Documents Fan, Di 5 results

"This paper examines several individual coping strategies and employees' perception of organisational provision of work–life balance (WLB) programmes with a sample of 700 Australian employees. The combined effects of individual coping strategies and organisational provision of WLB programmes on employee affective well-being are examined, using structural equation modelling. Results indicate that individuals with positive attitudes and life coping strategies were more capable of achieving overall well-being. Both monetary- and non-monetary-based organisational WLB provision had no direct association with employee well-being, but had indirect effects via individual coping strategies to help employees achieve better well-being. Employee well-being was found to have a stronger association with individual effort than organisational deliberation in providing WLB programmes. Theoretical and practical implications of these study outcomes are discussed."

"Over the last two decades, high performance work systems (HPWSs) research has been dominated by examining the effects of these systems on firm performance. Research on the impact of HPWSs on employees has been marginalised. This study examines the impact of HPWSs on two psychological outcomes for employees, namely, subjective well-being (SWB) and workplace burnout, by utilising data collected from 1488 physicians and nurses in 25 Chinese hospitals. It also examines the moderating effects of employees' organisational based self-esteem (OBSE), as an individual intervention and physician–nurse relationships, as an organisational intervention, on the relationship between HPWSs and employee outcomes. HPWS is found to increase employees' SWB and decrease burnout. Such well-being-enhancing and burnout-relieving effects are stronger when employees have high OBSE. The positive effect of HPWS on SWB is also stronger when there is a collaborative relationship among employees in an organisation. The major contribution of this study is to unpack the ‘black box' of how HPWS influences employee well-being in the Chinese healthcare sector context."

"Using an experimental design, this research examines the extent to which managers and employees perceive management behaviours differently. Eight simulated employment scenarios were presented to an aggregated sample of managers and non‐managerial employees (n = 435), and the respondents were asked to evaluate the extent to which the behaviours depicted are seen as bullying. It was found that employees are more likely than managers to perceive ‘legitimate performance management' as bullying but also that managers are more likely than employees to perceive more overt bullying as bullying per se. This divergence in perceptions suggests that what constitutes bullying, ontologically speaking, depends on one's point of view and implies that reality is socially constructed. The research has important implications for organisations and trade unions in the development of bullying policies and procedures."

"The aim of this study is to examine the empirical question of how the provision of work-life benefits is associated with wages, promotions, and job satisfaction. This is an important question for industrial relations scholars and one that, as yet, has no definitive answer.

In order to answer this question, we employ both economic theory and methods. Specifically, the economic theories being tested are the compensating wage differentials theory and the efficiency wage theory. To test the efficacy of each theory, we use econometric techniques using longitudinal data from the most recent Workplace and Employee Survey of Canada. We use regression to unpack the effects of work-life benefits on various employment outcomes and employ instrumental variables to mitigate against reverse causality.

We find broad support for the efficiency wage theory. Alternatively stated, we find that increases in benefits are not associated with decreases in wages and other employment outcomes. If bundled correctly, work-life benefits are positively associated with increased wages, a greater number of promotions, enhanced employee morale in the form of job satisfaction, and improved employee retention.

These results suggest that the provision of work-life benefits is not a zero-sum game for employers and employees. On the contrary, it appears that both parties to the employment relationship can benefit from work-life benefits."

"How do governments take strategic actions in weaving public health and safety nets to respond to the COVID-19 pandemic? Embracing Moore's strategic action framework, this study investigates how municipal governments can configure authorizing environment—operational capacity—public value attributes to weave public health and safety nets, in order to prevent and control the public health and safety emergency. Leveraging fuzzy-set Qualitative Comparative Analysis (fsQCA) with a sample of 323 Chinese cities, we identify a distinctive taxonomy of four equally effective configurations of urban actions in blocking COVID-19 transmission: social reassurance, proactive defence, decisive resiliency, and strengthened coercion. Overall, this study provides a novel insight of public health and safety management into battles against COVID-19 in human society."