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PurposeThis paper has three purposes. First, it aims to explore important factors in the Chinese employment market. Second, it aims to find whether recruiters and applicants understand each other's expectations. Third, it aims to find whether applicants with different Hukou (locals vs non‐locals) have different expectations on position/organization characteristics and whether recruiters from organizations of different ownerships (foreign vs state‐owned) have different expectations on applicant qualifications.Design/methodology/approachA list of 15 applicant qualifications items and 15 position/organization characteristics items that are relevant in the Chinese context were generated by interviewing ten applicants and recruiters. Then 141 college graduates and 44 recruiters were surveyed in four job fairs in Beijing, and asked them to rank the importance of position/organization characteristics and applicant qualifications.FindingsThe study found that recruiters overestimated applicants' expectations on extrinsic rewards (e.g. salary) but underestimated their needs on intrinsic rewards (e.g. job security). Applicants overestimated recruiters' expectations on exogenous qualifications (e.g. local Hukou) but underestimated their expectations on endogenous qualifications (e.g. analysis skills). Local applicants have higher expectations on job locations and voice opportunities while non‐local applicants have higher expectations on local Hukou quota. Recruiters from foreign organizations have higher expectations on endogenous qualifications than recruiters from state‐owned organizations.Research limitations/implicationsThe applicant samples were college graduates in Beijing, and the findings may not be generalized to the whole job applicant population in China.Originality/valueThis paper represents an early attempt to investigate both recruiters' and job applicants' expectations at the pre‐employment stage in the contemporary Chinese context, and it provides practical suggestions to recruiters, students, and policy makers.

This study investigates how buyers evaluate an e-tailer's delivery performance. The authors first develop an integrated conceptual framework that focuses on the e-tailer attributes. Buyer characteristics are also considered as covariates to control for heterogeneity. Then, the authors estimate an empirical model using the latent class technique. The estimation results show that if one is satisfied with the e-tailer's product price, one is likely to have a more positive evaluation of its delivery fulfillment. Another factor with a significant impact is the e-tailer's order-tracking system. The authors also find that e-tailers with a positive inventory policy receive significantly more positive evaluations from about 15% of the buyers. An integrated hybrid e-tailer also receives significantly more positive evaluations from about 15% of the buyers. Managerial implications are provided.

With rapidly development of urbanization, a large number of Muslim migrants, as one of special groups, swarm into cities, whether they adapt to cities has caused wide concerns. The purpose of this paper is to reveal the general law of multi-dimensional adaptation of Muslim migrants and provide guidance for better serving and managing this group. Based on survey or information of migrant Muslims in some important areas of Lanzhou city, This paper discusses some aspects about adaptation of migrant Muslims such as environmental, economic, social, cultural and psychology, respectively, by the following analysis methods: by Summers dy coefficient, Pearson product-moment correlation coefficient, Principal component factors. It draws several key conclusions about adaptation of Muslim migrants to Lanzhou city for better serving and managing them. The study found that in terms of environmental adaptation, the distance between the source of Muslim migrants and Lanzhou City and their urban adaptability showed a strong correlation; while the relationship between traffic conditions, recreational facilities and their urban adaptation was not obvious; In terms of economic adaptation, the economic income of Muslim migrants has a strong correlation with its urban adaptability; In terms of social adaptation, as time goes by, Muslim migrants gradually adapt to the their urban lifestyle; The psychological adaptation of Muslim migrants can be summarized as "self-identity" and "urban belonging". They showed a more obvious adaptability in the "self" understanding, but strong non-adaptation in the "identity" and "city sense of belonging".

Purpose
The purpose of this paper is to compare two mediating mechanisms of servant leadership's effect on followers' work engagement: the social exchange mechanism (represented by leader-member exchange (LMX)) and the social learning mechanism (represented by public service motivation in Study 1 and prosocial motivation in Study 2).


Design/methodology/approach
In Study 1, the authors collected two-wave matched data from 216 public sector employees. In Study 2, the authors collected two-wave matched data from 178 private sector employees. The authors use hierarchical regression and bootstrapping to test the hypotheses.


Findings
Servant leadership is positively related to follower's work engagement and this relationship is mediated by LMX, but not by public service motivation (Study 1) or prosocial motivation (Study 2). It suggests that servant leadership promotes followers' work engagement mostly through the social exchange mechanism.


Research limitations/implications
The data were collected from Chinese employees, and future studies are necessary to verify the findings in other cultural contexts.


Originality/value
This study sheds light on a more nuanced picture of the effect mechanisms of servant leadership.