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High Commitment Work Systems in Chinese Organizations: A Preliminary Measure

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  • Xiao, Zhixing
  • Björkman, Ingmar

Abstract

The concept of a high commitment work system (HCWS) has mostly been used in the West to study the relationship between a firm's work systems and organizational performance. In this paper, we introduce a preliminary measure of HCWS in China based on the definition of Baron and Kreps (1999). In study 1, we tested the measure by surveying 442 employees in China's information technology (IT) industry. In study 2, we re-tested the same measure from the perspective of human resource (HR) executives in 126 foreign-invested companies. The analyses not only provided some evidence for the construct validity of this preliminary measure of a high commitment work system, but also produced some interesting results that can only be understood with regards to the history and institutional backgrounds of Chinese organizations.

Suggested Citation

  • Xiao, Zhixing & Björkman, Ingmar, 2006. "High Commitment Work Systems in Chinese Organizations: A Preliminary Measure," Management and Organization Review, Cambridge University Press, vol. 2(3), pages 403-422, November.
    • Handle: RePEc:cup:maorev:v:2:y:2006:i:03:p:403-422_00
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    Cited by:

    1. Chunling Zhu & Anqi Liu & Guoling Chen, 2018. "High performance work systems and corporate performance: the influence of entrepreneurial orientation and organizational learning," Frontiers of Business Research in China, Springer, vol. 12(1), pages 1-22, December.
    2. Mingqiong Zhang & David Fan & Cherrie Zhu, 2014. "High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links," Journal of Business Ethics, Springer, vol. 120(3), pages 423-435, March.
    3. Hom, Peter W. & Xiao, Zhixing, 2011. "Embedding social networks: How guanxi ties reinforce Chinese employees’ retention," Organizational Behavior and Human Decision Processes, Elsevier, vol. 116(2), pages 188-202.
    4. Shao-Long Li & Fang Sun & Mingze Li, 2019. "Sustainable Human Resource Management Nurtures Change-Oriented Employees: Relationship between High-Commitment Work Systems and Employees’ Taking Charge Behaviors," Sustainability, MDPI, vol. 11(13), pages 1-15, June.
    5. M. Safdar Rehman, 2011. "Human Resource Practices and Job Performance in Pakistan, Analysis of a Hypothesized Model," Information Management and Business Review, AMH International, vol. 3(2), pages 78-90.
    6. Emilio Ruiz & Jesús David Sánchez de Pablo & Rosa M. Mu?oz & Isidro Pe?a, 2019. "Do high performance work systems enhance business performance? Examining the mediating influence of total quality management," Zbornik radova Ekonomskog fakulteta u Rijeci/Proceedings of Rijeka Faculty of Economics, University of Rijeka, Faculty of Economics and Business, vol. 37(1), pages 235-258.
    7. Majida Jrad, 2020. "How Hr Practices Affect Organizational Commitment And Organizational Citizenship Behavior," Entrepreneurship, Faculty of Economics, SOUTH-WEST UNIVERSITY "NEOFIT RILSKI", BLAGOEVGRAD, vol. 8(2), pages 130-160.
    8. Weiwei Huo & Xianmiao Li & Manyi Zheng & Yan Liu & Jinyi Yan, 2020. "Commitment to Human Resource Management of the Top Management Team for Green Creativity," Sustainability, MDPI, vol. 12(3), pages 1-16, January.
    9. Chao Ling & Fuangfa Amponstira, 2021. "Impact of High Commitment Human Resource Management Practices on Performance in Chinese SME," International Business Research, Canadian Center of Science and Education, vol. 14(11), pages 1-24, November.

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