There is a growing body of literature and debate around control versus commitment human resource management (HRM) systems and their impacts on employees. However, the impacts of these constructs have not been widely examined in more emerging economies. Taking a specific sample of educated professionals working for multinational and local firms in China, this study investigated employee perceptions of control and commitment HR practices, job satisfaction and turnover intentions. A total of 311 respondents completed a structured survey questionnaire. Results revealed that those working for multinational firms reported more positive perceptions of their employers' control and commitment HR practices. In multinational firms, the use of commitment HR practices predicted lower intentions to leave. However, in domestic firms a lack of control HR practices predicted higher turnover intentions. Theoretically, the study adds to discussions about the nature and roles of these constructs, their impacts on HR outcomes and how institutional mechanisms might shape the degree of HRM homogeneity and hybridity across organizations in China. Practically, the study provides guidance to international and local firms on how to improve their HRM effectiveness to achieve a higher retention of their most talented professionals.

Given the limited knowledge about the effect of contextual factors of organizational ownership types on emotional labor, this research addresses two main questions: (1) whether emotional labor varies among organizations with different ownership types; and (2) whether emotional labor and emotional intelligence relate to job performance in different ways in public and private organizations.This paper examines the research questions with 306 self-report questionnaires from the public sector, domestic privately-owned enterprises and foreign-invested firms in China. Significant differences were found in the emotional labor reported in public and private organizations.Overall, emotional labor was found to have a significant effect on in-role performance, and emotional intelligence moderated the link between emotional labor and job performance in public organizations, but not in private organizations.

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Un número creciente de alumnos se está incorporando a la educación superior en Chile. Destacan entre ellos los jóvenes provenientes de sectores socioeconómicos más modestos, los que, en condiciones de notoria precariedad, deben competir con sus compañeros de sectores socioeconómicos acomodados. Ello atenta en contra de sus posibilidades de finalizar sus estudios. Estos jóvenes representan, sin embargo, la capacidad del sistema de promover la movilidad social, por lo que las instituciones de educación superior deben prestarles especial atención y apoyo. La identificación de estos jóvenes mediante indicadores de vulnerabilidad como el que se propone, además de la generación de acciones específicas para su protección, incorpora en la Universidad el sentido de la equidad, y favoreciendo su retención, impulsa la movilidad social y el desarrollo del país.

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