Anne S Tsui
Biographic Data
| ID | 244708 |
|---|---|
| NAME | Anne S Tsui |
| GIVEN NAMES | Anne S |
| FAMILY NAME | Tsui |
| SIGNATURE | TSUI A S |
| AFFILIATIONS | Hong Kong University of Science and Technology |
| VERIFIED | No |
| TOTAL WORKS | 24 |
| TOTAL CITATIONS | 173 |
| AUTHOR COUNT | 23 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1986 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 7 |
Developing international business scholarship for global societal impact
From Traditional Research to Responsible Research: The Necessity of Scientific Freedom and Scientific Responsibility for Better Societies
My research journey spans a period of exciting new theories informing innovative practices in businesses and other organizations and a period littered with concerns about the research-practice gap, questionable research practices, and a strong emphasis on the number of publications in top journals for hiring and promotions. These recent developments led to the dilution of both scientific freedom and scientific responsibility in our scientific wor…
The moderating influence of national culture on female and male entrepreneurs’ social network size and new venture growth
Purpose The purpose of this paper is to disentangle individual-level gender differences and norm-based gender roles and stereotypes to provide a finer-grained understanding of why female and male entrepreneurs experience different growth returns from their social networks across different national cultures. Design/methodology/approach This research uses a survey of 637 (278 female and 359 male) entrepreneurs across four nations varying on relatio…
Leadership of Chinese Private Enterprises
This original book presents in-depth research into thirteen successful Chinese private enterprises through interviews with their founder-entrepreneurs. While Chinese economic growth has focused primarily on governmental policies and institutional factors, Leadership of Chinese Private Enterprises proposes that the success of these firms was primarily due to the â visible handsâ of these entrepreneurs. The authors present insights into the manager…
Providing the Best Products, Treating Employees Well, and Working for the Public Good
Tecsun was established in 1992, and registered as a wholly-owned subsidiary of Federal Tecsun, Inc. of the United States in 1997 in the Suzhou Industrial Park (SIP). The company specialises in research, development, design and manufacture of American-style modern wood and steel homes. Tecsun (Suzhou) Homes Co. Ltd. is one of the most talked-about enterprises in China for its value-based management and sustainable human resources (HR) management. …
Leadership of Chinese Private Enterprises: Insights and Interviews
Reflections on the so-called value-free ideal: A call for responsible science in the business schools
Purpose – Value-free science is an ideal that is neither possible nor desirable, especially for social sciences. The subject of social sciences is individuals and groups; hence social, moral, ethical, or political values are inherent and unavoidable in all steps of the scientific process. Further, the authority of science requires the scientist to be responsible experts in ensuring the reliability of knowledge and in assessing the risks in applyi…
Organizational Demography
The term organizational demography denotes the composition or distribution of a group or organization on attributes such as age, company tenure, gender, “race,” educational level, and functional background.
