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Title: Influence of employment-related institutions upon employees' attitudes in Chinese state-owned enterprises
Author: Bing, Shi
ISNI:       0000 0004 2733 7703
Awarding Body: London South Bank University
Current Institution: London South Bank University
Date of Award: 2010
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Based on the theories in institutionalism, social psychology and culture, this research has developed a theoretical model to determine the influence of the Chinese employment related institutions upon employees’ attitudes towards employment process. In terms of recruitment, dismissal/redundancy, wage setting, promotion, welfare and workplace rights protection, the research has qualitatively analyzed two main Chinese employment-related institutions—the social and working identity systems. Between different social and working identity holders in the Chinese state-owned or state-holding enterprises, the research has quantitatively analyzed the significant differences of employees’ attitudes towards the employment process. With the use of the research model, the influences of the Chinese employment-related institutions on employees’ attitudes have been determined. The research has found that the Chinese employment-related institutions set employees’ social and working identities as qualifications or standards for the employment process in state-owned/holding enterprises, causing considerable positional differences between different social and working identity holders. The positional differences cause the differences of experiences and actions between these employees, consequently resulting in significant attitudinal differences towards the employment process between them. This research mainly has the following original contributions. First, it contributes to the theory development in the field of human resource management, which fills the gap between institutionalism and social psychology. Second, the research academically contributes to the insight into the Chinese employment-related institutions and their influences upon the Chinese employees in the arenas of Chinese institutions, human resource management and industrial relations. Finally, it can guide the policies and practices of human resource management in practice. In particular, the research findings can be valuable references to the present Chinese institutional reforms in term of minimizing the positional and benefit gaps between different social and working identity holders.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available