Suchergebnisse

Ben shu wei rao ren li zi yuan guan li yu qi ye xiao yi guan xi zhe yi ren li zi yuan guan li xiao yi de gai nian, ren li zi yuan guan li yu qi ye xiao yi de guan xi yi ji ren li zi yuan guan li dui qi ye xiao yi de zuo yong guo cheng, zuo yong fang shi, zuo le quan mian de tan tao

"This Handbook, representing the collaboration of 36 scholars, provides a multi-faceted exploration of Chinese business and management. The volume represents both an 'inside out' perspective, offering local knowledge and experience, in conjunction with an 'outside in' approach, presenting measured and sensitive observations from an outsider's perspective. The Handbook's approach is organised around five key themes: - Cultural and institutional contexts for business in China - Management, including digital marketing and entrepreneurship - Work and employment, covering gender and trade unions in the workplace - Human Resource Management and Human Resource Development in Chinese businesses, including multinational corporations in the UK - Business and economic overviews, revealing the impact of guanxi relations and networks on Chinese business and management Revealing major recent developments in Chinese business and management alongside an appreciation of the unique historical, institutional, and cultural context of Chinese business and management, this book is a must-read for scholars, students, and educators of Chinese business and theory, and business in Asia"--

PurposeThe purpose of this paper is to explore how a perceived ethical climate influences employees' intention to whistle-blow through internal organizational channels and incorporates the mediating role of organizational identification and moral identity as well as the moderating role of individual risk aversion.Design/methodology/approachThe five proposed hypotheses were tested using hierarchical regression analysis with two waves of data collected in 2016 from 667 employees in Chinese organizations.FindingsThe findings indicate that perceived ethical climate had a positive effect on employees' internal whistle-blowing intention, which was mediated by organizational identification and moral identity. Furthermore, employees' risk aversion weakened the effect of organizational identification, while the moderating role by moral identity on internal whistle-blowing intention was not validated.Originality/valueThis study explains the psychological mechanism of whistle-blowing intention from the perspective of social identity, which contributes to opening the "black box" of the transmitting processes from the perceived ethical climate to whistle-blowing intention. This study also extends the literature by defining a boundary condition of risk aversion that hinders organizational identification influence on employee whistle-blowing intention.