Effects of mentoring functions on receivers' organizational citizenship behavior in a Chinese context: A two-study investigation

Kwan, Ho Kwong; Liu, Jun; Yim, Frederick Hong-kit

doi:10.1016/j.jbusres.2010.04.003

Cited by 50 publications

(43 citation statements)

References 33 publications

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“…An ongoing stream of literature, mostly grounded in social exchange theory, examines the antecedents of the affiliative OCB. The results of empirical research show that affiliative OCB relates with organizational leadership 4 (Kwan, Lui andYim, 2012, Wang, Law, Hackett, Wang andChen, 2005), supervisor trust building (Deluga, 1994) and procedural justice (Karriker and Williams, 2009;Williams and Gurtoo, 2012). Organizational-and leader-member exchange are two elements that act as mediators of the relationship between these constructs and OCB.…”

Section: Introductionmentioning

confidence: 99%

Transformational leadership as an antecedent of change-oriented organizational citizenship behavior

López-Domínguez

Enache

Sallán

et al. 2013

Journal of Business Research

126

103

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Section: Introductionmentioning

confidence: 99%

Transformational leadership as an antecedent of change-oriented organizational citizenship behavior

López-Domínguez

Enache

Sallán

et al. 2013

Journal of Business Research

126

103

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“…During the process of mentoring, especially on personal issues such as career development, disclosure of personal interests, priorities and wishes by the protégé, developing a personal relationship with a protégé would greatly enhance the mentor's ability to offer specific advice. Thus, an effective mentor would build a relationship with the protégé that is grounded on specific work elements, as in providing career and work‐related advice, but extend to non‐work elements, as in developing a personal relationship with the protégé or being a confidant of the protégé (Kwan et al., ). In the present study, we propose that career mentoring strengthens the effects of OBSE on employee performance.…”

Section: Introductionmentioning

confidence: 99%

Why Do I Feel Valued and Why Do I Contribute? A Relational Approach to Employee's Organization‐Based Self‐Esteem and Job Performance

Liu

Hui

Lee

et al. 2013

J Management Studies

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Drawing on the relational perspective and self-consistency theory, we theorize how relationships involving work-centric, off-work-centric, and/or personal components can affect an employee's organization-based self-esteem and job performance in Chinese organizational contexts. Matched data were collected from a multi-source sample that included 219 employee-supervisor dyads from a Chinese bank. Results based on hierarchical regression analyses reveal that a high-quality relationship with a supervisor through work and off-work domains (leader-member exchange and guanxi) is positively related to organization-based self-esteem. Organization-based self-esteem plays a mediating role in the relationship between guanxi and job performance. Additionally, career mentoring from a supervisor (a work-centric relationship involving personal components) moderates the relationship between organization-based self-esteem and job performance.

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“…We also consider the boundary conditions under which mentorship may affect protégés' OBSE to a greater or lesser extent, which previous researchers have largely overlooked (Kwan, Liu, & Yim, 2011). In the mentoring literature, researchers have called for investigations into the moderating role of cultural value orientation (C. Chen, Liao, & Wen, 2014).…”

mentioning

confidence: 99%

The impact of mentoring quality on protégés' organization‐based self‐esteem and proactive behavior: The moderating role of traditionality

Lyu

Kwan

et al. 2019

Human Resource Management

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Based on self‐consistency theory, this study examined the relationship between mentoring quality as perceived by protégés and protégés' proactive behavior. It focused on the mediating role of organization‐based self‐esteem (OBSE) and the moderating role of traditionality. To examine these relationships, we administrated three‐wave surveys to 237 subordinate–supervisor dyads in a construction enterprise. The results of hierarchical linear modeling demonstrated that (a) mentoring quality and proactive behavior had a positive relationship; (b) OBSE mediated this relationship; and (c) traditionality strengthened both the relationship between mentoring quality and OBSE and the indirect effect of mentoring quality on proactive behavior via OBSE. Our findings have theoretical and practical implications for research on mentoring and proactive behavior.

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Effects of mentoring functions on receivers' organizational citizenship behavior in a Chinese context: A two-study investigation

Cited by 50 publications

References 33 publications

Transformational leadership as an antecedent of change-oriented organizational citizenship behavior

Transformational leadership as an antecedent of change-oriented organizational citizenship behavior

Why Do I Feel Valued and Why Do I Contribute? A Relational Approach to Employee's Organization‐Based Self‐Esteem and Job Performance

The impact of mentoring quality on protégés' organization‐based self‐esteem and proactive behavior: The moderating role of traditionality

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