Abstract
This paper evaluates how factors and values that are embedded in China’s changing institutional environment impact work well-being. Using firm level survey data, the paper examines how exogenous institutions—state ownership and individual traditionality—interact with firm level institutions—strategic human resource management (SHRM) and person-organisation fit (P-O fit) to influence workers’ job involvement. We find that state ownership weakens the effect of SHRM on workers’ job involvement while P-O fit does not. Individual traditionality on the other hand moderates the effects of SHRM and P-O fit on workers’ job involvement. Our study contributes to work well-being research in transitioning economies such as China and has consequences for labour market and SHRM policies.
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Li, W., Chen, J. & Hendrischke, H. An Institutional Perspective on Individual Work Well-Being: Evidence from China. Soc Indic Res 132, 187–218 (2017). https://doi.org/10.1007/s11205-016-1342-1
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DOI: https://doi.org/10.1007/s11205-016-1342-1