Innovation-Driven Human Resource Management Practices in the Digital Era                    

Special issue of Chinese Management Studies edited by Shuming Zhao, Mingwei Liu, Hong Liu, and Zhiqiang Liu

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The research presented in this special issue collectively seeks to contribute to the development of innovation-driven development strategies and new models of human resource management (HRM) in China.

Full citation:

Zhao, Shuming, Mingwei Liu, Hong Liu, and Zhiqiang Liu, eds. 2021. Innovation-Driven Human Resource Management Practices in the Digital Era. Special issue of Chinese Management Studies 15(3).

Learn more about this special issue.



Table of Contents

Shuming Zhao, Mingwei Liu & Meng Xi, “Guest Editorial” (761-768)

Hong Liu, Jinfan Zhou, Huanchen Liu & Beining Xin, “Is the uncertainty of gaining legitimacy from organizational change an antecedent of employees’ resistance to change?” (769-784)

Yufang Huang & Xin Chen, “A moderated mediation model of idiosyncratic deals and innovative performance of R&D employees: roles of vitality” (785-800)

Jiaojiao Qu, Shuming Zhao & Yixuan Zhao, “Striving for inclusion: Evidence from China using a latent profile approach” (801-820)

Zhiqiang Liu, Xiaoqing Pan & Tingting Zhu, “Status-striving orientation, creative deviance engagement and employee creativity: perspective of structural strain” (821-842)

Wenhai Wan & Longjun Liu, “Intrapreneurship in the digital era: driven by big data and human resource management?” (843-875)

Min Zhang & Yixuan Zhao, “Job characteristics and millennial employees’ creative performance: a dual-process model” (876-900)

Jie Huang, Chunyong Tang & Ting Deng, “Effects of developmental HR practices on management innovation: a scenario experiment study” (901-918)

Jianfeng Jia, Zhi Liu & Yuyan Zheng, “How does paradoxical leadership promote bootlegging: a TPB-based multiple mediation model” (919-939)

Yueyue Liu, Meng Xi, Feifei Li & Xiulin Geng, “Linking CEO relationship-focused leadership and corporate entrepreneurship: a multilevel moderated mediation model” (940-958)