road: China's Vulnerable Foreign Policy in the Middle East and North Africa

2021 ◽  
pp. 1-21
Author(s):  
Andrea Ghiselli ◽  
Pippa Morgan
Keyword(s):  
Middle East ◽  
North Africa ◽  
Security Policy ◽  
Large Scale ◽  
Chinese Government ◽  
Horn Of Africa ◽  
Host Countries ◽  
Security Risks ◽  
Significant Evidence ◽  
Chinese Workers

Abstract The nexus between China's human and economic presence abroad and its security policy is increasingly important. Within this nexus, this study statistically explores whether and to what extent Chinese contractors reduce the number of Chinese nationals they send to work in North Africa, the Middle East and the Horn of Africa when the security situation in host states worsens. We find no significant evidence that either warnings from Chinese embassies and consulates to leave host countries or expert perceptions of host stability influence the number of Chinese workers. Worker numbers appear to decrease significantly only in the aftermath of large-scale violent events. These findings suggest that Chinese companies are relatively acceptant of security risks and uncertainties, despite the decade-long regulatory efforts of the Chinese government to make them more security-conscious overseas and, thus, to reduce pressure to use diplomatically and economically expensive military means for their protection.

Association of shift work with cardiovascular disease risk among Chinese workers

2021 ◽  
pp. 1-9
Author(s):  
Xiaobing Feng ◽  
Weihong Qiu ◽  
Man Cheng ◽  
Ruyi Liang ◽  
Tao Xu ◽  
...  
Keyword(s):  
Cardiovascular Disease ◽  
Shift Work ◽  
Disease Risk ◽  
Cardiovascular Disease Risk ◽  
Chinese Workers

Emotional labour and successful ageing in the workplace among older Chinese employees

2012 ◽  
Vol 33 (6) ◽  
pp. 1036-1051 ◽  
Author(s):  
FRANCIS CHEUNG ◽  
ANISE M. S. WU
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Hong Kong Chinese ◽  
Successful Ageing ◽  
Surface Acting ◽  
Emotional Labour ◽  
Equation Modelling ◽  
Chinese Workers ◽  
Older Chinese ◽  
The Relationship

ABSTRACTIn this study, we examined the relationship between emotional labour and successful ageing among older Hong Kong Chinese workers. We also investigated whether job satisfaction mediated the association between emotional labour and successful ageing in the workplace. Results show that deep acting was positively related to successful ageing in the workplace, whereas surface acting was negatively related to the same. Structural equation modelling shows that job satisfaction partially mediated the association between emotional labour and successful ageing in the workplace. The limitations of the study and further recommendations are also discussed.

Chinese workers’ responses to justice: quitting, collective action or both?

2018 ◽  
Vol 9 (1) ◽  
pp. 21-44
Author(s):  
Yucheng Zhang ◽  
Stephen J. Frenkel
Keyword(s):  
Collective Action ◽  
Social Exchange ◽  
Interactional Justice ◽  
Social Identification ◽  
Theory And Practice ◽  
Western China ◽  
Chain Model ◽  
Content Type ◽  
Service Employees ◽  
Chinese Workers

Purpose This paper aims to analyse two ways in which Chinese workers attempt to resist unjust treatment: exit through quitting and voice via collective action. This is in the context of rapid economic growth, rising economic inequality (Lu and Gao, 2011; Qin et al., 2009; Reed, 2012) and escalating industrial conflict (Pringle, 2011). Design/methodology/approach A model is developed and hypotheses formulated in the light of qualitative data analysis that included archival data, workplace observation and interviews with employees and managers at a large factory. A mediated chain model was tested based on a survey of 234 semi-skilled and skilled manual workers and 353 service employees employed in the same city in Western China. Findings Organisational identification and organisational cynicism were found to mediate the relationship between interactional justice and the two outcomes, intention to quit and collective opposition. Originality/value The authors’ interpretation of these relationships challenge previous research by showing that social identification is a more powerful explanation than social exchange in accounting for variations in these two outcomes. Implications are drawn for human resource theory and practice.

scholarly journals A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

2011 ◽  
Vol 24 (1) ◽  
pp. 75-102
Author(s):  
Junho Lee ◽  
Jihwan Park
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Task Conflict ◽  
Mediating Effects ◽  
Intragroup Conflict ◽  
Chinese Workers ◽  
The Impact ◽  
The Relationship ◽  
And Task

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

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