The Impact of Procedural Justice in Promotion on Job Engagement: From the Perspective of Chaxu Climate

Abstract

Abstract-As a universal phenomenon in Chinese society, guanxi is a powerful tool which influences daily management practices in China. The different interaction patterns caused by guanxi may damage employees' perception of fairness in promotion procedures and decrease their job engagement. The aim of this study was to explore the impact of perceived fairness on job engagement from the perspective of guanxi. By analyzing researches about perceived justice in guanxi, this study suggest that chaxu climate as well as employee-organization guanxi base are core antecedents of perceived fairness in promotion and organizational commitment serves as an important moderator between perceived fairness and job engagement.

Workplace friendship, employee well-being and knowledge hiding: The moderating role of the perception of Chaxu climate

“…Good social interactions increase communication and cooperation among members and satisfy employees’ needs in terms of job fulfillment and affections, leading to higher well-being. While high-quality well-being has an impact on their attitudes and behaviors ( Sharma et al, 2016 ), making them willing to participate in interpersonal interactions, show more caring and kindness to others ( Ryff and Singer, 2008 ), and even share their own unique resources ( Wang et al, 2017 ). Based on these, we examine the mediating role of employee well-being in the negative effect of workplace friendship on knowledge hiding.…”

“…Additionally, as described by Chen et al (2014) , employees’ perception of Chaxu climate is often seen as a “barometer” of the relationship between subordinates and supervisors. The lower the perception of Chaxu climate, the closer the relationship between employees and supervisors, and the closer the distance between themselves and resources ( Wang et al, 2017 ). From this perspective, employees with lower perception of Chaxu climate will experience a stronger sense of organizational support, which satisfies employees’ belongingness and affective needs.…”

“…As described by Shen et al (2019) , Among the traditional cultures, the Chaxu social structure with the value of “kinship and respect” is prevalent in Chinese companies, not only forming a Chaxu climate mainly characterized by the “circle culture” within the organization ( Shen et al, 2019 ), but also plays an important role in shaping the mindset and behavior of Chinese employees ( Chen et al, 2014 ). When employees perceive more pronounced differential treatment from their leaders, namely the more intense perception of a Chaxu climate, they may experience a stronger sense of “marginalization” ( Chen et al, 2014 ) and even lose trust in other members ( Wang et al, 2017 ), which in turn hinders knowledge exchange and sharing within the team ( Peng and Zhao, 2011 ). However, few studies have explored the impact of employees’ perception of Chaxu climate on their own behavior ( Shen et al, 2019 ).…”