Organizational utilization of information systems and information technology continues to grow in the 21st century, and job stress has become a worldwide problem; but the emotional expression of people differ in diverse cultural societies, and employees need to use IS/IT (IS/IT users) to do their work. Work exhaustion will also increase with the time. Mainland China (the PRC) and Taiwan share the same language and inherit Chinese culture; thus, this study based on job a burnout model and Chinese Guanxi perspective adopts a qualitative research method to collect IS/IT users' data from these two areas. This study has explored (1) permeability as a critical factor of the technology characteristics, (2) that technology characteristics and Chinese Guanxi will influence each other, and (3) that Chinese Guanxi will influence emotional job demands, social support, and personal accomplishment of Chinese IS/IT users. Finally, it has a contribution to both the academics and practice of the job burnout issue.

A quantitative study involving Mainland China (the PRC), Taiwan, India, the UAE, and the US, five areas with 852 responses of IT/IS personnel data towards building a more suitable Circumplex Career Anchor Model for IT/IS personnel, and to test a research model of a reorganized (quadrant) anchors. The bureaucratic, protean, careerist, and the social four quadrant anchors, have a significantly positive effect on career satisfaction of the IT/IS personnel. The bureaucratic, protean, and social three quadrant anchors have a significantly positive effect on job satisfaction of the IT/IS personnel, but not on the careerist quadrant anchor. Thus, the result of this study not only provided a reorganized (quadrant) anchors framework for suitable IT/IS personnel, but also combined job satisfaction, career satisfaction, and turnover intention to extend the Circumplex career anchor model to be a more complete research model.

The purpose of this paper is to investigate the influential factors of online social network advertising in three different cultural areas, being China, India, and the US. This study uses the Social Capital Theory (SCT), and Guanxi Theory, as two types of relation theories; then collects data from the virtual community (or online social network, VC) members of three different areas, a total of 730 valid surveys were completed for model testing. The findings show that: (1) building the relationship dimension of the SCT (trust, identification, and the norm of reciprocity) for the VC members in China and the US societies is more useful than the India society, to spread the brands through the VC; (2) good guanxi for the VC members in China's society is more useful than the Indian and the US societies to spread brands through VC. The result demonstrates that culture differentiation should be consider when researchers investigate the impact of VC advertising contact and attention, attitude towards VC advertising, and purchase intention in VC context.

While career anchors have mainly studied in the US society; this study demonstrates the difference in the career anchors of the information technology/information system (IT/IS) personnel rooted in different cultures. The survey was conducted in the PRC (202), Taiwan (145), India (223), the UAE (167), and the US (122) totaling 859 respondents. This study examines the relationship between the guanxi culture, career anchor, job satisfaction, and turnover intention among these five cultural societies' IT/IS personnel. The result shows that the guanxi culture has a different effect on each career anchor, and each one also has a different effect on job satisfaction in the five different cultural societies as well; thus, they have different results in the research model. Also discussed are the implications of the study and its contribution to the research and management practice.

Career anchors represent personal desires of employees that must be satisfied in order for organizations to attract and retain good workers. Career stages represent advancements along the paths of employment that an individual can take through an organization or chain of organizations that represent professional growth and increased value to an organization. Though research is prevalent on career anchors and career stage models, works that look at changes in one as the other changes are missing from the literature. Due to that lack, it is usually concluded that anchors reflect changes in careers as Information systems (IS) employees advance through their career stages. However, expectancy-value theory leads us to expect that the causality may be reversed, that career anchors change leading employees to value alternative positions more highly. Drawing on the career changes of 10 IS employees, we examine the changes in anchors through progressive career stages. While technical competence and security anchors are important at all stages of an IS career, managerial competence, geographic security, and autonomy become more important in the latter stages and are often adjusted prior to career movement. Management should account for these changes while designing jobs and incentives, while further research is required to confirm dominant patterns of change.