Dec 2007, Volume 1 Issue 4
    

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  • Process dimensions and effectiveness of information systems planning: An empirical study on the implementation status of Chinese enterprises
    LI Dong, CAI Jian, NIU Fang
    2007, 1(4): 483-493. https://doi.org/10.1007/s11782-007-0028-6
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    Information systems planning (ISP) is a critical concern for top executives and chief information officers (CIOs) of enterprises. This paper summarizes the process dimensions of ISP and proposes a descriptive model to describe these dimensions and their relationships with the planning effectiveness. The research model is empirically tested by the data collected from 125 Chinese big companies. Our results indicate: (1) the way of initiating and implementing the information system (direction of planning flow) significantly influences the other dimensions of ISP; (2) ISP is a non-technology-driven managerial activity. Thus dimensions on the organizational level, rather than technology-related process dimensions, strongly influence ISP effectiveness.
  • Production system and competitive power of Chinese enterprises —A case study on TCL King color TV
    OUYANG Taohua, ZHANG Chuyu, LI Jiahong, MAO Yunshi, LU Weihang
    2007, 1(4): 494-520. https://doi.org/10.1007/s11782-007-0029-5
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    Taking TCL’s color TV production system as an example, this paper discusses the formation process and causes of the production system of China’s manufacturing industry. The work flow and operation mode of the fast production line in TCL color TV manufacturing base (Huizhou) are studied in detail. The results show that the forming of TCL color TV production system’s competitive power within such a short time is credited to three reasons: advantage of backwardness and creative imitation, fast duplication capacity, and a marketized performance appraisal system.
  • Counterbalance mechanism of blockholders and tunneling of cash dividend: Evidences from Chinese listed companies from 1999 to 2003
    TANG Yuejun, XIE Rengming, ZHANG Chuxi
    2007, 1(4): 521-543. https://doi.org/10.1007/s11782-007-0030-z
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    In this paper, due to the important influence of corporate governance on corporate financial behaviors and from an angle of corporate governance, we develop six hypotheses based on overseas and home relevant researches and data of Chinese listed companies from 1999 to 2003, and then we do hypotheses testes with regression models to examine the impact of share percent of the top 5 shareholders and counterbalance mechanism among blockholders on cash dividend distribution of listed companies, and to explore influence and counterbalance mechanisms in tunneling of cash dividend which derived from the special phenomena of same shares same rights but different price . We find that share percent of top 5 shareholders, control ability (or combined control ability) and balance degree (or combined balance degree) of blockholders have important influence on tunneling of cash dividend distribution. Lastly, the paper proposes five suggestions to restrict controlling shareholders to enlist private benefits from tunneling of cash dividend and to protect rights and interests of small and medium shareholders.
  • Assessments on the competency model of senior managers of family fi rms in China
    ZHONG Lifeng, SHI Kan
    2007, 1(4): 544-557. https://doi.org/10.1007/s11782-007-0031-y
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    Based on the critical behavioral event interviews with 18 senior managers of family firms, the current study developed a competency model for senior managers of family firms in China. The primary findings are as follows. First, using the Critical Behavioral Event Interview (BEI) to develop the competency model of senior managers, the occurrence frequency and mean level scores of competencies are comparatively stable measures and the competencies’ maximal level scores are influenced by interview length. The study also found that both mean level scores and maximal level scores can differentiate superior senior managers from average senior managers of family firms. Second, the competency model of senior managers of family firms in China includes 11 competencies, namely authority orientation, initiative, opportunity-seizing, information seeking, organizational awareness, direction, benevolence orientation, self-control, self-confidence, self-learning, and impact and influence. Among them, nine competencies are consistent with those of the generic competency model of senior managers of Western enterprises and five with those of the generic competency model of senior managers of state-owned firms in China. Our results revealed that the authority orientation and benevolence orientation are the two competencies unique to the senior managers of family firms in China.
  • A content analysis of the newspaper advertisements westernization in China
    LI Dongjin, YANG Hua, AN Shenghui
    2007, 1(4): 558-573. https://doi.org/10.1007/s11782-007-0032-x
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    The purpose of this study is, by means of studying the changes in Chinese advertisements’ contents and forms over a decade, to evaluate the advertising westernization in China and to provide suggestions for Chinese companies in selecting proper advertising strategies. If relatively typical Western cultural characteristics are presented in Chinese advertisements, it indicates that the cultural distance between East and West is reduced, and standardization strategies may be a better choice for foreign enterprises. Otherwise, they should adopt specialization or combined strategies.
  • Leadership styles and employees’ job-related attitudes: An empirical study on the mediating effects of reciprocity and trust
    JIA Liangding, CUI Rongjun, SONG Jiwen, LI Chaoping, CHEN Yongxia
    2007, 1(4): 574-605. https://doi.org/10.1007/s11782-007-0033-9
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    Reciprocity and trust are the basic principles of human social exchanges. Using a sample of 972 managers in China, we examined the relationship between transformational and transactional leadership styles and job-related attitudes of employees, as well as the mediating effects of both reciprocity and trust on the above relationship based on social exchange theory. The main findings of structural equation modeling analyses were shown as follows. Firstly, transformational leadership not only affects organizational trust and commitment directly, but also motivates organizational trust of employees through the mediation of generalized and balanced reciprocity indirectly, and thus enhances organizational commitment and stay intention of employees. Secondly, transactional leadership indirectly affects organizational trust and commitment of employees through the mediation of reciprocity. Thirdly, generalized reciprocity has direct effects on organizational commitment of employees, whereas balanced reciprocity exerts its influences through affecting organizational trust of employees. Managerial suggestions are provided.
  • Slotting allowances in China: Theory development and regulation formulation strategy
    LIU Xiangdong, SHEN Jian
    2007, 1(4): 606-621. https://doi.org/10.1007/s11782-007-0034-8
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    Under normal market competition, charging suppliers for slotting fees by retailers is a normal business practice. Although it is prevalent in China, the rationalities of slotting fees for established products and linear slotting fees are doubtful. The relevant departments of governments need to supervise and regulate these types of slotting fees. There are two available regulation formulation strategies: we can either learn from Japan to ban explicitly certain types of slotting fees, or learn from America to adopt an attitude of laissez-faire towards slotting allowances.
  • How does organizational trust benefit work performance?
    LI Ning, YAN Jin, JIN Mingxuan
    2007, 1(4): 622-637. https://doi.org/10.1007/s11782-007-0035-7
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    We studies the relationship between organizational trust and work performance through questionnaire method. By establishing six nested models and two non-nested models and comparing them with the hypotheses model, we find that an employee’s trust in his/her immediate superior, co-workers, and the top manager all exert positive influences upon his/her work performance and these influences are independent and supplementary to one another. We also discuss the complex effects of an individual’s perception of different organizational members upon their behaviors. It is found that the influence of an employee’s trust in top manager upon individuals’ job performance is partially mediated by his/her trust in immediate superiors.