Research Interests
- Who? Institutional Leadership in Emerging Market (e.g. managerial discretion, business and political leaders)
- How? Organizational Consequences (e.g. corporate corruption, governance, innovation, & entrepreneurship)
- Why? Institutional Antecedents (e.g. government entrepreneurship, labor polices & innovation policies)
Working Papers
“Who Are Competence for Chief Judge in China? Evidence from Chief Judges Survey over 2008-2016”, data collection
“Who Are Competence for Chief Judge in China? Evidence from Chief Judges Survey over 2008-2016”, data collection
Selected Publications (Since 2012)
Business Administration
Public Polices
Business Administration
- Zhang Sanbao & Zhixue Zhang, 2014, "Managerial Discretion: Bringing Together China and the West, and Bridging Micro and Macro Domains", Management World 管理世界 (China leading management journal), 3: 102-118
- Abstract: The appeal, “bringing west and east together, and bridging micro and macro domains”, raised by international management academia, offered an opportunity for Chinese management academia to achieve their ambitious, “exploring new concepts and theories from Chinese management”. As essence of management, the concept of “managerial discretion” roots in western theories while runs through the historical process of state-owned enterprises reform in China, and has significance to solve two major realistic issues arising in the development path for China. Thus, we reviewed relevant studies on managerial discretion. Firstly, we introduced its essence and content from different perspectives of economics, management and phycology, and summarized its measurement in two categories. Then, we investigated its antecedents at multiple levels, and its diverse main effects, moderating effects and mediating effects. Later, practical insights were extracted from relevant studies conducted in Chinese context, including corporate governance, strategic choices and institution constructing. Lastly, shortcomings and future directions were proposed from six aspects such as context, content, measurement, antecedents, consequences and methods. Also, a systematically analytical framework on “macro – micro – macro” was proposed.
- Zhang Sanbao & Zhixue Zhang, 2012, "Regional Institutions Disparity, CEO Managerial Discretion and Firm Risk Taking: Evidence from Chinese High-tech Firms across 30 Provinces", Management World管理世界, 4: 101-114
- Abstract: By bridging macro and micro domain, the concept of managerial discretion provides a new perspective to understand the formation mechanism of “institutional entrepreneurship” in the context of transitional economy. Using questionnaire survey, we collect ratings of 30-provincial CEO managerial discretion from 61 scholars and 84 top managers. We find that all regional institutions, including informal and formal, such as trust, government intervention, ownership disparity, financial development, local protectionism, foreign investment, legal justice, and labor flexibility, are associated with managerial discretion available to CEO in that region, as hypothesized. Additionally, CEO managerial discretion is proved to be positively associated with firm internationalization, innovation and labor productivity. Moreover, it mediates the relationships between regional institutions and firm strategic choices as well as performance. Most of above associations are verified by robust test. We then discuss how institutions shape managerial discretion and its implications for practice. Limitations and future research directions are also stated in the last part of this paper.
- Zhang Sanbao & Zhixue Zhang, 2014, "Managerial Discretion: Grabbing Hand, Futile Hand or Helping Hand? The Effects on Executive Compensation and Firm Efficiency", China Management Studies中大管理研究, 4: 161-181
- Abstract: As a key variable of Upper Echelons Theory, “managerial discretion” is regarded as “the essence of management”. However, it is still insufficient for empirically exploring its effects, and partial for recognizing its nature. Using a large sample survey data set in China context from World Bank, we attempt to clarify the nature of managerial discretion by empirically exploring its effects. We found that: (1) On one hand, as a grabbing hand, managerial discretion could assist CEOs in maximizing their own personal interests in compensation arrangement, which reflecting its attribute of “latitude of objection”. (2) On the other hand, as a helping hand, CEO managerial discretion could be somewhat helpful for improving firm performance, which revealing its attribute of “latitude of action”. (3) In nature, managerial discretion is a combination of both “latitude of objection” and “latitude of action”, instead of either one. These conclusions not only promoted the integration of Economics and Management, but also provided insights for playing a decisive role of the market, and developing mixed ownership through releasing firms’ discretion in the process of comprehensively deepening reform.
