Understanding the indigenous Chinese concept of suzhi (素质) from an HRM perspective. Issue 2 (7th October 2014)

• Record Type: Journal Article
• Authors: G. Wang, Greg; Lamond, David; Worm, Verner; Gao, Wenshu; Yang, Shengbin
• Is Part Of: Journal of Chinese human resource management. Volume 5:Issue 2(2014)
• Page Start: 98
• Page End: 114
• Publication Date: 2014-10-07
• Subjects: Personnel management -- China -- Periodicals; 658.30095105
• DOI: 10.1108/JCHRM-08-2014-0027
• Languages: English
• ISSNs: 2040-8005

Abstract

<abstract> <title> <x content-type="archive" xml:space="preserve">Abstract</x> </title> <sec> <title content-type="abstract-heading">Purpose</title> <p> – The purpose of this paper is to examine the indigenous Chinese concept of <italic>suzhi</italic> (素质) with the aim of furthering the development of Chinese human resource management (HRM) research and practice. </p> </sec> <sec> <title content-type="abstract-heading">Design/methodology/approach</title> <p> – An extensive review of the literature on <italic>suzhi</italic>, published in the West, as well as in China, is the basis for proffering an organizational-level conceptualization of <italic>suzhi</italic> in the Chinese context. </p> </sec> <sec> <title content-type="abstract-heading">Findings</title> <p> – Instead of understanding it as a free-floating signifier, we argue that <italic>suzhi</italic> can be considered as a criterion-based framework for HRM research and practice. <italic>Suzhi</italic> research is classified into two major sources – indigenous Chinese and indigenized Western constructs. We further make a distinction between intrinsic and extrinsic <italic>suzhi</italic>, and analyze a popular set of <italic>suzhi</italic> criteria, considering de (morality) and cai (talent), while focusing on de in HRM selection (德才兼备, 以德为先). As multilevel and multidimensional framework, <italic>suzhi</italic> criteria may form different gestalts in different organizations and industries. </p> </sec> <sec> <title content-type="abstract-heading">Research limitations/implications</title> <p> – From a social cultural and historical perspective, HRM research that incorporates a combination of indigenous and indigenized <italic>suzhi</italic> characteristics may receive better acceptance by individuals, organizations and the society in the Chinese context. Accordingly, the reconstruction of <italic>suzhi</italic> into manageable and measurable dimensions can be undertaken for more effective HRM practice in the Chinese context. </p> </sec> <sec> <title content-type="abstract-heading">Originality/value</title> <p> – The HRM literature is advanced by linking the indigenous <italic>suzhi</italic> discourse to Chinese indigenous HRM research and practice.</p> </sec> </abstract>