Curbing opportunism in marketing channels: The roles of influence strategy and perceived fairness

Jia, Fang; Wei, Liyuan; Jiang, Ling; Hu, Zuohao

doi:10.1016/j.jbusres.2021.03.039

Cited by 21 publications

(35 citation statements)

References 92 publications

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“…Third, although for followers with lower work ethic and procedural fairness, SSG positively increases affective commitment, they may not help organizations to function well in the long term. After all, higher work ethic and procedural fairness are important factors in promoting organizations to develop well (Wang et al, 2009;Zhang et al, 2012;Cohen-Charash and Spector, 2001;Jia et al, 2021). Therefore, it is still necessary for organizations to increase subordinates' work ethic and pay attention to the perfection in procedural fairness.…”

Section: Practical Implicationsmentioning

confidence: 99%

“…A high level of procedural fairness indicates that resource allocators need to suppress selfinterest and blind allegiance to biases in favor of their personal relations (Colquitt, 2001;Chen et al, 2004;Jia et al, 2021). Studies have shown that individuals reply on their perceptions of procedural fairness to infer whether one party, such as organizations, is worthy of trust (Lind and Tyler, 1988).…”

Section: Ssg and Employee Affective Commitmentmentioning

confidence: 99%

“…A high level of procedural fairness indicates that resource allocators need to suppress self-interest and blind allegiance to biases in favor of their personal relations (Colquitt, 2001; Chen et al. , 2004; Jia et al. , 2021).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

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Is supervisor-subordinate Guanxi always good for subordinate commitment toward organizations? An inverted U-shaped perspective

Zhong

Zhang

2022

LODJ

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PurposeThe purpose of this research is to explore the relationship between supervisor-subordinate Guanxi (SSG) and employee affective commitment. Integrating social exchange theory (SET) with conservation of resource (COR) theory, this paper explores the mixed effect of SSG on affective commitment as well as the moderating roles of an individual difference (subordinate work ethic) and a contextual variable (procedural fairness).Design/methodology/approachThis research adopted a survey involving 249 subordinates to test the hypothesized model.FindingsThe results showed that the relationship between SSG and affective commitment was inverted U-shaped, and this relationship was moderated by work ethic and procedural fairness, respectively.Research limitations/implicationsDespite those contributions listed above, there are still some limitations that future research should seek to address. First, the data of this research are cross-sectional, which might cause common method bias to responses. However, all the hypotheses are higher-order forms of the main effects (curvilinear and moderating effects), which are not affected by the cross-sectional nature of the study (Podskoff et al., 2003). Moreover, given these variables in the model are related to subordinates' internal psychological states or perceptions, data for the study should be collected from subordinates. Relatedly, the cross-sectional nature of the dataset may raise a question about the directionality of the relationships. However, the research model is based on strong theories (i.e. SET and COR theory). In addition, prior research has indicated that Guanxi has an influence on commitment, not vice versa (Cheung et al., 2009; Chen and O'Leary, 2018). However, given that only experimental design can conclusively prove the directionality of the relationship, the authors encourage to replicate the current study using such a design. In addition, the authors encourage future studies to collect longitudinal data and replicate the current study. Second, this study only tested how work ethic and procedural fairness moderated the relationship between SSG and affective commitment. The authors encourage future research to explore the moderating effect of other moderators, such as the integrity of supervisors. In particular, when the supervisor has a high level of integrity, the negative influence of higher SSG may be weakened. Third, this study did not explore the mechanism linking SSG with affective commitment. Future studies should explore the potential mechanisms. For example, subordinates' emotional exhaustion might be the potential mechanism between SSG and affective commitment.Practical implicationsThe results imply that supervisors should treat SSG as a double-edged sword and maximize the positive influence of SSG. In addition, organizations should hire individuals with high work ethic or provide related training. At last, organizations should realize the importance of procedural fairness and set a sector that oversees making and executing well-designed roles.Originality/valuePrevious studies on SSG mainly focused on its positive effect on affective commitment, neglecting to explore its negative effect. This paper helped to illustrate the relationship between SSG and affective commitment comprehensively by indicating the relationship between SSG and affective commitment was inverted U-shaped and moderated by work ethic and procedural fairness, respectively.

