Employee Behaviors, Supervisor-Subordinate Guanxi, and Workplace Exclusion

Liu, Jun; Wang, Wei

doi:10.1109/icmss.2011.5998064

Cited by 2 publications

(2 citation statements)

References 22 publications

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“…The second approach underscores individual differences, such as proactive personality (Zhang et al, 2015), and personal motives (Zhang et al, 2016). The third one identifies the impact of some external factors within organizational settings, for example, abusive supervision (Liu and Wang, 2011). These studies do explicate what impacts the quality of SSG; however, it is less clear why the subordinates will engage in building guanxi with their supervisors, say performing SSG-building behaviors.…”

Section: Introductionmentioning

confidence: 99%

Why do Chinese employees engage in building supervisor-subordinateguanxi?

Ren

Chen

2018

CMS

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Purpose This paper aims to explore why some Chinese subordinates will engage in building guanxi with their supervisor while others will not. The authors conceptualize subordinates’ initiative behaviors which aim at building up or improving guanxi with their supervisors through social interactions as supervisor–subordinate guanxi (SSG)-building behaviors. Guided by the theory of planned behavior (TPB), this study examines how three psychological antecedents (guanxi orientation as attitude, individual perception of group-level guanxi practice as subjective norm and person–supervisor [P-S] fit perception as perceived control) independently and interactively predict subordinates’ SSG-building behaviors. Design/methodology/approach The authors used a sample of 162 supervisor–subordinate dyads from four enterprises located in Southwest China. Findings Results indicated that P-S fit perception is most strongly related to subordinates’ SSG-building behaviors, followed by guanxi orientation and individual perception of group-level guanxi practice perception. Guanxi orientation is also found to strengthen the positive effect of P-S fit perception on subordinates’ SSG-building behaviors. Originality/value The authors’ findings shed light on the psychological mechanisms of Chinese subordinates’ behaviors to build up or improve guanxi with their supervisors, and advance the current understanding of SSG development from a planned behavioral perspective.

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Section: Introductionmentioning

confidence: 99%

Why do Chinese employees engage in building supervisor-subordinateguanxi?

Ren

Chen

2018

CMS

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“…That is, personal-life inclusion may detract from employees' valued resources (e.g., after-work time, energy, and money) which they need to fulfill their family duties and thus leads to higher-level turnover intention. The positive effect of SSG on Chinese employees' outcomes has been thoroughly studied and most of these studies have indicated its significant effect on commitment (Chen et al, 2009), trust in supervisor (Wong, Wong, & Wong, 2010), high levels of in-role performance (Cheng, Chiu, & Tzeng, 2013), and organizational citizenship behaviors (Liu & Wang, 2011;Zhang, Li, & Harris, 2015), while little is known about the negative impacts caused by SSG. This present study, to somewhat fill this gap, examined the positive relationship between personal-life inclusion and turnover intention.…”

Section: Discussionmentioning

confidence: 99%

How personal-life inclusion affects Chinese turnover intention? A moderated mediation model of work interference with family and perceived family demands

Ren

Chen

2018

Journal of Management & Organization

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While an increasing number of studies focus on the positive effects of Chinese supervisor–subordinate guanxi on its focal parties, little research has examined in what situations guanxi may instead cause negative impacts on these individuals. Drawing on conservation of resources theory, the objectives of this study is to identify how the culturally remarkable aspect of supervisor–subordinate guanxi – personal-life inclusion – may cause ‘burden’ for Chinese employees and to reveal the moderated mediation mechanism between personal-life inclusion and turnover intention by examining the mediating role of work interference with family and the moderating effect of perceived family demands. Data were collected from 182 Chinese employees. The results indicate that personal-life inclusion is positively correlated with turnover intention and work interference with family mediates this relationship. Perceived family demands serves as a moderator on the mediated relationship between personal-life inclusion, work interference with family, and turnover intention. We discuss the theoretical and managerial implications of our findings.

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Employee Behaviors, Supervisor-Subordinate Guanxi, and Workplace Exclusion

Cited by 2 publications

References 22 publications

Why do Chinese employees engage in building supervisor-subordinateguanxi?

Why do Chinese employees engage in building supervisor-subordinateguanxi?

How personal-life inclusion affects Chinese turnover intention? A moderated mediation model of work interference with family and perceived family demands

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