Connie S M Zheng
Deakin University, Deakin Business School, Faculty Member
- Dr Connie Zheng is currently Senior Lecturer in Human Resource Management (HRM) at Deakin Business School, Deakin Uni... moreDr Connie Zheng is currently Senior Lecturer in Human Resource Management (HRM) at Deakin Business School, Deakin University, Australia. Prior to joining Deakin, Connie worked as a lecturer/researcher at several Australian universities such as Macquarie, Newcastle, Charles Sturt, Central Queensland, University of Western Sydney, and RMIT. Connie was a World Bank Research Fellow at the Centre for Chinese Economics Studies at Peking Universityedit
Research Interests: Emerging Economies, Human Resource Management, Communication Technology, Business and Management, Local governance, and 7 moreDesign Methodology, Multinational Companies, Government Intervention, Service Sector, Recruitment and Retention, Republic of China, and Information Communication and Technology
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ABSTRACT Purpose – Work-life balance (WLB) is an issue of focus for organisations and individuals because individuals benefit from having better health and wellbeing when they have WLB and this, in turn, impacts on organisational... more
ABSTRACT Purpose – Work-life balance (WLB) is an issue of focus for organisations and individuals because individuals benefit from having better health and wellbeing when they have WLB and this, in turn, impacts on organisational productivity and performance. The purpose of this paper is to explore relevant WLB factors contributing to employee health and wellbeing, and to understand the interactive effects of individual WLB strategies and organisational WLB policies/programmes on improving employee health and wellbeing. Design/methodology/approach – Using the data collected from 700 employees located in Queensland, Australia, multiple regression analysis was conducted to examine the variables related to individual WLB strategies and organisational WLB programmes. Several multiple regression models were used to evaluate interrelated relationships among these variables and their combined effects on employee health and wellbeing. Findings – The authors found that employees exercising their own WLB strategies showed better health conditions and wellbeing that those who do not; they were also more capable of achieving WLB. Both availability and usage of organisational WLB programmes were found to help employees reduce their stress levels, but interestingly to have no direct association with WLB and employee health. Several control variables such as age, working hours, education level and household incomes were found to have moderate effects on employee health and wellbeing. Originality/value – Employee health and wellbeing are determined by multiple factors. In distinguishing from prior research in this field, this study discovers an important interface between individual WLB strategies and organisational provision of WLB policies/programmes supplemented by several exogenous factors in addressing overall employee health and wellbeing. The results have implications for organisational delivery of WLB policies and other human resource management practices to support employees.
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Human resource management (HRM) is a new area for Chinese enterprises, there are a variety of studies on comparison of Chinese personnel management system with western human resource management practice but few on HRM practice and its... more
Human resource management (HRM) is a new area for Chinese enterprises, there are a variety of studies on comparison of Chinese personnel management system with western human resource management practice but few on HRM practice and its impact on enterprise performance in Chinese small and medium sized enterprises (SMEs). This paper attempts to provide a pilot study of examining the status quo of HRM practice in Chinese small and medium enterprises, and searching for possible correlation between HRM and enterprise performance. The result of the study is based on analysis of intensive interviews with 74 SMEs in various cities in China. The paper concludes with 4 hybrids of feasible interrelationships between HRM practice and enterprise performance within Chinese enterprises, as a result of distorted indicators in such a transition economy as the one in China.
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Introduction In recent years, China has been seen as a major investor and aid donor in Africa. Some argue that China does so to help Africa moving out of poverty (eg. Ravallion, 2008). Others contend that China intends to build 'an... more
Introduction In recent years, China has been seen as a major investor and aid donor in Africa. Some argue that China does so to help Africa moving out of poverty (eg. Ravallion, 2008). Others contend that China intends to build 'an alternative world order' and shift the world political power from Washington to Beijing (Leonard, 2008, p. 118; cf. Alden, 2007). For the economists, China's investment in Africa seems a natural move as China demands for natural resources and energy to fuel its continuous economic growth and the resource-rich Africa is complementary to meet such demand (Goldstein et al., 2006). For the political scientists and sociologists, long term risks which impose further inequity between sectors and among rich and poor may need to be appropriately assessed when appraising the short term opportunities to boost the African economies (Posner and Young, 2007). This paper intends to shed some lights on the extent of China's investment in Africa and discus...
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Research Interests: Engineering, Physics, Chemistry, Biology, Medicine, and 18 moreMultidisciplinary, Global Analysis, Arabidopsis thaliana, Phylogeny, Plant diseases, Disease resistance, Cell Death, Biological evolution, Arabidopsis, Phenotype, PLoS one, Host Pathogen Interaction, Spores, Model System, Natural Variation, Host Pathogen Interactions, Species Specificity, and Plant Leaves
Research Interests: Training and Development, Human Resource Management, Human Resource, Firm Performance, Tourism, and 13 moreBusiness and Management, Service management, South east Asia, Firm Growth, Organizational Performance, Statistical Significance, Service Delivery, Design Methodology, Service industry, Survey data, Management Practice, Multinational Companies, and Multiple regression analysis
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With the escalating use of pharmaceuticals in health care, there has been increasing anxiety over the potential health risks associated with pharmaceutical waste accumulating in the environment. This research provided nurses in a hospice... more
With the escalating use of pharmaceuticals in health care, there has been increasing anxiety over the potential health risks associated with pharmaceutical waste accumulating in the environment. This research provided nurses in a hospice care facility in Concord, California, with education and training to offer patients a medication disposal service through the use of mail-back envelopes. Over the 6-month study period, 160 of the 400 distributed mailers were returned for disposal. The total weight of pharmaceuticals diverted for incineration was 107 pounds, with an average weight of 0.66 pounds per mailer. This study suggests that the mailer system and proper education of medical staff have the potential to improve medical waste management, but alternative approaches may be necessary to increase the rate of envelop return.
