Suchergebnisse

Using US Public Use Samples, this article examines differences in the quality and assimilation rate of different Chinese immigrant groups (immigrants from Hong Kong, Taiwan and Mainland China) in the US labour market.The descriptive statistics show great differences among Chinese immigrants from the three areas in their ages, wage rates, years of schooling and industrial and occupational distributions.This article also finds that the three Chinese immigrant groups have much more dispersed wage distributions than US‐born workers have. The three Chinese immigrant groups also experienced substantial assimilation into the US labour market during the 1980s.

In this study a hierarchical linear model was employed to identify the specific relationships between employee affective commitment, employee perceptions of HR practices and job performance, and the moderating effect of HR strength was examined, using the extent to which employers and
employees share the same perceptions of HR practices as a proxy for consistency. The data were collected via structured questionnaire from hairdressing salons throughout Taiwan. Usable questionnaires from 307 hairdressers and 103 shop owners constituted individual- and organizational-levels
of data. We found that the more consistent the perception of HR practices between hairdressers and shop owners, the greater the employee affective commitment to the organization, emphasizing the value of HR practices in communicating clear and direct signals to employees regarding norms and
expectations.