Employee responses to employment-relationship practices: The role of psychological empowerment and traditionality
In studying the effect of employment-relationship practices on employees, research has largely ignored individual differences, both cross-culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within-culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization rela…
Intragroup Functional Diversity and Intergroup Relations in American and Chinese Workgroups
The authors investigate the role of intragroup functional diversity in influencing intergroup relations, defined as intergroup cooperation and group-level citizenship behavior toward other workgroups. Based on predominantly Western literature, the authors hypothesize that groups working in an American culture will show an inverted U-shaped relationship and that groups operating in a Chinese culture will show a J-shaped relationship. The two hypot…
Cross-National, Cross-Cultural Organizational Behavior Research: Advances, Gaps, and Recommendations
The advent of the 21st century has witnessed an increasing interest in developing knowledge of international management to meet the needs of global business development. To take stock of the progress in organizational behavior research with national culture as the major explanatory variable, the authors analyzed 93 empirical studies published in the 16 leading management journals from 1996 to 2005. This analysis shows some advances but also ident…
When Brokers May Not Work: The Cultural Contingency of Social Capital in Chinese High-tech Firms
In this paper, we bring structural holes theory to different cultural contexts by studying the effect of structural holes in four high-tech companies in China and assessing whether they confer the benefits to individuals occupying the brokering position in a career network that have been found in Western contexts. On the level of national culture, we propose that the typical collectivistic culture of China will dampen the effects of structural ho…
Reactions to psychological contract breach: A dual perspective
This study examined reactions to psychological contract breach from two separate perspectives, that is, employee's reactions to perceptions of employer breach and supervisor's reactions to perceptions of employee breach of the psychological contract. In addition to the main effects, we also hypothesized that the benevolence (or kindness) of the supervisor and the traditional values (or respect for authority) of the employee would attenuate the ne…
Employment relationships and firm performance: Evidence from an emerging economy
Defining employment relationships from the employer's perspective and based on the inducement‐contribution framework, this study examined the link between employment relationships and firm performance in a heterogeneous sample of firms in the largest emerging economy in the world, i.e., the People's Republic of China. It also analyzed the contingent role of both the firm's strategic orientation and its ownership structure. The results demonstrate…
When Both Similarities and Dissimilarities Matter: Extending the Concept of Relational Demography
The current study extends the concept of relational demography by considering both demographic similarities and demographic dissimilarities in supervisor-subordinate dyads. We further examined the effects of relational demography on both basic task performance and extra-role behaviors of the subordinates. We propose that demographic similarity, which engenders attraction, will be associated with extra-role behavior but not with basic task perform…
Guanxi in the Chinese Context
With China emerging as a world economy, there is a corresponding interest in guanxi , believed by both foreign managers and local Chinese leaders to be critical for business success in this context. Guanxi is a particular kind of interpersonal relationship or connection that serves as a form of social currency. It provides managers with access to scarce information, resources or influence. This chapter defines the conceptual domain of guanxi , re…
Management and Organizations in the Chinese Context: An Overview
In this introductory chapter, we will provide an overview of the extant research on management and organizations in the Chinese context. This research focus is a relatively recent phenomenon since modern China was closed to the outside world until 1979. However, this overview goes beyond China as a location. We use the term ‘Chinese context’ deliberately so that our review is not confined to organizations in mainland China. The term ‘Chinese cont…
Management and Organizations in the Chinese Context
This book encompasses the latest thinking on management and organisations in China's transitional economy. It examines key topics in areas including the reform of state enterprises, management of inte
The Influence of Relational Demography and Guanxi: The Chinese Case
Two studies were conducted to investigate the indigenous concept of guanxi and its applications in the Chinese context. Guanxi refers to the existence of direct particularistic ties between an individual and others. We relate the concept to the idea of relational demography, which refers to similarities or differences between an individual and others on such factors as age, gender, race, religion, education, and occupation. The two studies focuse…
Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay Off?
This article describes four approaches to the employee-organization relationship, as defined from the employer's perspective. An empirical study of employees from ten companies found support for the basic hypothesis that employee responses differ under the four types of relationship. In general, employees performed better on core tasks, demonstrated more citizenship behavior, and expressed a higher level of affective commitment to an employer whe…
Where Guanxi Matters: Relational Demography and Guanxi in the Chinese Context
This article explores the indigenous concept of guanxi and its applications in the Chinese context. Guanxi is defined as the existence of direct particularistic ties between two or more individuals. We relate this concept to the idea of relational demography, which has been used by U.S. scholars in recent years to explain and predict a variety of individual-, group-, and organizational-level outcomes in U.S. employment settings. By comparing and …
Reactions to Perceived Sex Discrimination
Building on research on collective relative deprivation, we used independent samples of psychologists and managers to assess the relationship of perceived discrimination to an individual's reactions to the job and to the organization. While workers perceived relatively little sex discrimination, women perceived more discrimination against women than did men, and both sexes perceived more discrimination against women than discrimination against me…
Self-Regulation for Managerial Effectiveness: The Role of Active Feedback Seeking.
