The manner in which technological capability and marketing capability can besuccessfully leveraged is an important research issue. Based on theresource-management model, this study aims to answer two research questions:(1) whether technological capability and marketing capability arecomplementary or supplementary capabilities; and (2) how technologicalcapability and marketing capability can be used appropriately to respond toenvironmental turbulence. Based on a face-to-face interview survey of 212Chinese firms, we find that technological capability and marketingcapability have synergistic effects. We also find that technologicalturbulence enhances the performance effect of technological capability, butimpedes that of marketing capability; whereas market turbulence advances theperformance effect of marketing capability, but impedes that oftechnological capability. Thus, the appropriate way to leveragetechnological capability and marketing capability is to integrate them andto deploy technological capability to respond to technological turbulenceand marketing capability to respond to market turbulence.

In two studies conducted in the United States and the People's Republic of China, we examined how the effects of organizational justice perceptions on employees' organizational citizenship behaviours (OCB) are influenced by individually held cultural value orientations. In Study 1, we did not find evidence of moderation by cultural value orientation. In Study 2, we re-examined the moderated relationships and found that the relationship between procedural justice and OCB was significantly influenced by masculinity-femininity orientation and that the relationship between distributive justice and OCB was significantly moderated by power distance such that the relationships were more strongly positive when followers were more masculine and higher in power distance. Also, we extended our model to include perceived supervisor support as a mediator of the direct and moderated effects of justice perceptions on OCB. We found support for the mediation model, but did not find the moderated mediation effects we predicted. Due to the large number of non-significant findings and inconsistencies across our two studies, we conclude with recommendations for scholars who face similar challenges in their research.

Management scholars and practitioners emphasize the importance of the sizeand diversity of a knowledge worker's social network. Constraints onknowledge workers' time and energy suggest that more is not always better.Further, why and how larger networks contribute to valuable outcomesdeserves further understanding. In this study, we offer hypotheses to shedinsight on the question of the diminishing returns of large networks and thespecific form of network diversity that may contribute to innovativeperformance among knowledge workers. We tested our hypotheses using datacollected from 93 R&D engineers in a Sino-German automobile electronicscompany located in China. Study findings identified an inflection point,confirming our hypothesis that the size of the knowledge worker's egocentricnetwork has an inverted U-shaped effect on job performance. We furtherdemonstrate that network dispersion richness (the number of cohorts that thefocal employee has connections to) rather than network dispersion evenness(equal distribution of ties across the cohorts) has more influence on theknowledge worker's job performance. Additionally, we found that thecurvilinear effect of network size is fully mediated by network dispersionrichness. Implications for future research on social networks in China andWestern contexts are discussed.

This study investigates the China-located subsidiaries of foreign-owned multinational corporations (MNCs) for patterns of intra-firm and interorganizational technological knowledge accumulation. We analyze US patents attributed to those subsidiaries between 1996 and 2005 and argue that MNCs have recently tended toward open network structures, enabling subsidiaries in emerging markets to develop technological capabilities by searching for diversified inter-organizational knowledge sources beyond geographically local contexts to compensate for local limitations and deficiencies. Findings show that subsidiaries in China have gradually developed their technological capabilities through non-localized searches beyond their organizational, technological, and geographical boundaries. The study contributes to the literature on MNC organizational restructuring, subsidiary evolution, and subsidiary-level non-localized knowledge searches. The findings also have important implications for knowledge spillovers, MNC knowledge management, and government policies.

In this article we review research on Chinese guanxi andsocial networking in the past twenty years and identify the majorperspectives, theories, and methodologies used in guanxiresearch at micro and macro levels. We summarize the main findings of over200 journal articles on guanxi research in terms of itsconceptual definitions and measurements, its antecedents and consequences,and its dynamics and processes. Furthermore, we identify the gaps betweendifferent levels of guanxi research and discuss futuredirections to advance our understanding of the complex and intricate guanxi phenomenon.

This article reports a detailed analysis of 138 peer-reviewed articles in 41 journals published in the last 12 years (2001-2012) that focus on Chinese outward foreign direct investment from a theoretical advancement perspective. It assesses how the topic has been explored both conceptually and empirically and identifies the substantive contributions to the literature using a thematic analysis. The article argues that research on the international expansion of Chinese multinational corporations offers a unique opportunity to extend and develop extant theorizing in four primary research streams: the latecomer perspective; Chinese state and government influences; the dynamics of firms and institutions; and the liability of foreignness. Building on the results of this analysis, the article offers five recommendations as promising ways to open up theoretical inquiry: (1) cross-fertilization among the four research streams; (2) integration of resource- and institution-based theories with other theoretical lenses; (3) research on the process dimensions using a longitudinal approach; (4) adoption of multi-levels of analysis; and (5) consideration of the wider emerging market literature.

Previous research has indicated that abusive supervision negatively influences various organizational outcomes. However, the antecedents and psychological mechanisms of abusive supervision are not well understood, especially in the Chinese context. In this study, we propose and test a mediated moderation model to explore the interactive effect of psychological contract breach and negative reciprocity belief on abusive supervision, and the mediating effect of organizational identification. Using a sample of 268 dyads of employees and their immediate supervisors (N = 536) from six companies and two industries in China, we find that when supervisors experience breaches in psychological contract they are likely to increase abusive behaviours toward subordinates, and that the positive association is stronger the more the supervisor holds negative reciprocity beliefs. Moreover, the results indicate that organizational identification mediates the joint effect of psychological contract breach and negative reciprocity belief on abusive supervision. Theoretical and practical implications, limitations, and future research directions are discussed.