Suchergebnisse

Engaging in disaster relief and, more recently, post-disaster reconstruction in developing countries with critical geoeconomic and geopolitical interests has become an increasingly regular and institutionalized component of China's evolving humanitarian diplomacy over the past decade. Drawn upon novel evidence from China's growing disaster-related humanitarian assistance to Nepal and unprecedented engagement in Nepal's long-term post-earthquake rebuild since 2015, this article explores the dynamics behind China's transforming humanitarian diplomacy. The findings of this article suggest that: 1) geopolitical and geoeconomic interests, represented by the Belt-and-Road Initiative, serve as a critical driver for the development of China's bilateral partnership with other countries in the disaster sector; 2) long-term cooperation with underdeveloped countries like Nepal provides China, both government and non-state actors (NSAs), with an effective channel to engage with the international humanitarian community and to internalize humanitarian norms; 3) although humanitarian missions remain contingent and instrumental in China's international relations, they are laying the foundations for a specialized humanitarian policy area with more relevant normative assets, more professional actors, and more sophisticated institutions; 4) NSAs, represented by private foundations and civil NGOs, have played active roles in the state-dominant cooperation in disaster management. This article also suggests that intensified geopolitical confrontations, such as military clashes between India and China along their disputed borders over the past year, would lead to a high degree of politicization of humanitarian missions and partnerships counter-conducive to humanitarian goals.

Objective: This study proposes a model explaining how social capital helps ease excessively required mental effort.Background: Although organizational researchers have studied both social capital and cognitive load, no prior research has critically examined the role of social capital in improving individuals' mental load and effort and consequently enhancing job learning effectiveness.Method: This study surveys participants made up of professionals in Taiwan's information technology industry. It measures the constructs with the use of 5-point Likert-type scale items modified from existing literature. The survey data were analyzed with the use of structural equation modeling.Results: Job learning effectiveness is negatively influenced by role ambiguity and role conflict. Time pressure has a positive influence on role ambiguity and role conflict. Although the relationship between task complexity and role ambiguity is insignificant, task complexity has a positive influence on role conflict. Because the relationship between network ties and role conflict is insignificant, trust has a negative influence on role conflict. Last, shared vision has a negative influence on role ambiguity.Conclusion: This study provides an example of how social capital can be applied as a useful remedy to ease the negative impact of perceived cognitive load on job learning effectiveness.Application: The negative relationship between shared vision and role ambiguity suggests that a shared vision helps in disseminating organizationally common goals and directions among employees to alleviate individuals' mental efforts in dealing with the ambiguity of their job roles. A firm's management team should take actions to decrease role conflict by strengthening trust among employees.

This study proposes a model by postulating antecedents and mediators related to interemployee linkages as the key drivers of task effectiveness, in which task effectiveness is affected indirectly by expressiveness, outcome, and task interdependence through the mediation of knowledge sharing and interemployee helping. This study conducts empirical testing of the proposed model by investigating online knowledge workers from business organizations in Taiwan and confirms the applicability of interemployee linkages in understanding task effectiveness. This study contributes to the literature related to job effectiveness by validating idiosyncratic drivers of interemployee helping and by performing an operationalization of social interdependence. Lastly, managerial implications and limitations of the research are provided.

This paper explores the emergence of a highly networked and capable non-governmental organization (NGO) community in disaster relief in China. It provides a review of the growth of non-governmental actors in the relief field since the 2000s and examines the most important platforms and networks in the field, focusing on their strategies of maintaining a broad-based partnership, developing their own capacity, and enhancing overall inter-organizational connectivity. With an in-depth look at a successful joint non-governmental relief operation in Lushan in 2013, the paper also explicates how NGOs can break the state monopoly over disaster information management, public donations and relief operations. This research finds that during crisis times, non-governmental actors carry out relief missions effectively in parallel with state agencies. The rise of non-governmental disaster relief sheds light on one of many trajectories of civil society development in China where social autonomy is earned by innovation, public support and improved capacity. (China Q/GIGA)

PurposeThe purpose of this paper is to review two work groups' (local vs foreign) perceptions, attitudes and behavior and propose a moderated mediation model to examine perceived HR practices' impact on identification with the company and organizational citizenship behavior (OCB).Design/methodology/approachThis paper selects 320 local and foreign production operators at high-tech firms in Taiwan. The hypotheses are tested using SEM-AMOS, and the mediation effects are analyzed by Sobel test with bootstrapping.FindingsResults show that: first, the relationship influence between identification with the company and OCB is stronger for foreign workers than for local workers; and, second, the moderated mediation of work status exists in perceived practice of rewards for the whole worker model.Research limitations/implicationsTo concentrate on research objective, the authors only consider the same characteristics in local and foreign workers' job environment, neglecting differences in employment conditions, living environment and cultural background.Practical implicationsTwo major implications are that: first, different perceptions on HR practices are based on employees' work status; and, second, in addition to adopting appreciative HR practices for the target group, firms should help employees develop a stronger identification with the company in order to encourage OCB.Originality/valueThis paper studies employees' perception on HR practices, compares a three-variable model between local and foreign workers, and proposes a moderated mediation model to handle HR practices' effects on identification with the company and OCB.