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  1. Humble Leadership Benefits Employee Job Performance: The Role of Supervisor–Subordinate Guanxi and Perceived Leader Integrity.Bin Yang, Yimo Shen & Chenlu Ma - 2022 - Frontiers in Psychology 13.
    Although humility is a hallmark of many beloved and respected leaders, yet little is known about the impact of humble leadership on employee job performance. Drawing on social exchange theory and attribution theory, the current study suggests a moderated mediation model to elucidate how and when humble leadership encourages follower job performance. Analyses of multilevel, multisource data from 204 subordinates and 68 supervisors showed that humble leadership and employee job performance via supervisor–subordinate guanxi is moderated by perceived leader integrity, such (...)
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  • The Double-Edged Sword Effect of Relational Crafting on Job Well-Being.Shanshan Li, Bin Meng & Qingjin Wang - 2022 - Frontiers in Psychology 13.
    Is relational crafting always beneficial? Despite the increasing research on the positive outcomes of relational crafting, some evidence still indicates its dysfunctional consequences. The current study proposed a double-edged sword effect of relational crafting on job well-being, including work dynamics and emotional exhaustion, with an integrative perspective from the resource loss and resource acquisition perspectives based on the job demands-resources model and the conservation of resources theory. By conducting a two-stage questionnaire survey on 323 employees, the results demonstrate that: On (...)
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  • How do Expatriate Managers Draw the Boundaries of Moral Free Space in the Case of Guanxi?Tolga Ulusemre & Xin Fang - 2021 - Journal of Business Ethics 176 (2):311-324.
    This paper explores expatriates’ ethical evaluations of and responses to guanxi in China through the lens of integrative social contracts theory. We conducted in-depth interviews with 14 expatriate managers who had spent, on average, 6.5 years working and living in China. Based on the content analysis of these interviews, we identified two different uses of guanxi: defensive and competitive. In general, the respondents found defensive guanxi moral in the Chinese context, while they considered competitive guanxi immoral. Based on our findings, (...)
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  • Guanxi with Supervisor and Counterproductive Work Behavior: The Mediating Role of Job Satisfaction.Long Zhang & Yulin Deng - 2016 - Journal of Business Ethics 134 (3):413-427.
    This study aims to explore the role of informal leader–member interactions in managing counterproductive work behavior in a non-Western context. We propose that under the Chinese background, guanxi with supervisor increases employees’ job satisfaction, which further reduces their CWB. Partial least square structural equation modeling with a sample of 272 Chinese employees confirms this mediating effect of job satisfaction. However, we also find that job satisfaction passes the effect of guanxi with supervisor on to CWB targeting people, but not to (...)
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