Electronic Human Resources Management (e-HRM) activities should be continued with more technological and innovative methods. The aim of this research is to examine in detail the current studies on e-HRM based activities and to determine the orientation of the concepts. As a result of keywords analysis, it is seen that big data, artificial intelligence, cloud computing, Internet of Things have come to the fore. In the last ten years, 3888 publications related to e-HRM have been retrieved from the web of science database, and 56 newest articles on Human Resource Management (HRM) application, practice, strategy and execution, which contain search phrases. It is seen that the subject of e-HRM is the starting point in determining the research terms and the main starting point of the articles that guide the study, and the most cited publications in this field are the studies on e-HRM. It is thought that developments in mobile applications, smart automation and artificial intelligence also affect the studies in the field of electronic or digital HRM. The common feature of the most recent publications on technology-oriented HRM practices, strategies and practices is the acceptance that their effects are wide-ranging. Recent discussions on technology and HRM strategies in businesses have emphasized the importance of social context and appear to have developed frameworks that acknowledge both the material and social character of technologies. As a result, the current increase in the use of digital technologies affects the competencies and expectations of the digital workforce.

世界科学出版社（World Science Publishing-WSP）立足国际，积极配合中国“走出去”出版战略，大力推进版权输出与引进，并不断拓展国际间的交流与合作，取得显著成绩。WSP国际图书出版项目力倡中国科研人员出版英文图书，出版社具有丰富的国际传播资源与雄厚的编辑、翻译、出版力量，拥有一批著名的中外翻译专家、出版专家，及一支精通国际出版的编辑、翻译和国际营销队伍。探索“科学进步”与“社会进步”是人类永恒主题，WSP推崇以科学信仰引领学术方向，遵循各国法律和地方法规，能够协助您优质、快捷、低

世界科学出版社（World Science Publishing-WSP）立足国际，积极配合中国“走出去”出版战略，大力推进版权输出与引进，并不断拓展国际间的交流与合作，取得显著成绩。WSP国际图书出版项目力倡中国科研人员出版英文图书，出版社具有丰富的国际传播资源与雄厚的编辑、翻译、出版力量，拥有一批著名的中外翻译专家、出版专家，及一支精通国际出版的编辑、翻译和国际营销队伍。探索“科学进步”与“社会进步”是人类永恒主题，WSP推崇以科学信仰引领学术方向，遵循各国法律和地方法规，能够协助您优质、快捷、低

Purpose - The purpose of this study is to explore the mechanisms of the implementation of wage (including the living expenses) payment obligation when the employer stops its work or production, and to evaluate the Chinese experience of continuous wage payment in the process of the prevention and control of COVID-19 Design/methodology/approach - Based on the law, regulation, and administrative interpretation of the obligation of continuous wage payment, this paper focuses on how the employer chooses wage payment strategies of enforce labor law in the process of epidemic prevention and control Drawing on the risk burden theory, the theory of corporate social responsibility, and the relational theory within the enterprise organization, this paper studies the general approach of the continuous wage payment rules in view of the judicial practice, administrative enforcement and labor relations especially under the background of COVID-19 pandemic Findings - Following the two-way feedback mechanism of legal rules, legal interpretation and legal practice, this paper finds three characters in the implementation of continuous wage payment: (a) the administrative interpretation of labor law has not been paid attention to for a long time, but it has played an important role in epidemic prevention and control;(b) the wage payment obligation without equal consideration has been obeyed in the practice of epidemic prevention and control, and its vague problems even has been resolved by a feasible and realistic explanation;(c) the practice of epidemic prevention and control provides a sample of general application of continuous wage payment rules,which is different from the marketoriented layoffs Research limitations/implications - This paper is an discussion on a kind of macro implementation and its effect, which does not mean that every enterprise would choose so in the micro level, but only indicates that most enterprises abide by and carry out the administrative orders during the period of the prevention and control of the virus COVID-19 This paper provides answers for how to interpret the rules of continuous wage payment in judicial, and affirms that the great anti-COVID-19 actions and the traditional enterprise culture in China provide support for stable employment and healthy labor relations during the epidemic situation Originality/value - This study develops the theory of operating risk burden work and puts forward the relational theory within the enterprise organization instead of the theory of corporate social responsibility This paper contributes to the legal theory of wage protection in the context of epidemic situation and provide the Chinese experience of human resources management in anti- virus practice