This field study examined the feedback-seeking behavior of 387 managers as observed by their superiors, subordinates, and peers. Results suggest that managers' tendency to seek negative feedback in...
Career Mobility in a Corporate Hierarchy
When Both Similarities and Dissimilarities Matter: Extending the Concept of Relational Demography
The current study extends the concept of relational demography by considering both demographic similarities and demographic dissimilarities in supervisor-subordinate dyads. We further examined the effects of relational demography on both basic task performance and extra-role behaviors of the subordinates. We propose that demographic similarity, which engenders attraction, will be associated with extra-role behavior but not with basic task perform…
Management and Organizations in the Chinese Context
This book encompasses the latest thinking on management and organisations in China's transitional economy. It examines key topics in areas including the reform of state enterprises, management of inte
Where Guanxi Matters: Relational Demography and Guanxi in the Chinese Context
This article explores the indigenous concept of guanxi and its applications in the Chinese context. Guanxi is defined as the existence of direct particularistic ties between two or more individuals. We relate this concept to the idea of relational demography, which has been used by U.S. scholars in recent years to explain and predict a variety of individual-, group-, and organizational-level outcomes in U.S. employment settings. By comparing and …
Reactions to Perceived Sex Discrimination
Building on research on collective relative deprivation, we used independent samples of psychologists and managers to assess the relationship of perceived discrimination to an individual's reactions to the job and to the organization. While workers perceived relatively little sex discrimination, women perceived more discrimination against women than did men, and both sexes perceived more discrimination against women than discrimination against me…
Employment relationships and firm performance: Evidence from an emerging economy
Defining employment relationships from the employer's perspective and based on the inducement‐contribution framework, this study examined the link between employment relationships and firm performance in a heterogeneous sample of firms in the largest emerging economy in the world, i.e., the People's Republic of China. It also analyzed the contingent role of both the firm's strategic orientation and its ownership structure. The results demonstrate…
Reflections on the so-called value-free ideal: A call for responsible science in the business schools
Purpose – Value-free science is an ideal that is neither possible nor desirable, especially for social sciences. The subject of social sciences is individuals and groups; hence social, moral, ethical, or political values are inherent and unavoidable in all steps of the scientific process. Further, the authority of science requires the scientist to be responsible experts in ensuring the reliability of knowledge and in assessing the risks in applyi…
Reactions to psychological contract breach: A dual perspective
This study examined reactions to psychological contract breach from two separate perspectives, that is, employee's reactions to perceptions of employer breach and supervisor's reactions to perceptions of employee breach of the psychological contract. In addition to the main effects, we also hypothesized that the benevolence (or kindness) of the supervisor and the traditional values (or respect for authority) of the employee would attenuate the ne…
Employee responses to employment-relationship practices: The role of psychological empowerment and traditionality
In studying the effect of employment-relationship practices on employees, research has largely ignored individual differences, both cross-culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within-culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization rela…
The moderating influence of national culture on female and male entrepreneurs’ social network size and new venture growth
Purpose The purpose of this paper is to disentangle individual-level gender differences and norm-based gender roles and stereotypes to provide a finer-grained understanding of why female and male entrepreneurs experience different growth returns from their social networks across different national cultures. Design/methodology/approach This research uses a survey of 637 (278 female and 359 male) entrepreneurs across four nations varying on relatio…
Intragroup Functional Diversity and Intergroup Relations in American and Chinese Workgroups
The authors investigate the role of intragroup functional diversity in influencing intergroup relations, defined as intergroup cooperation and group-level citizenship behavior toward other workgroups. Based on predominantly Western literature, the authors hypothesize that groups working in an American culture will show an inverted U-shaped relationship and that groups operating in a Chinese culture will show a J-shaped relationship. The two hypot…
Career Mobility in a Corporate Hierarchy
Self-Regulation for Managerial Effectiveness: The Role of Active Feedback Seeking.
