AIB 2012 Conference Proceedings - Academy of International ...

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Managers' Career Management and Career Advanced in China—The Moderating Effect of Mentoring
Meng-Hsiu Lee, National Sun Yat-Sen University
Ming-Chu Yu, National University of Tainan
In this constantly changing socioeconomic environment, the notion of the "new career'' emphasizes the act of
individuals to take charge of their own careers, and the crossover of occupational, departmental, and
organizational boundaries during career progression. Simultaneously, organizational career management, such
as expatriation, rotation and succession planning, is essential and serves as a prerequisite for a successful
career. Moreover, hi-tech competitive companies have deployed critical offices in China, for instance, Microsoft
and IBM build R&D center in China, which provides good opportunities for middle-level managers' career
advancement. The planning of individual career development is important for middle-level managers' career
advancement in the future and hi-tech firms execute mentoring system for expert professionals to guide and
direct junior professionals. This research examines the relationship between career management and career
advancement opportunity using the perspective of integrating mentorship of middle-level managers in China.
(For more information, please contact: Meng-Hsiu Lee, National Sun Yat-Sen University, Taiwan:
st873217@yahoo.com.tw)
Adoption of High Performance Work Systems by Local Subsidiaries of Developed Country and Turkish MNEs and
Indigenous Firms in Turkey
Mehmet Demirbag, University of Sheffield
Ekrem Tatoglu, Bahcesehir University
Adrian Wilkinson, Griffith University
High performance work systems (HPWS) are seen as important in helping strengthen competitive strategies of
multinational enterprises from developed countries (DC MNEs). Commensurate with global competitive
pressures and internationalization strategies, emerging country MNEs (EC MNEs) and indigenous firms are also
increasingly adopting HPWS. HPWS are not seen simply as performance enhancing systems, but also as
facilitators of internationalization. MNE represents an important test bed for the HPWS and their applicability in
different national contexts. In this paper, we contribute to the extant literature by focusing on HPWS adoption
level within domestic subsidiaries of DC MNEs and EC MNEs along with stand alone indigenous firms in a single
country setting by keeping the host country environment as constant for all three types of subsidiaries. (For
more information, please contact: Mehmet Demirbag, University of Sheffield, United Kingdom:
m.demirbag@sheffield.ac.uk)
The National Culture of Firm Ownership and Work Related Values in the Honduran Maquila Industry
Robert Dean Morrison, University of Texas-Pan American
Juan Angel Chavarria, University of Texas-Pan American
Claudia Patricia Dole, University of Texas-Pan American
This paper reports the preliminary findings on the relationship between the nationality of factory ownership,
Chinese, Honduran, South Korean, US and Canadian, and the level of job satisfaction and organizational
commitment in assembly for export factories, known as maquilas, in the San Pedro Sula metropolitan area of
Honduras. Based on Hofstede's cultural dimensions, Honduran culture is closer to that of China and South Korea
than it is to that of the US and Canada. This study finds that significant differences do exist and these
differences are the opposite of what the extant literature on cultural differences in the workplace might suggest;
workers in US and Canadian factories reported higher levels of job satisfaction and organizational commitment.
The levels reported by employees in Chinese and South Korean factories were similar and lower than those
reported by employees in Honduran and North American factories. (For more information, please contact: Juan
Angel Chavarria, University of Texas-Pan American, USA: jachavarria@utpa.edu)
AIB 2012 Conference Proceedings
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