- Li Xiaobei*, Qin Xin, Jiang Kaifeng, Zhang Sanbao* & Feiyi Gao*, 2015, “Human Capital-Enhancing HR Practices and Firm Performance: The Joint Moderating Effects of Regional Human Capital Level and Product Innovation Strategy”, Management and Organization Review, 11(2): 235-261 (* Corresponding Author, IF=3.277)
- Abstract: We conducted two studies to investigate the contingent role of regional human capital quality (i.e., the knowledge, skills, and abilities of the collective workforce in a region) in the relationship between firm level human resource (HR) practices (i.e., practices focusing on employees’ human capital development) and firm performance in China. Drawing upon human capital theory, we hypothesized that the human capital-enhancing HR practices and regional human capital quality has a substitutive effect on firm performance. Study 1 uses a World Bank survey of 9,125 firms in 30 provinces. We found the human capital-enhancing HR practices to relate more strongly to firm performance when regional human capital quality was lower than when it was higher. Study 2 used a sample of 203 firms across seven provinces. We found similar results. We further hypothesized and found that the substitutive effect of regional human capital quality was stronger when a firm adopted an innovation strategy. Our findings provide new evidence for the contingency perspective of strategic human resource management and highlight the importance of matching HR practices with local labor quality conditions and business strategy of the firm.
Public Polices
- Zhang Zhixue, Qin Xin & Sanbao Zhang, 2013, "Does 'Dual System' of Employment Improve Firm Productivity? Evidences from 12314 Companies of 30 Provinces in China", Management World管理世界, 5: 88-99
- Abstract: Based on two kinds of human resource employment model, we propose a model to illustrate how “dual system” of employment affects firm productivity by combining X-efficiency theory and equity theory, from two different perspectives of strategic human resource management respectively. Using a sample of 12314 firms from 30 provinces in China, We tested the model and found that, (1) from the universal perspective, “dual system” was negatively related with firm productivity; (2) from the contingency perspective, the negative relationship between “dual system” of employment and firm productivity was moderated by the wage gap between formal workers and their contract colleagues, and firm ownership. Specifically, widening the wage gap would strengthen the negative relationship between “dual system” of employment and firm productivity. Furthermore, the relationship between “dual system” of employment and firm productivity was negative in non-state-owned enterprises while reverse-U-shaped in the state-owned enterprises. The implications of our research results for both firm management practices and government policy making are offered.
- Zhang Sanbao & Wenjie Tian, 2014, “Local Governments’ Entrepreneurialization in Transitional China: Review, Comparison and Prospect”, Journal of Political Science政治学研究 (China leading political science journal), 6: 97-109
- Abstract: Local governments’ entrepreneurialization is an inevitable outcome in the process of economic and social transition for China, and also a main reforming subject in the “New Normal”. It is meaningful to clarify its operating model, driven system and effects for the settled reformation goals by China new generation leaders. We conducted a systematical literature review and found that: (1) Currently, China local governments’ entrepreneurialization covers four inter-dependent operating models including land of financial, local debt, mega-projects, and investment attraction. (2) It does not only roots in the domestic situation of fiscal decentralization system and official promotion mechanism, but also originated from international trends of de-centralization, globalization and informationization. (3) It have positive effects on economics and politics, and also negative influences on economics and society, and the negative effects are surpassing the positive ones. (4) In order to boost the modernization of national governance system and capabilities, China should comprehensively deepening reform on the relationships between local governments and central government, market and civil society, respectively.
- Zhang Sanbao & Man Shu, 2014, "'Dual System' of Employment in Chinese Firms: Retrospect and Prospect", Study and Practice学习与实践, 10: 61-68
- Abstract: “Dual system” of employment has been universally used in Chinese enterprises and public institutions. At the beginning period of being introduced, it definitely contributed to promote China SOEs reform, and improve firms’ performance. However, as a kind of efficiency-oriented system, its fairness is facing more and more challenges. Under guidance of important decision made by the Third Plenary Session of the 18 Committee of the CPC, this paper first defined “Dual System” of Employment, and then analyzed its antecedents from macro-, meso-, and micro-levels. After that, we elaborated its consequences from two aspects, including firm’s financial and social performance. Lastly, we proposed relatively suggestions for firms and government on employment strategies and institutional reform, respectively.
