Problems and Limitations of Previous Studies Sample Clauses

Problems and Limitations of Previous Studies. Despite previous research progress and existing knowledge, there is a need for more research. The first limitation and problem remaining in previous studies is the little evidence of the effect of cross-border acquisitions on Chinese employees, especially on social identity, culture and organisational commitment and therefore, the question of how cross-border M&As influence employees from interdependent cultures is an uninvestigated issue. Given that Chinese culture is characterised by collectivistic and different from that in the West, people’s identity and commitment tends to be different from that of Westerners. For example, Xxx and Xxxx (2009) argue that the meaning and internal structure of organisational identification in the Chinese context are different from those of Western countries. This is because organisational identification, which has been developed in the Western context, underlies the individual-organisation relationship because Western culture is characterised by individualistic but Chinese culture is collectivistic, in which the self is social oriented. Hence, they argue that the characteristics of organisational identification in China are different from those in Western countries (Xxx and Xxxx, 2009). Some other researchers argue that organisational identity may be more important for Chinese employees due to the Chinese collectivistic culture (Xxx et al., 2011). Moreover, due to the Chinese culture being influenced by Confucianism and characterised by loyalty, harmony and collective orientation, researchers (Siu, 2002) argue that commitment to their organisation is a unique feature of Chinese employees. This is in part due to the fact that the notion of organisational commitment is the social exchange generated between employees and organisation. The reciprocity, which is the central point of exchange, is practised by the Chinese as social norm (Xxx et al., 2011). Therefore, organisational commitment is a unique feature of Chinese employees due to Chinese culture. Further, Chinese culture explains the high affective commitment and normative commitment showed by Chinese employees. Considering that Chinese culture is based on Confucianism, a harmonious relationship with co-workers, group cohesion and stable co-worker relationships thus cultivate employees’ willingness to work with each other and to work for their organisations, so that Chinese employees have high affective commitment. The feature of loyalty makes Chinese people perceive ...