世界科学出版社（World Science Publishing-WSP）立足国际，积极配合中国“走出去”出版战略，大力推进版权输出与引进，并不断拓展国际间的交流与合作，取得显著成绩。WSP国际图书出版项目力倡中国科研人员出版英文图书，出版社具有丰富的国际传播资源与雄厚的编辑、翻译、出版力量，拥有一批著名的中外翻译专家、出版专家，及一支精通国际出版的编辑、翻译和国际营销队伍。探索“科学进步”与“社会进步”是人类永恒主题，WSP推崇以科学信仰引领学术方向，遵循各国法律和地方法规，能够协助您优质、快捷、低

PurposeThe argument that work engagement enhances job performance has gained wide acceptance among practitioners and human resources management literature. There is consensus in management literature that job crafting can affect work engagement. The concept of callings from theology has been resurrected in job behavior and continues to garner growing attention from practitioners in recent years. However, few studies examine how and why living a calling influence job crafting and work engagement. The purpose of this paper is to examine the relationships between living a calling, job crafting and work engagement for knowledgeable employees through questionnaires.Design/methodology/approachThe part-time MBA students were asked to reflect on present jobs. In total, 390 effective questionnaires were collected from part-time MBA students of four universities in Chongqing, China for finance, administration, manufacturing, service, technology, medication, education and others. Results were analyzed using SPSS and Amos. The measurement scale is given in Appendix.FindingsFirst, the author explicitly proposes and validates the direct relationship between living a calling and job crafting. Second, this study confirms that crafting challenging job demands are significant to vigor subdimension and dedication subdimension of work engagement, whereas crafting challenging job demands not significant to absorption subdimension of work engagement. Third, this study indicates that crafting hindering job demands are nonsignificant to vigor, dedication and absorption about three subdimensions of work engagement. Fourth, this study showed living a calling can enhance work engagement for employees. Fifth, this study finds three groups (eight items) of mediation effect between living a calling, job crafting and work engagement.Practical implicationsThese insights may help managers to focus on living a calling and encourage beneficial job crafting behaviors in China. The sample is original and has the potential to contribute to debate on work life balance and particularly the meaning of work/careers in China.Social implicationsThis study is an interesting revisit to the old workplace sociology and organizational psychology which has become somewhat neglected these days.Originality/valueThis study has provided insight in the relationships between living a calling, job crafting and work engagement.

PurposeThe purpose of this study is to examine employee imagination and implications for entrepreneurs of China. In 2015, the European Group of Organization Studies released a call for papers highlighting poor knowledge of employee imagination in organizations. To address this need, the current study hypothesizes employee imagination consisting of seven conditions common to the organizational experience of Chinese Entrepreneurs.Design/methodology/approachThe current paper reviews the Chinese enterprising context. Cases from China are used to illustrate the effects of proposed conditions and their value for entrepreneurs and innovators in businesses undergoing change.FindingsEmployee imagination underpins and conditions how Chinese employees make sense of their organizations and better understand the process of organizational change. From the viewpoint of human resource management, emphasis on coaching and developing imagination enables businesses to stay competitive and adapt to environmental demands such as lack of information, too much information or the need for new information.Research limitations/implicationsThe proposed conditions apply to the Chinese context; however, their application to wider contexts is suggested and requires attention.Practical implicationsEmployee imagination was found to be a powerful tool, which facilitates the process of organizational change management.Originality/valueTheoretically, the research adds new insights to knowledge of a poorly understood organizational behavior topic – employee imagination. Practically, the research findings provide mangers with knowledge of conditions, which could be adopted as powerful tools in facilitating organizational change management.

PurposeChina is experiencing a double-digit turnover rate and high turnover intention. This research aims to explore the relationships of turnover intention, perceived organisational support (POS) and affective commitment in China.Design/methodology/approachTurnover intention and its antecedents, including POS, affective commitment, distributive justice, trust in organisation and job security, were studied in this research with a case study of a foreign-invested enterprise (FIE) manufacturing company in Guangdong of China. Based on the literature, two competing models were developed and investigated by using the technique of structural equation modelling.FindingsThe results suggest that distributive justice, trust in organisation and job security have negative impacts on turnover intention. Moreover, affective commitment mediates the impact of job security on turnover intention. The results also indicate that POS has an impact on affective commitment instead of affecting turnover intention directly. In addition, POS and affective commitment mediate the impacts of both distributive justice and trust in organisation on turnover intention.Research limitations/implicationsThe scale of turnover intention used in this study only shows the employee’s intention to quit an organisation. It does not reveal their subsequent actual turnover. This study has research implications. It enhances our understanding of the relationships among POS, affective commitment and turnover intention of Chinese employees in FIEs.Practical implicationsThe findings of this study provide the management of organisations in China with a better understanding of how to facilitate human resources management so as to lower employee turnover intention.Originality/valueInconsistent research findings have been reported about the relationships among turnover intention, POS and affective commitment in previous studies. The results of this study clarify all these relationships in Chinese FIEs.