My Experiences in Journal Submission

1. My Experiences in Journal Submission Hsi-An Shih Institute of International Business National Cheng Kung University

2. Generating Research Idea • Identify a literature gap first and then generate ideas to fill it up • Generate ideas first and then find a literature gap to put them in • If we see many discussion at Business, practitioner magazine but few in academic journal → potential research idea Institute of International Buiness NCKU

3. High involvement work system, work-family conflict, and expatriate performanceexamining Taiwanese expatriates in China Hsi-An Shih Yun-Hwa Chiang Chu-Chun Hsu

4. Title In General: Text: 8000. Abstract: 150. Title:10 • Title is the only statement in the paper that referees accept without questioning • The first impression of the paper • Establish referee expectation • Determine referee assignment → • Show how mature you are as a scholar phenomenon driven theory Institute of International Buiness NCKU

5. What makes a great title? • Faithfully descriptive of paper contents • Succinct but self-explanatory • Stimulating and interest-rousing (how, when, why…) • Eye-catching • Absolutely no jargons Institute of International Buiness NCKU

6. Abstract • First attempt to sell the paper (no theory development) • Frame research questions (Theory’s application and extension) • Propose research purpose(s) • Main thesis (in plain statements) • Findings (sample & model?) • General theory → Taiwanese sample • Implications (?) Institute of International Buiness NCKU

7. Abstract • Signal research ability to referees • Straightforward (avoiding jargons) • Revealing flavor of the paper • Intriguing (unexplained coincidence; obvious distinction; new perspective; why, how, what, when..) • Citations or not? Generally not. • Title- abstract consistency test Institute of International Buiness NCKU

8. Introduction • A big picture of the study (how big?) • New or unanswered question(s) • Theoretical significance of the question • Managerial relevance of the question • Research purposes and contributions • A road map (e.g., as previous argued..) • Reference is important in the introduction Institute of International Buiness NCKU

9. Research Rationale • Combination of SHRM and IHRM • High Involve Work System (HIWS) has positive effects on performance. • The application of HIWS in IHRM field is limited. • Are all outcomes of HIWS positive? Institute of International Buiness NCKU

10. Research Objectives • The focuses of this paper • Factors that could affect expatriate performance • The application of HIWS on expatriates • The relationship between HIWS and relevant factors Institute of International Buiness NCKU

11. Main Text • What is a logical writing (paragraph sentence test)? • What is clean writing (no-more-cut test)? Institute of International Buiness NCKU

12. Literature Review • High involvement work system(Bae, Chen, Wan, Lawler, and Walumbwa, 2003; Chen, Lawler, and Bae, 2005) (1) HR flow • recruitment, selection, training, and development (2) Work structuring • teamwork, and broadly-defined jobs (3) Reward system • wage and performance appraisal (4) Employee influence • employee participation and ownership Institute of International Buiness NCKU

13. Work-Family Conflict • Definition • Individuals are not able to balance their roles at both work and family simultaneously. • Three forms of WFC (1) Time-based conflict (2) Strain-based conflict (3) Behavior-based conflict Institute of International Buiness NCKU

14. WFC HIWS Expatriate Performance Research Framework H2 H1 H3 Institute of International Buiness NCKU

15. Hypothesis 1 Implementing an HIWS for expatriates is positively related to expatriate work-family conflict. • Hypothesis 2-1 Expatriate WFC is negatively related to their job satisfaction. • Hypothesis 2-2 Expatriate WFC is negatively related to their job performance. Institute of International Buiness NCKU

16. Hypothesis 3-1 Implementing an HIWS for expatriates is positively related to expatriate job satisfaction. • Hypothesis 3-2 Implementing an HIWS for expatriates is positively related to expatriate job performance. Institute of International Buiness NCKU

17. Empirical Analysis • No perfect methodology, but justification needed • Methodology alone won’t sell a paper (e.g., new models, samples, variables) • Most methodology problems are planted in conceptual arguments Institute of International Buiness NCKU

18. Samples and Procedures • Taiwanese MNCs ： “Taiwanese companies operating in China” • East and Southeast China • Two separate questionnaires • Common method variance • 49 supervisors and 174 expatriates Institute of International Buiness NCKU

19. Results of Job Satisfaction Model Institute of International Buiness NCKU

20. Results of Job Performance Model Institute of International Buiness NCKU

21. Discussion & Conclusion • Revisit research questions • Sell research contribution(s) properly • Recognize limitations in a positive tone • Use positive words to describe the limitations Institute of International Buiness NCKU

22. Conclusion • HIWS has positive effects on expatriate WFC. • WFC has negative effects on expatriate satisfaction and performance. • HIWS has positive effects on expatriate satisfaction and performance. • Although implementing an HIWS can induce better satisfaction and performance, implementing HIWS can also affect other aspects of employees’ lives, and not all of these effects are positive. Institute of International Buiness NCKU

23. Research Limitation • The concept of HIWS • Generalizability • Expatriate perceptions of HIWS • Cross-sectional data Institute of International Buiness NCKU

24. Thanks for your listening Institute of International Buiness NCKU