Colleagueguanxiintensity: Scale development and validation

Abstract

This research reviews the constructs and measurements of guanxi and concludes that colleague guanxi is appropriately conceptualized as a multidimensional construct that describes Chinese colleague relationships. The development of a colleague guanxi scale with four dimensions is described. Two studies test the convergent, discriminant, and nomological validity of the guanxi scale. In validation tests guanxi intensity increases with cognition features (subjective fit and cognitive trust) and results in a positive affect (affective trust). Contributions of the colleague guanxi scale are offered.

DNA-Multichromophore Systems

“…As mentioned above (section 3.6), combinatorial FRET tags can be synthesized from a small number of fluorescent dyes. Distances between dyes can be tuned to vary FRET efficiencies and thus the fluorescent signature. , …”

“…Common fluorescent dyes such as 6-carboxyfluorescein, TAMRA and Cy5 have been arrayed in different combinations on a single-stranded oligonucleotide probe sequence to construct combinatorial fluorescence energy transfer tags (CFETs). , Eight different CFET tags were constructed from three fluorescent dyes. Using 6-carboxyfluorescein as the common donor, all the tags could be excited at a single wavelength (488 nm).…”

It is not whom you know, it is how well you know them: Foreign entrepreneurs building close guanxi relationships

“…Within guanxi management literature, scholars have identified reciprocity, mianzi (face), favor exchange, trust, and ganqing (feeling) as essential elements in the process of developing close guanxi relationships (Chen and Chen 2004;Vanhonacker 2004;Ai 2006;Chen and Peng 2008;Gellerstam and Wiesner 2010;Chen et al 2013). Data indicates that in the cultivating theme, providing and receiving assistance plays a central role in facilitating increased emotional connection and trust.…”

“…Guanxi quality is defined as a subjective assessment of the condition of the relationship at a given point, and as such, it reflects the psychological distance between the two parties (Chen and Chen 2004). This implies that key to understanding how guanxi relationships are sustainably built and managed is an awareness of their dynamic nature and thus the analysis of the state of the relationship at a given point in time (Chen and Chen 2004;Vanhonacker 2004;Ai 2006;Chen and Peng 2008;Gellerstam and Wiesner 2010;Chen et al 2013). Although the model provides a conceptually clear framework for developing and managing guanxi, it does so from the perspective of Chinese entrepreneurs.…”

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

“…It is widely recognized that the dyadic relationships between supervisor and subordinate, such as leader–member exchange (LMX), is a critical antecedent of subordinates’ outcomes (Dulebohn, Bommer, Liden, Brouer, & Ferris, 2012; Mathieu, Fabi, Lacoursière, & Raymond, 2016). Given the paramount importance of guanxi in Chinese society, it should not be ignored when discussing Chinese supervisor–subordinate relationships (Chen, Chen, & Huang, 2013; Hong, Zhu, & White, 2013). As both LMX and supervisor–subordinate guanxi (SSG) capture the relationship between employee and supervisor, what distinguishes SSG, as scholars have argued, lies in the fact that LMX is built upon task activities through which work-related resources and affect are exchanged, while SSG represents connections that arise from social interactions beyond the work domain (e.g., Law, Wong, Wang, & Wang, 2000; Zhang, Li, & Harris, 2015).…”