Funding for this research was provided by:
Research Grants Council, University Grants Committee (2170264, 2170229)
National Natural Science Foundation of China (72002227)
Article History
Accepted: 1 September 2022
First Online: 9 November 2022
Declarations
: We are grateful to the guest editor Professor Kelly Z. Peng and the two anonymous reviewers for their constructive comments and suggestions that have helped improve the paper significantly.We also thank Xiongying Niu in the Department of Human Resource and Organizational Behavior at the University of International Business and Economics, Jun Liu in the Department of Organization and Human Resources at Renmin University, Yahua Cai in the Department of Human Resource at the Shanghai University of Finance and Economics, and Hui Li in the Department of Human Resource Management at Shenzhen University for their help on the interviews.An earlier version of this paper was presented at the 2017 Asia Academy of Management Biennial Conference.The work described in this paper was partially supported by two research grants from the Research Grants Council of the Hong Kong Special Administrative Region, China (Project No. 2170264 and 2170229), and a grant from the National Natural Science Foundation of China (Project No. 72002227).