This field study examined the feedback-seeking behavior of 387 managers as observed by their superiors, subordinates, and peers. Results suggest that managers' tendency to seek negative feedback in...
Reactions to Perceived Sex Discrimination
Building on research on collective relative deprivation, we used independent samples of psychologists and managers to assess the relationship of perceived discrimination to an individual's reactions to the job and to the organization. While workers perceived relatively little sex discrimination, women perceived more discrimination against women than did men, and both sexes perceived more discrimination against women than discrimination against me…
Alternative Approaches to the Employee-Organization Relationship: Does Investment in Employees Pay Off?
This article describes four approaches to the employee-organization relationship, as defined from the employer's perspective. An empirical study of employees from ten companies found support for the basic hypothesis that employee responses differ under the four types of relationship. In general, employees performed better on core tasks, demonstrated more citizenship behavior, and expressed a higher level of affective commitment to an employer whe…
Where Guanxi Matters: Relational Demography and Guanxi in the Chinese Context
This article explores the indigenous concept of guanxi and its applications in the Chinese context. Guanxi is defined as the existence of direct particularistic ties between two or more individuals. We relate this concept to the idea of relational demography, which has been used by U.S. scholars in recent years to explain and predict a variety of individual-, group-, and organizational-level outcomes in U.S. employment settings. By comparing and …
The Influence of Relational Demography and Guanxi: The Chinese Case
Two studies were conducted to investigate the indigenous concept of guanxi and its applications in the Chinese context. Guanxi refers to the existence of direct particularistic ties between an individual and others. We relate the concept to the idea of relational demography, which refers to similarities or differences between an individual and others on such factors as age, gender, race, religion, education, and occupation. The two studies focuse…
Guanxi in the Chinese Context
With China emerging as a world economy, there is a corresponding interest in guanxi , believed by both foreign managers and local Chinese leaders to be critical for business success in this context. Guanxi is a particular kind of interpersonal relationship or connection that serves as a form of social currency. It provides managers with access to scarce information, resources or influence. This chapter defines the conceptual domain of guanxi , re…
Management and Organizations in the Chinese Context: An Overview
In this introductory chapter, we will provide an overview of the extant research on management and organizations in the Chinese context. This research focus is a relatively recent phenomenon since modern China was closed to the outside world until 1979. However, this overview goes beyond China as a location. We use the term ‘Chinese context’ deliberately so that our review is not confined to organizations in mainland China. The term ‘Chinese cont…
Management and Organizations in the Chinese Context
This book encompasses the latest thinking on management and organisations in China's transitional economy. It examines key topics in areas including the reform of state enterprises, management of inte
When Both Similarities and Dissimilarities Matter: Extending the Concept of Relational Demography
The current study extends the concept of relational demography by considering both demographic similarities and demographic dissimilarities in supervisor-subordinate dyads. We further examined the effects of relational demography on both basic task performance and extra-role behaviors of the subordinates. We propose that demographic similarity, which engenders attraction, will be associated with extra-role behavior but not with basic task perform…
Employment relationships and firm performance: Evidence from an emerging economy
Defining employment relationships from the employer's perspective and based on the inducement‐contribution framework, this study examined the link between employment relationships and firm performance in a heterogeneous sample of firms in the largest emerging economy in the world, i.e., the People's Republic of China. It also analyzed the contingent role of both the firm's strategic orientation and its ownership structure. The results demonstrate…
Cross-National, Cross-Cultural Organizational Behavior Research: Advances, Gaps, and Recommendations
The advent of the 21st century has witnessed an increasing interest in developing knowledge of international management to meet the needs of global business development. To take stock of the progress in organizational behavior research with national culture as the major explanatory variable, the authors analyzed 93 empirical studies published in the 16 leading management journals from 1996 to 2005. This analysis shows some advances but also ident…
When Brokers May Not Work: The Cultural Contingency of Social Capital in Chinese High-tech Firms
