Does workplace guanxi matter to hotel career success?

Yang, Feng‐Qing; Lau, Virginia Meng-Chan

doi:10.1016/j.ijhm.2015.03.004

Cited by 45 publications

(27 citation statements)

References 61 publications

(122 reference statements)

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“…This approach is one of the most widely used for checking CMB in the hospitality literature (e.g., Kim and Lee, 2013;Mattila and Enz, 2002;Yang and Lau, 2015) as well as other literatures (e.g., Aulakh and Gencturk, 2000;Culbertson et al, 2010;Mossholder et al, 1998).…”

Section: Common Methods Biasmentioning

confidence: 99%

Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale

Paek

Schuckert

Taegoo

et al. 2015

International Journal of Hospitality Management

259

209

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Section: Common Methods Biasmentioning

confidence: 99%

Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale

Paek

Schuckert

Taegoo

et al. 2015

International Journal of Hospitality Management

259

209

View full text Add to dashboard Cite

“…According to previous research literature, Guanxi is considered to be a social network composed of one person and close people (such as family, friends, classmates, teachers) (Taormina & Gao, 2010). Workplace Guanxi is considered to be a daily work task and an exchange activity with colleagues and supervisor-subordinate after work (Yang & Lau, 2015). In addition, the organizational Guanxi promotes the Green Supply Chain Collaboration, which not only links the two parties but also establishes the obligations of long-term business partners (Luo et al, 2015).…”

Section: Subjective Normmentioning

confidence: 99%

“…Within the company, the relationship between supervisors and subordinates is a special dualistic emotional bond that may promote emotional communication between the parties connected by the bond (Chen, Friedman, Yu, Fang, & Lu, 2009). Therefore, Guanxi existing in the workplace is divided into two aspects, one is supervisor-subordinate Guanxi, which is considered to be inclusive and respectful of individuals and supervisors, and the other is co-worker Guanxi, which is considered to be daily work cooperation and Exchange activities after work (Yang & Lau, 2015).…”

Section: Guanxi and Employee Green Behaviormentioning

confidence: 99%

The Effect of Chinese Traditional Culture on Employee Green Behavior: Literature Review

Zhang

Fang

2020

IJHRS

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China is the most populous country in the world. With the total GDP ranking second in the world, environmental protection issues are imminent. The employee green behavior can protect the environment and save resources. It is an important factor in the organization’s sustainable development, and Chinese traditional culture has always influenced people’s code of conduct. Based on the theory of planned behavior, this study explores the process of Chinese traditional culture influence on employee green behavior through perceived value, Guanxi and psychological contract, and establishes a research model. It is expected to provide references and recommendations for follow-up researchers and business management.

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“…Supervisor-subordinate guanxi was measured by a four-item scale developed by Yang and Lau (2015). All questions were assessed by a five-point Likert-type scale ranging from 1 (“strongly disagree”) to 5 (“strongly agree”).…”

Section: Methodsmentioning

confidence: 99%

How Chinese expatriates’ cultural intelligence promotes supervisor-subordinate Guanxi with Thai Employees: The mediating effect of expatriates’ benevolence

Charoensukmongkol

2021

Int'l Jnl of Cross Cultural Management

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This research examines the role of the cultural intelligence (CQ) of Chinese expatriates in supervisory positions at subsidiaries in Thailand, concerning the quality of the supervisor-subordinate guanxi they establish with their Thai employees. Based on the framework of supervisor trust-building, this research tests whether the effect of Chinese expatriates’ CQ on the guanxi established with Thai employees can be mediated by the Chinese expatriates’ benevolence characteristic. This study also examines whether supervisor-subordinate guanxi predicts the Chinese expatriates’ leadership effectiveness. Survey data were collected from 201 dyads of Chinese expatriates and Thai employees at the subsidiaries of Chinese multinational enterprises in Thailand and were analyzed using Partial Least Squares Structural Equation Modeling. The subsequent results do not significantly support a direct link between the Chinese expatriates’ CQ and supervisor-subordinate guanxi with their Thai employees. However, the effect of Chinese expatriates’ CQ on supervisor-subordinate guanxi is shown to be fully mediated by supervisor benevolence. The analysis also indicates that supervisor-subordinate guanxi significantly explains the leadership effectiveness of Chinese expatriates.

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Does workplace guanxi matter to hotel career success?

Cited by 45 publications

References 61 publications

Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale

Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale

The Effect of Chinese Traditional Culture on Employee Green Behavior: Literature Review

How Chinese expatriates’ cultural intelligence promotes supervisor-subordinate Guanxi with Thai Employees: The mediating effect of expatriates’ benevolence

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