The ‘iron rice-bowl’ regime revisited: whither human resource management in Chinese universities?

Research output: Contribution to journalArticleResearchpeer-review

Abstract

Although research on Chinese human resource management (HRM) has attracted considerable scholarly attention in recent decades, such research has mainly been confined within the economic domain of for-profit companies. There is a dearth of research in the English-language literature examining how people are managed in the Chinese public sector, especially in higher education institutions. Based on a multiple case study, this paper explores how Chinese universities have reformed their traditional personnel management system, and investigates whether the ‘iron rice bowl’ system has been entirely replaced after three decades of HRM reform. Our findings reveal that the way of employee management in Chinese universities has only partially broken away from its traditional ‘iron rice bowl’ system. China still has a long way to go to establish a modern HRM system in its public sector.
Original languageEnglish
Number of pages22
JournalAsia-Pacific Journal of Human Resources
Publication statusAccepted/In press - 7 Feb 2019

Keywords

  • Chinese university
  • human resource management
  • institutional change
  • iron rice bowl
  • path dependence

Cite this

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title = "The ‘iron rice-bowl’ regime revisited: whither human resource management in Chinese universities?",
abstract = "Although research on Chinese human resource management (HRM) has attracted considerable scholarly attention in recent decades, such research has mainly been confined within the economic domain of for-profit companies. There is a dearth of research in the English-language literature examining how people are managed in the Chinese public sector, especially in higher education institutions. Based on a multiple case study, this paper explores how Chinese universities have reformed their traditional personnel management system, and investigates whether the ‘iron rice bowl’ system has been entirely replaced after three decades of HRM reform. Our findings reveal that the way of employee management in Chinese universities has only partially broken away from its traditional ‘iron rice bowl’ system. China still has a long way to go to establish a modern HRM system in its public sector.",
keywords = "Chinese university, human resource management, institutional change, iron rice bowl, path dependence",
author = "Jie Xia and Zhu, {Jiuhua Cherrie} and Di Fan and Zhang, {Mingqiong Mike}",
year = "2019",
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language = "English",
journal = "Asia-Pacific Journal of Human Resources",
issn = "1038-4111",
publisher = "Wiley-Blackwell",

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AU - Zhu, Jiuhua Cherrie

AU - Fan, Di

AU - Zhang, Mingqiong Mike

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N2 - Although research on Chinese human resource management (HRM) has attracted considerable scholarly attention in recent decades, such research has mainly been confined within the economic domain of for-profit companies. There is a dearth of research in the English-language literature examining how people are managed in the Chinese public sector, especially in higher education institutions. Based on a multiple case study, this paper explores how Chinese universities have reformed their traditional personnel management system, and investigates whether the ‘iron rice bowl’ system has been entirely replaced after three decades of HRM reform. Our findings reveal that the way of employee management in Chinese universities has only partially broken away from its traditional ‘iron rice bowl’ system. China still has a long way to go to establish a modern HRM system in its public sector.

AB - Although research on Chinese human resource management (HRM) has attracted considerable scholarly attention in recent decades, such research has mainly been confined within the economic domain of for-profit companies. There is a dearth of research in the English-language literature examining how people are managed in the Chinese public sector, especially in higher education institutions. Based on a multiple case study, this paper explores how Chinese universities have reformed their traditional personnel management system, and investigates whether the ‘iron rice bowl’ system has been entirely replaced after three decades of HRM reform. Our findings reveal that the way of employee management in Chinese universities has only partially broken away from its traditional ‘iron rice bowl’ system. China still has a long way to go to establish a modern HRM system in its public sector.

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KW - institutional change

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KW - path dependence

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JF - Asia-Pacific Journal of Human Resources

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