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Research Interests: Marketing, Strategic Management, Human Resource Management, Strategic Human Resource Management, Management Education, and 11 moreResearch Agenda, Regional economic development, Business and Management, Coal Mining, Best practice, Design Methodology, Empirical Study, Business performance, Management Practice, Key Performance Indicator, and Body of Knowledge
Research Interests: Management, Marketing, Industrial Relations, Strategic Management, Human Resource Management, and 15 moreStrategic Human Resource Management, Economic Development, Firm Performance, Regional economic development, Literature Review, Business and Management, Coal Mining, Best practice, Conceptual Framework, Design Methodology, Empirical Study, Integrated Approach, Business performance, Management Practice, and Human Resource Practices
This paper explores the performance effects of human resource management (HRM) practices in 74 Chinese small and medium-sized enterprises (SMEs). Four high performance HRM practices are identified: performance-based pay, participatory... more
This paper explores the performance effects of human resource management (HRM) practices in 74 Chinese small and medium-sized enterprises (SMEs). Four high performance HRM practices are identified: performance-based pay, participatory decision-making, free market selection, and performance evaluation. Regression analysis results support the conventional idea that the adoption of HRM practices generates better HRM outcomes and, in turn, better HRM outcomes contribute positively to firm performance. However, not all HRM practices, and their effects, led to improved SME performance. Among the Chinese SMEs investigated, a high level of employee commitment was identified as being the key HRM outcome for enhancing performance.
Research Interests: Marketing, Decision Making, Human Resource Management, China, Human Resource Management in the middle east, and 10 moreFirm Performance, Performance Evaluation, Business and Management, Regression Analysis, The, Empirical Study, High performance, Small and Medium Size Enterprise, Market Selection, and Human Resource Management (HRM) Practices
Research Interests: Psychology, Human Resource Management, China, Human Resource, Firm Performance, and 15 moreEmerging Market, Business and Management, Small Firms, Cluster Analysis, Design Methodology, Business performance, High performance, Personnel, Small and Medium Size Enterprise, Management Practice, Adoption of Innovation, Human Resource Practices, State Owned Enterprise, Small to medium sized enterprises, and Innovation
In recent time, technology applications in different fields, especially Business Intelligence (BI) have been developed rapidly and considered to be one of the most significant uses of information technology with special position reserved.... more
In recent time, technology applications in different fields, especially Business Intelligence (BI) have been developed rapidly and considered to be one of the most significant uses of information technology with special position reserved. The application of BI systems provides organizations with a sense of superiority in the competitive environment. Despite many advantages, the companies applying such systems may also encounter problems in decision-making process because of the highly diversified interactions within the systems. Hence, the choice of a suitable BI platform is important to take the great advantage of using information technology in all organizational fields. The current research aims at addressing the problems existed in the organizational decision-making process, proposing and implementing a suitable BI platform using Iranian companies as case study. The paper attempts to present a solitary model based on studying different methods in BI platform choice and applying the chosen BI platform for different decisionmaking processes. The results from evaluating the effectiveness of subsequently implementing the model for Iranian Industrial companies are discussed.
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High employee turnover rates among multinational companies (MNCs) in Asia have become an organisational issue, which cannot be sufficiently addressed at the individual level. In this paper, we examine the issue of employee turnover at the... more
High employee turnover rates among multinational companies (MNCs) in Asia have become an organisational issue, which cannot be sufficiently addressed at the individual level. In this paper, we examine the issue of employee turnover at the organisational level. A group of organisational variables (e.g., training, size, age, industry, percentage of expatriate managers and headquarters’ national base) were tested, using a sample of 529 MNCs in six Asian countries. The standard multiple regressions show that training, size, the length of operation in local subsidiary and nature of industry are significantly related to turnover. An effect of the percentage of expatriate managers present in the local subsidiary on employee turnover appears to be moderate. These results fill a research gap by identifying organisational variables (as opposed to individual characteristics) and contribute to better explanation of employee turnover at firm level. Implications to MNCs in the greater Chinese region and Asia are discussed.
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Purpose The purpose of this paper is to provide an overview of the field of human resource management (HRM) in China, with insights drawn from recent times to several millennia earlier, with a view to informing the further work that... more
Purpose The purpose of this paper is to provide an overview of the field of human resource management (HRM) in China, with insights drawn from recent times to several millennia earlier, with a view to informing the further work that needs to be done to better ...