- Zhang Sanbao & Man Shu, 2015, "China Vocational Education System Reform through Synergistic Efforts of Governments, Businesses and Institutes: Perspective of Modern Apprenticeship", China Education Daily 中国教育报, March 26th
- Abstract: In current China, oversupply of college graduate students is co-existing with shortage of skilled employees. Education especially vocational education reform is a key solution to such problem. The third plenary session of the 18th central committee of the Chinese Communist Party has made decisions to deepen comprehensive reform of the education field, and accelerate the construction of modern vocational education system. Also, the State Council has demanded to promote modern apprenticeship. In this context, this paper firstly introduces the history, international experiences and operational model of modern apprenticeship. Then, we analyzes relevant cases in China, and compares the differences between China and foreign countries. Finally, basing on an in-depth analysis of the problems in implementation, we put forward strategies for reforming China vocational education system in order to solve the employment problem and upgrade “Made-in-China”, from synergistic perspectives of governments, businesses, and vocational colleges.
Selected Cases
- Zhang Sanbao & Man Shu, 2014, “Why ‘National Pen’ Lost Its True Quality?” China Management Magazine 管理学家(实践版), 8:48-52
- Zhang Sanbao & Wenjun Zhang, 2014, “How Far Could Fast Fashion Go in the Driven of Speed?”, Tsinghua Business Review清华管理评论, 7-8: 10-15
- Zhang Sanbao, Zhang Wenjun & Beini Gu, 2014, “Crocs on the Road: Where is the Next?”, CEIBS Business Review中欧商业评论, 5: 78-83
- Huang Hui & Sanbao Zhang, 2014, “Crisis Management for Food Industry in China: Tactic Comparison and Strategy Rethinking”, Enterprise Management企业管理, 4: 39-41
- Zhang Sanbao, Tong Jiajun & Man Shu, “Apply MOOC to Train in Sino-US Firms”, China Human Resources Development中国人力资源开发, 13: 29-33
- Zhang Sanbao & Zhixue Zhang, 2014, Institutional Environments, Managerial Discretion and Firm Behaviors: Evidences from Transitional China, Peking University Press
- Zhang Sanbao & Zhixue Zhang, forthcoming, Strategic Leadership: Theory and Research on Executives, Top Management Teams and Boards (Chinese Edition, translated), Peking University Press
Research Grants
- Institutional Determinants of Firm Corruption and Its Mechanism and Control Strategies, National Natural Science Foundation of China (NSFC) Young Scientist Grant, PI, 2015-2017, CNY 200, 000
- Institutional Environment, CEO Managerial Discretion and Firm Strategies: Evidence from 30 Provinces across China, China Ministry of Education Young Scientist Grant, PI, 2013-2015, CNY 80, 000
- Strategic Management and Corporate Governance, China State Scholarship Fund, PI, 2014-2015, SGD 25, 200
- Regional Institutional Evolution, Top Management Power Interaction and Corporate Governance in Transitional China, China Postdoctoral Science Foundation, PI, 2013-2014, CNY 50, 000
- Regional Institutions and Firm Innovation Strategy, The Fundamental Research Funds for the Central Universities, PI, 2014-2015, CNY 20, 000
- Organizational Behaviors and Organizational Culture, NSFC Young Outstanding Scientist Grant, Co-I (PI: Zhixue Zhang), 2011-2014, CNY 1, 400, 000
- Global Competitive of Chinese Firms, Wuhan University Post-1970's Scholars Academic Development Program, Co-I (PI: Limin Chen), 2012-2015, CNY 300, 000
Professional Activities
- Member: IACMR (since 2012); Strategic Management Society (since 2015)
- Reviewer: Management World; China Management Studies; IACMR (2012, 2014)