In this paper, we bring structural holes theory to different cultural contexts by studying the effect of structural holes in four high-tech companies in China and assessing whether they confer the benefits to individuals occupying the brokering position in a career network that have been found in Western contexts. On the level of national culture, we propose that the typical collectivistic culture of China will dampen the effects of structural ho…
Reactions to psychological contract breach: A dual perspective
This study examined reactions to psychological contract breach from two separate perspectives, that is, employee's reactions to perceptions of employer breach and supervisor's reactions to perceptions of employee breach of the psychological contract. In addition to the main effects, we also hypothesized that the benevolence (or kindness) of the supervisor and the traditional values (or respect for authority) of the employee would attenuate the ne…
Intragroup Functional Diversity and Intergroup Relations in American and Chinese Workgroups
The authors investigate the role of intragroup functional diversity in influencing intergroup relations, defined as intergroup cooperation and group-level citizenship behavior toward other workgroups. Based on predominantly Western literature, the authors hypothesize that groups working in an American culture will show an inverted U-shaped relationship and that groups operating in a Chinese culture will show a J-shaped relationship. The two hypot…
Employee responses to employment-relationship practices: The role of psychological empowerment and traditionality
In studying the effect of employment-relationship practices on employees, research has largely ignored individual differences, both cross-culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within-culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization rela…
Organizational Demography
The term organizational demography denotes the composition or distribution of a group or organization on attributes such as age, company tenure, gender, “race,” educational level, and functional background.
Leadership of Chinese Private Enterprises: Insights and Interviews
Reflections on the so-called value-free ideal: A call for responsible science in the business schools
Purpose – Value-free science is an ideal that is neither possible nor desirable, especially for social sciences. The subject of social sciences is individuals and groups; hence social, moral, ethical, or political values are inherent and unavoidable in all steps of the scientific process. Further, the authority of science requires the scientist to be responsible experts in ensuring the reliability of knowledge and in assessing the risks in applyi…
Leadership of Chinese Private Enterprises
This original book presents in-depth research into thirteen successful Chinese private enterprises through interviews with their founder-entrepreneurs. While Chinese economic growth has focused primarily on governmental policies and institutional factors, Leadership of Chinese Private Enterprises proposes that the success of these firms was primarily due to the â visible handsâ of these entrepreneurs. The authors present insights into the manager…
Providing the Best Products, Treating Employees Well, and Working for the Public Good
Tecsun was established in 1992, and registered as a wholly-owned subsidiary of Federal Tecsun, Inc. of the United States in 1997 in the Suzhou Industrial Park (SIP). The company specialises in research, development, design and manufacture of American-style modern wood and steel homes. Tecsun (Suzhou) Homes Co. Ltd. is one of the most talked-about enterprises in China for its value-based management and sustainable human resources (HR) management. …
The moderating influence of national culture on female and male entrepreneurs’ social network size and new venture growth
Purpose The purpose of this paper is to disentangle individual-level gender differences and norm-based gender roles and stereotypes to provide a finer-grained understanding of why female and male entrepreneurs experience different growth returns from their social networks across different national cultures. Design/methodology/approach This research uses a survey of 637 (278 female and 359 male) entrepreneurs across four nations varying on relatio…
From Traditional Research to Responsible Research: The Necessity of Scientific Freedom and Scientific Responsibility for Better Societies
My research journey spans a period of exciting new theories informing innovative practices in businesses and other organizations and a period littered with concerns about the research-practice gap, questionable research practices, and a strong emphasis on the number of publications in top journals for hiring and promotions. These recent developments led to the dilution of both scientific freedom and scientific responsibility in our scientific wor…
Developing international business scholarship for global societal impact
Political science (20 works) · Business (13 works) · Economics (12 works) · Sociology (11 works) · Psychology (10 works) · Social Psychology (10 works) · China (9 works) · Job Satisfaction and Organizational Behavior (9 works) · Public relations (9 works) · Management (8 works)