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An emerging model of employment relations in China: a divergent path from the Japanese?

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  • Zhu, Ying
  • Warner, Malcolm

Abstract

This article sets out an emerging model of Employment Relations (including Industrial Relations and Human Resource Management) in the People's Republic of China, particularly in terms of the formation of a distinctly 'Chinese' version. It follows the historical logic of its evolution to evaluate the transformation from a traditional Industrial Relations system to a contemporary Employment Relations one. In this overview, the article attempts to see how far such changes in China in varying degrees were influenced by the both Western and Japanese IR and HRM influences, particularly comparing and contrasting its own adaptations of these with those of its close neighbour. It concludes while many of these notions and practices took root in China, fundamentally different cultural, economic, historical, political and societal factors have determined the outcome of a culturally distinctive Employment Relations system, as ever, 'with Chinese characteristics'.

Suggested Citation

  • Zhu, Ying & Warner, Malcolm, 2000. "An emerging model of employment relations in China: a divergent path from the Japanese?," International Business Review, Elsevier, vol. 9(3), pages 345-361, June.
    • Handle: RePEc:eee:iburev:v:9:y:2000:i:3:p:345-361
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    References listed on IDEAS

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    1. Malcolm Warner & Ng Sek-Hong, 1999. "Collective Contracts in Chinese Enterprises: A New Brand of Collective Bargaining under ‘Market Socialism’?," British Journal of Industrial Relations, London School of Economics, vol. 37(2), pages 295-314, June.
    2. Mr. Michael W. Bell & Ms. Kalpana Kochhar & Hoe Ee Khor, 1993. "China at the Threshold of a Market Economy," IMF Occasional Papers 1993/006, International Monetary Fund.
    3. Chan, Anita, 1995. "Chinese Enterprise Reforms: Convergence with the Japanese Model?," Industrial and Corporate Change, Oxford University Press and the Associazione ICC, vol. 4(2), pages 449-470.
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    Cited by:

    1. Khilji, Shaista E. & Wang, Xiaoyun, 2007. "New evidence in an old debate: Investigating the relationship between HR satisfaction and turnover," International Business Review, Elsevier, vol. 16(3), pages 377-395, June.
    2. Björkman, Ingmar & Smale, Adam & Sumelius, Jennie & Suutari, Vesa & Lu, Yuan, 2008. "Changes in institutional context and MNC operations in China: Subsidiary HRM practices in 1996 versus 2006," International Business Review, Elsevier, vol. 17(2), pages 146-158, April.
    3. Leon Laulusa, 2008. "Confucianism and its implications for industrial relations in China," Post-Print halshs-00613739, HAL.
    4. Miguel Pina e Cunha & Rita Campos e Cunha, 2002. "Writing new scripts: redefining managerial agency in Cuba," Nova SBE Working Paper Series wp408, Universidade Nova de Lisboa, Nova School of Business and Economics.
    5. Ying ZHU & Malcolm WARNER & Tongqing FENG, 2011. "Employment relations “with Chinese characteristics”: The role of trade unions in China," International Labour Review, International Labour Organization, vol. 150(1-2), pages 127-143, June.
    6. Xin Deng, 2018. "Embedding ‘familiness’ in HRM practices to retain a new generation of migrant workers in China," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(4), pages 561-577, August.

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