Theory of self-cultivation based on Confucianism: a supplement to social exchange theory

Duan, Jinyun; Yao, Dilin; Xu, Yue; Yu, Linhan

doi:10.1108/cms-02-2020-0050

Cited by 11 publications

(8 citation statements)

References 35 publications

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“…In a collectivist culture, individuals tend to identify themselves as organizational members, paying attention to their relationships with others in the same organization. When individual interests clash with organizational interests, individuals willingly make concessions for the collective good [ 78 ]. Organizational attachment theory emphasizes that individuals’ different attachment styles affect how they approach work and their willingness and ability to exert effort [ 79 , 80 ].…”

Section: Discussionmentioning

confidence: 99%

Individual quality, insecure organizational attachment, and formalistic task completion: Social cognitive perspective

Wu,

Xiao,

2024

PLoS ONE

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Formalistic tasks are widely utilized in modern companies due to their ability to increase productivity and contribute to the achievement of corporate goals at a lower cost. However, these tasks are often meet with resistance from individuals because they do not provide direct short-term rewards for their efforts. Drawing on social cognitive theory, this study examined the influence of individual quality and organizational attachment on the completion of formalistic tasks. To address this, the study conducted a questionnaire survey to collect data from 602 Chinese respondents and built a structural equation model for data analysis. Through empirical research, the study confirmed the positive role of individual quality, including knowledge and personality, in the completion of formalistic tasks. Furthermore, the study proved that avoidant attachment could significantly weaken the effect of some components of individual quality on formalistic task completion. This paper is the first to reveal the influence of individual and environmental factors on individuals’ completion of formalistic tasks, progressing from bottom to top. The implications of these results are discussed.

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Section: Discussionmentioning

confidence: 99%

Individual quality, insecure organizational attachment, and formalistic task completion: Social cognitive perspective

Wu,

Xiao,

2024

PLoS ONE

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“…Therefore, perceived organizational support, a typical variable related to social exchange theory, may mediate the relationship between perceived CSR and job performance. In addition, social exchange theory has been widely adopted to examine attitudes in relational societies such as China (Shore et al, 2009;Duan et al, 2022). Collectivism is one of China's most widely researched cultural characteristics (Zhu et al, 2022;Zhang et al, 2022), which can also be used to distinguish between individuals in the same cultural context.…”

Section: Social Exchange Theorymentioning

confidence: 99%

“…In addition, social exchange theory has been widely adopted to examine attitudes in relational societies such as China (Shore et al. , 2009; Duan et al. , 2022).…”

Section: Theory and Hypothesismentioning

confidence: 99%

Micro understanding of the macro: employee perception, corporate social responsibility and job performance

Wang,

Zhang,

et al. 2024

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PurposeThis study was aimed at obtaining a micro understanding of corporate social responsibility (CSR) by investigating the effect of perceived CSR on job performance. Especially, an attempt is made to explore the mediating role of perceived organizational support and the moderating role of collectivism on the relationship between perceived CSR and job performance.Design/methodology/approachThis study collected questionnaire data from 219 employees of Chinese manufacturing firms, then used hierarchical multiple regression analysis to test our theoretical model.FindingsOur empirical results demonstrate that perceived internal and perceived external CSR are positively associated with job performance. In addition, perceived organizational support mediates the relationship between perceived CSR and job performance, and collectivism positively moderates the relationship between perceived external CSR and perceived organizational support.Practical implicationsThis study highlights the importance of adopting various strategies to conduct CSR practices, enhancing perceived organizational support and leveraging employee collectivism, which would be beneficial to improve job performance.Originality/valueThis study reveals employees’ underlying attitudes and behaviors responses to perceived CSR, thereby deepening the micro understanding of CSR. In addition, it extends the literature on social exchange theory by dividing perceived CSR into perceived internal and perceived external CSR and exploring their separate effects on job performance. Moreover, the study reveals the mediating role of perceived organizational support and the moderating role of collectivism, enriching the knowledge based on social exchange theory.

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“…This centering of the cultivation of character being fundamental to leadership is one of the five main features of Confucian leadership, as identified by Chinese philosopher Lai Chen (Chen, 2015). Moreover, in a comparison of management theories between Chinese and Western cultures, Duan et al (2018) argued that the core difference exhibited by Chinese organizational culture is the thought of self-cultivation, and the starting point for Chinese leaders who seek to achieve success is to develop a Junzi personality. A qualitative study showed that this Confucian perspective has effects that can be seen in contemporary management practice in China (Su et al, 2020).…”

Section: Confucian Theory Of the Personalityleadership Relationmentioning

confidence: 99%

Confucian ideal personality traits (Junzi personality) and leadership effectiveness: Why leaders with traditional traits can achieve career success in modern China

Ge,

Li,

Hou

2023

J Organ Behavior

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SummaryThe assumption of Confucian traditions being a handicap for East Asians when adapting to a modernizing world has been subject to challenge because of the rapid development of East Asian societies, which has prompted researchers to seek a culturally compatible perspective for understanding the foundations of East Asian modernization. This paper built a hypothetical model for indigenous theoretical resources. In The Analects, Confucius offered propositions on the links between leaders' Junzi personality (i.e., Confucian ideal personality traits) and leadership effectiveness, as well as the mediating roles of leadership styles. To test our hypotheses, we conducted two studies involving 513 supervisor–subordinate dyads in China. Study 1 indicated that Junzi personality had a significantly positive effect on leadership effectiveness and that such significance remained even after controlling for the Big Five personality traits. It also examined the incremental value and relative importance. Study 2 showed that ethical and transformational leadership mediated the effect of Junzi personality on leadership effectiveness measured two months later. In both datasets, leaders with higher Junzi personality scores assigned higher self‐ratings on performance, and their subordinates perceived higher leadership effectiveness, felt higher job satisfaction, and displayed lower turnover intentions.

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Theory of self-cultivation based on Confucianism: a supplement to social exchange theory

Cited by 11 publications

References 35 publications

Individual quality, insecure organizational attachment, and formalistic task completion: Social cognitive perspective

Individual quality, insecure organizational attachment, and formalistic task completion: Social cognitive perspective

Micro understanding of the macro: employee perception, corporate social responsibility and job performance

Confucian ideal personality traits (Junzi personality) and leadership effectiveness: Why leaders with traditional traits can achieve career success in modern China

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