Do you really need help? A study of employee supplication and job performance in China

Lai, Jennifer Y. M.; Lam, L.; Liu, Yan

doi:10.1007/s10490-009-9152-5

Cited by 18 publications

(15 citation statements)

References 39 publications

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“…Finally, Rico Lam and colleagues (Lai, Lam, & Liu, 2010) examine how employee supplication, or making oneself vulnerable to a boss or decision-maker, impacts employee job performance. They use 158 supervisor-subordinate dyads in China to test hypotheses related to supplication.…”

Section: Empirical Papersmentioning

confidence: 99%

Managing in ethnic Chinese communities: Culture, institutions, and context

2010

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Section: Empirical Papersmentioning

confidence: 99%

Managing in ethnic Chinese communities: Culture, institutions, and context

2010

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“…Lai, Lam, and Liu (2012), presenting their research on supervisor -employee relationships, found confirmation for the following 'helping' hypothesis: in Chinese organizations, 'consistent with social role theory, the normative expectation of helping others in need should be stronger for longer-tenured employees [ready] to assume a nurturing role in the organization' (12). Those in positions of authority who are better established have both a role expectation and a moral obligation to help junior colleagues.…”

Section: Consideration Of Simmonsmentioning

confidence: 95%

“…Those in positions of authority who are better established have both a role expectation and a moral obligation to help junior colleagues. The authors posit that, in China, these role-bound normative expectations are tied to exemplary traditional values of loyalty and reciprocity, Confucian models of social relationships which have continued purchase today (Lai, Lam, and Liu 2012).…”

Section: Consideration Of Simmonsmentioning

confidence: 99%

Ethical and institutional frameworks for interactional justice in public organizations: a comparative analysis of selected Western and Chinese sources

Rivera

2014

Journal of Global Ethics

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This paper explores both differences and points of contact between selected contemporary theories of public ethics in the West and China. China is in a greater state of flux in this connection, with new, eclectic approaches to ethical justification for moral agency gaining prominence. There are thematic parallels between East and West in their distinct strains of institutionalism (in which neither individual moral agency nor the justice claims of individuals have much play). However, there are recent Chinese theoretical proposalsmany incorporating Western sources -that address this quandary, namely the institutional overdetermination of moral agency. These proposals are joined to contributions from feminist and liberation ethics in a critical reconsideration of overridingness in formal ethics. Contemporary Chinese ethics connect moral claims to kin, community, and reciprocity networks, particularly as traditional philosophy is recovered in new theoretical syntheses. The grounding of Confucian ethics in kin and community offers an instructive contrast to formal Western ethical systems, as do radical strains of Western ethics that suggest that transcendence is found in the self's extension toward others in need. This paper considers these ethical themes in connection with hypothetical instances of interactional justice in organizations.

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“…Research has shown that status cannot be achieved merely through coercion, but also through self-sacrifice (Griskevicius, Tybur, & Van den Bergh, 2010), charm (Stevens, Deuling, & Armenakis, 2012), and emotional manipulation (Flynn, Reagans, Amanatullah, & Ames, 2006;Grieve, 2011). Whereas some manipulative self-presentation (i.e., intimidation, self-promotion) is driven more by the desire to dominate, other types (i.e., supplication; ingratiation) are instrumental in nature (Appelbaum & Hughes, 1998;Lai, Lam, & Liu, 2010). As such, we expected that status seeking would relate with all self-presentation tactics.…”

Section: Workplace Self-presentationmentioning

confidence: 99%

Status Seeking and Manipulative Self‐presentation

Highhouse

Brooks

Wang

2016

Int J Selection Assessment

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Three studies examine the relation of dispositional status‐seeking with workplace self‐presentation behaviors. The first study showed that the status‐seeking motive provided incremental prediction, over and above narcissism and self‐monitoring, in self‐reported exaggerating, faking, and fabricating in job search. The second study showed that, after controlling for the traits from the five factor model of personality, status‐seeking predicted the undesirable job‐search behaviors, as well as use of impression‐management tactics at work. A field study showed that employee status seeking explained supervisor impressions of employee supplication and ingratiation, even after controlling for task and contextual performance. Male status‐seekers were also more likely to engage in intimidation. Status‐seeking appears to be an important motive for understanding manipulative self‐presentation at work.

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Do you really need help? A study of employee supplication and job performance in China

Abstract: Supplication, Impression management, Social role theory,

Cited by 18 publications

References 39 publications

Managing in ethnic Chinese communities: Culture, institutions, and context

Managing in ethnic Chinese communities: Culture, institutions, and context

Ethical and institutional frameworks for interactional justice in public organizations: a comparative analysis of selected Western and Chinese sources

Status Seeking and Manipulative Self‐presentation

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