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Section: Practical Implicationsmentioning

confidence: 99%

Section: Ssg and Employee Affective Commitmentmentioning

confidence: 99%

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Is supervisor-subordinate Guanxi always good for subordinate commitment toward organizations? An inverted U-shaped perspective

Zhong

Zhang

2022

LODJ

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“… Leonidou et al (2017) suggest that the coercive power sometimes could diminish the relationship between channel members. Jia et al (2021) suggested that procedural fairness perception strengthens the effect of non-coercive influence on opportunism tendency, and distributive fairness worsens the harmful effect of coercive influence on the reseller’s opportunism tendency. Based on this, this study proposes the following assumption.…”

Section: Theoretical Background and Research Hypothesismentioning

confidence: 99%

Antecedents and Consequence of the Use of Channel Power: Evidence From China Petrochemical Industry

2022

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Inconsistency exists in extant research on the relation of channel dependence, the relation of channel power, and channel satisfaction. This study, taking Sinopec as the research object, explores the relation between channel dependence, the use of channel power, and channel satisfaction. The results reveal that dependence symmetry plays a moderating role in the relation between channel dependence and the use of coercive power. Specifically, with the increase of dependence symmetry, the influence of channel dependence on the use of coercive power becomes weaker. The authors also find that the use of coercive power is negatively related with the dealer’s channel satisfaction. However, the relation strength is weaker than related studies in Western cultural context.

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“…Therefore, opportunism in the context of collaborative R&D cannot be ignored ( Dickson et al, 2006 ). Existing research has identified several factors as antecedents of inter-firm opportunism ( Jia et al, 2021 ). Based on these factors, scholars have explored the governance mechanisms of opportunism.…”

Section: Introductionmentioning

confidence: 99%

The Influence of Corporate Boundary Personnel Guanxi and Organizational Loyalty on Opportunistic Intentions – Based on Theory of Reasoned Action Model

Zhao

Cai

2022

Front. Psychol.

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To understand the mechanism of boundary personnel opportunistic behaviors in collaborative R&D projects to reduce the risk of companies suffering from opportunism in collaboration. This study is conducted based on the context of collaborative R&D in the equipment manufacturing industry in Northeast China. This research mainly explored the mechanism of boundary personnel opportunistic intentions. Drawing on the theory of reasoned action (TRA), this study investigated the relationship between boundary personnel Guanxi, organizational loyalty, opportunistic attitudes, subjective norms, and intentions. In addition, this research examined the moderating role of the degree of dependence on the collaborator. In total, 524 valid questionnaires were finally collected. The data analysis results suggested that Guanxi inhibits opportunistic attitudes and subjective norms. Organizational loyalty promotes opportunistic attitudes and subjective norms. Opportunistic attitudes and subjective norms positively predict intentions. Opportunistic attitudes mediate between organizational loyalty and opportunistic intentions. Opportunistic subjective norms mediate between Guanxi and opportunistic intentions. Opportunistic subjective norms also mediate between organizational loyalty and opportunistic intentions. Dependence on the collaborator positively moderates the relationship between opportunistic attitudes and intentions. Therefore, it can be argued that in collaborative R&D in the equipment manufacturing industry, the corporate could stimulate boundary personnel to build good Guanxi to eliminate opportunism. At the same time, companies should lead employees to show loyalty properly, which opportunism is not wise in collaborative R&D. Finally, enterprises should objectively understand and evaluate the dependence relationship between the two partners in collaborative R&D to adopt the right strategy.

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Curbing opportunism in marketing channels: The roles of influence strategy and perceived fairness

Cited by 21 publications

References 92 publications

Is supervisor-subordinate Guanxi always good for subordinate commitment toward organizations? An inverted U-shaped perspective

Is supervisor-subordinate Guanxi always good for subordinate commitment toward organizations? An inverted U-shaped perspective

Antecedents and Consequence of the Use of Channel Power: Evidence From China Petrochemical Industry

The Influence of Corporate Boundary Personnel Guanxi and Organizational Loyalty on Opportunistic Intentions – Based on Theory of Reasoned Action Model

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