Journal of Business Research
Although China is the epicenter of global sourcing and has a vastly different context than the West, almost no key account management (KAM) studies have taken the perspective of Chinese suppliers. Our exploratory multiple-method study uses data gathered from a major Chinese apparel supplier and two of their Western key accounts (KAs). Patterns in the data offer insights as to why Chinese suppliers embrace KAM, what KAM activities they engage in, and how they adapt to serve Western KAs. Comparing personnel attitudes (perceived supervisor effectiveness, job satisfaction, and commitment) to those of personnel from suppliers at two Western countries, it seems that comparatively less effective supervisors and stress may harm attitudes at Chinese firms. Overall, our study suggests that Chinese suppliers gain competitive advantage through active market intelligence gathering and adaptive practices. For Western KAs, adapting toward their Chinese counterparts' traditional guanxi tendencies should strengthen supply chain relationships.
Journal of Applied Social Psychology
This study examined the impact of motivational underpinnings of volunteerism on self-reported volunteer behaviors and satisfaction. Data from 153 volunteers in youth organizations supported a two-dimensional structure of self- and other-oriented motives. Self-oriented motives were more important in explaining in-role volunteer behavior, while other-oriented concerns were also important in predicting extra-role volunteer behavior and satisfaction. These findings are discussed in the context of a functional approach to volunteerism and linked to recent findings regarding the role of self-and other-oriented motives from the organizational literature. Suggestions for recruiting and motivating young volunteers in youth development organizations are presented.
In this paper, we bring structural holes theory to different cultural contexts by studying the effect of structural holes in four high-tech companies in China and assessing whether they confer the benefits to individuals occupying the brokering position in a career network that have been found in Western contexts. On the level of national culture, we propose that the typical collectivistic culture of China will dampen the effects of structural holes. On the organizational level, we propose that in organizations that foster a high-commitment culture—a culture that emphasizes mutual investment between people—the control benefits of structural holes are dissonant with the dominant spirit of cooperation, and the information benefits of structural holes cannot materialize due to the communal-sharing values in such organizations. Empirical results of network surveys confirm our hypotheses, and interview data add depth to our explanations. Brokers do not fit with the collectivistic values of China. Further, the more an organization possesses a clan-like, high-commitment culture, the more detrimental are structural holes for employees' career achievements such as salary or bonus, even after controlling for a host of other factors that may influence these career outcomes. In high commitment organizations, the “integrators” who bring people together to fill structural holes enjoy greater career benefits.
This research is undertaken to examine the influence of family relationships on attitudes of the second generation working in their parents' family businesses. Two specific family variables are delineated: family cohesion and family adaptability. The outcome variables are organizational commitment, job satisfaction, life satisfaction, and propensity to leave. Relationships among outcome variables are also examined. A survey questionnaire is used as the research instrument. Results and implications of findings are discussed.