The impact of subordinate–supervisor similarity in growth‐need strength on work outcomes: the mediating role of perceived similarity

Huang, Xu; Iun, Joyce

doi:10.1002/job.415

Cited by 64 publications

(59 citation statements)

References 76 publications

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“…Generally, people in collectivistic cultures emphasize attending to others in order to maintain a harmonious interdependence with them (Wasti, 2002). An earlier study with a Chinese sample has shown that employee perceived similarity with the supervisor was directly related to employee loyalty to the supervisor (Huang & Iun, 2006). Taken together, we hypothesize the following:…”

Section: Employee Ps Fit and Commitmentsmentioning

confidence: 58%

Person–organization and person–supervisor fits: Employee commitments in a Chinese context

2010

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SummaryThe present study simultaneously examined people's perceptions of person-organization (PO) and personsupervisor (PS) fit and related these perceptions to employees' commitments. Three-hundred-and-sixty employee-supervisor dyads from Taiwanese organizations reported about their PO fit and PS fit perceptions. In addition, supervisors reported about their perceptions of fit and guanxi with each of their employees.Results indicated that PO and PS fit perceptions both had an independent and additive relationship with organizational commitment. The link between employee PS fit perceptions and organizational commitment was mediated by commitment to the supervisor. Both employee and supervisor fit perceptions contributed to commitment to the supervisor through their influence on the quality of the leader-member exchange (LMX). Guanxi could not explain additional variance in LMX and supervisor commitment. Implications for theory and practices regarding person-environment fit, commitment, and LMX are discussed. The study findings offered suggestions for a new Theory of Multiple Fits.

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Section: Employee Ps Fit and Commitmentsmentioning

confidence: 58%

Person–organization and person–supervisor fits: Employee commitments in a Chinese context

2010

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“…First, two items based on the literature related to similarity (Ensher & Muphy, 1997;Huang & Iun, 2006) and three items based on observations of several brand communities formed the scale. Twelve marketing professors then commented on these items, which helped revise the scale.…”

Section: Methodsmentioning

confidence: 99%

How do brand communities generate brand relationships? Intermediate mechanisms

Zhou

Zhang

et al. 2012

Journal of Business Research

340

284

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“…Recently, Huang and Iun (2006) reported subordinate-supervisor similarity in their self-reported growth-need strength (GNS) (a worker's need to obtain "growth" satisfaction from his supervisor) had a positive effect on subordinate-perceived and supervisorperceived global similarity. The findings also suggested that subordinate-perceived global similarity mediated the link between similarity in GNS and subordinate's trust in and loyalty to supervisor.…”

Section: Trust In Supervisormentioning

confidence: 98%

Supervisor–Subordinate Guanxi and Trust in Supervisor: A Qualitative Inquiry in the People’s Republic of China

2011

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In the People's Republic of China (PRC), we investigated the relationships between supervisor-subordinate guanxi and trust in supervisor in firms with different types of ownership from both supervisor and subordinate's sides. Utilising a qualitative approach, the findings of this study showed there was a direct relationship of superiorsubordinate guanxi on trust in supervisor. The findings were discussed in the theoretical context of-social exchange theory, social identity theory and the theory of reasoned action as the theoretical foundations on the relationships between superior-subordinate guanxi and trust in supervisor.

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The impact of subordinate–supervisor similarity in growth‐need strength on work outcomes: the mediating role of perceived similarity

Cited by 64 publications

References 76 publications

Person–organization and person–supervisor fits: Employee commitments in a Chinese context

Person–organization and person–supervisor fits: Employee commitments in a Chinese context

How do brand communities generate brand relationships? Intermediate mechanisms

Supervisor–Subordinate Guanxi and Trust in Supervisor: A Qualitative Inquiry in the People’s Republic of China

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