Representation, Transformation and Discussion of the Collectivist Identity of Young Chinese Employees in Foreign-Invested Enterprises



For a long time, Chinese employees were well recognized as generations with collective and cooperative spirits; nevertheless the once bloomed reputation has gradually disappeared among the majority of young Chinese employees today, who have presented increasing variations compared with the elder employees on the comprehension and demonstration of collectivism. The gap becomes typical phenomenon when these young Chinese employees conduct business with counterparts sharing similar cultural background from Japan, Korea, Hong Kong and Taiwan regions.
By conducting a thorough one-to-one interview with China’s young employees working in the transnational enterprises in China, we have found that though they have new understandings on the conception of collectivism compared with their parents, instead of completely abdicating the core philosophy of teamwork spirit in collectivism, they are just attenuating newly-bred spirits of individualism and free development.
These changes root from both inner and outer levels. The one-child policy, the intense social competition along with the development of china’s economy and the household registration reform constitutes the inner reasons. In terms of the outer level, the development of new technologies in the context of globalization and modernity, as well as easier access to Euro-American cultural productions strongly influences China’s young generations’ collectivist thoughts and behaviors.



China; Young employees’ collectivism; Foreign-invested enterprises; Cultural identity

Full Text:



Boase, J., Horrigan, J., Wellman, B., & Rainie, L. (2006). The strength of Internet ties. Récupéré le 25 janvier, from

Carluer, C., & Jiang, X. (2011). Différences culturelles asiatiques sur la notion de collectivisme: Enjeux pour le management interculturel dans les entreprises à capitaux étrangers en Chine. Article présenté au Sixième Séminaire Interculturel Sino-Français de Canton, Canton.

Carroll, S. J., & Gannon, M. J. (1997). Ethical dimensions of international management. Thousand Oaks, CA: Sage.

D’Iribarne, P. (1989). La logique de l’honneur: Gestion des entreprises et traditions nationales. Paris: Edition du Seuil.

Dollar, D. (2007). Poverty, inequality and social disparities during China’s economic reform. World Bank Policy Research Working Paper 4253.

Felfe, J., Yan, W., & Six ,B. (2008). The impact of individual collectivism on commitment and its influence on organizational citizenship behaviour and turnover in three countries. International Journal of Cross Cultural Management, 8, 211-237.

Giddens, A., & Meyer, O. (1994). Les conséquences de la modernité. Paris: l’Harmattan.

Gundlach, M., Zivnuska, S., & Stoner, J. (2006). Understanding the relationship between individualism-collectivism and team performance through an intergration of social identity theory and the social relationship model. Human Relations, 59, 1603-1632.

He, G., & Yao, Y(2007). Analyse d’audience sous la technologie de transmission pair à pair. Recherche de Jeunesse, 68-71.

Hofstede, G. (1994). Vivre dans un monde multiculturel: Comprendre nos programmations mentales. Paris: Les Ed. d’Organisation.

Lin, J. (2008). Des révélations sur l’affaire de la plus courageuse secrétaire dans l’histoire. Culture des entreprises Contemporaines, 17-20.

Loth, D. (2006). Le management interculturel. Paris: L’Harmattan.

Moon, Y. S., & Franke, G. R. (2000). Cultural influences on agency practitioner’s ethical perceptions: A comparison of Korea and the US. Journal of Advertising, 29(1), 51-65.

Randi, L., & Sims, R. L.,(2009). Collective versus individualist national cultures comparing Taiwan and U.S. employee attitudes toward unethical business practices. Business & Society, 48(1), 39-59.

Stone-Romero, E. F., & Stone, D. L. (2002). Cross-cultural differences in responses to feedback: Implications for individual, group, and organizational effectiveness. In G. R. Ferris (Ed.), Research in personnel and human resources management (Vol. 21, pp. 275-331). Stamford, CT: JAI Press.

Swaidan, Z., & Hayes, L. A. (2005). Hofstede theory and cross cultural ethics conceptualization, review, and research agenda. Journal of American Academy of Business, 6(2), 10-15.

Trompénaars, F., & Hampden-Turner, C. (2010). L’entreprise multiculturelle. Paris: Maxima.

Wang, J. (2010). Problèmes chez Foxconn: Trop de contrôles, manque de communication. Business de Chine, (24).



  • There are currently no refbacks.

Copyright (c) 2016 Xi JIANG

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

Share us to:   


  • How to do online submission to another Journal?
  • If you have already registered in Journal A, then how can you submit another article to Journal B? It takes two steps to make it happen:

1. Register yourself in Journal B as an Author

  • Find the journal you want to submit to in CATEGORIES, click on “VIEW JOURNAL”, “Online Submissions”, “GO TO LOGIN” and “Edit My Profile”. Check “Author” on the “Edit Profile” page, then “Save”.

2. Submission

  • Go to “User Home”, and click on “Author” under the name of Journal B. You may start a New Submission by clicking on “CLICK HERE”.
  • We only use three mailboxes as follows to deal with issues about paper acceptance, payment and submission of electronic versions of our journals to databases:;;

 Articles published in Canadian Social Science are licensed under Creative Commons Attribution 4.0 (CC-BY).


Address1020 Bouvier Street, Suite 400, Quebec City, Quebec, G2K 0K9, Canada.

Website: Http:// Http://,

Copyright © Canadian Academy of Oriental and Occidental Culture