Effects of Relationship Values and Goal Interdependence on Guanxi Between Foreign Managers and Chinese Employees<sup>1</sup>

Chen, Nancy Yi-Feng; Tjosvold, Dean; Wu, Peiguan

doi:10.1111/j.1559-1816.2008.00399.x

Cited by 15 publications

(4 citation statements)

References 84 publications

(130 reference statements)

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“…Although most social psychological models take a lens of intergroup conflict, cross‐cultural psychology is concerned with the impact of culture on behaviors and beliefs (Ferdman & Sagiv, ). Cross‐cultural research on perceptions and treatment of expatriates by locals, for example, informs practitioners and scientists of employment discrimination about the role of acculturation strategies, showing that assimilation of local cultural elements leads to more favorable perceptions of immigrants (e.g., Thomas & Ravlin, ; Yi‐Feng, Tjosvold, & Peiguan, ).…”

Section: Recommendations For Research and Practicementioning

confidence: 99%

Immigrants: A Forgotten Minority

Binggeli

Dietz

Krings

2013

Ind. organ. psychol.

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Employment discrimination against immigrants—the unfair behavioral biases against residents of a country who were born abroad, do not possess the local citizenship, and yet live there permanently—remains a vastly understudied topic in industrial and organizational (I–O) psychology, despite several calls over the past 30 years for such research (Bell, Kwesiga, & Berry, 2010; Dietz, 2010; Hirschman, 1982; Pettigrew, 1998). A search for articles published in the same seven top journals selected by Ruggs et al. (2013) in their timely article did not yield a single article that focused on discrimination against immigrants. Recent reviews of employment discrimination (Dipboye & Colella, 2005; Goldman, Gutek, Stein, & Lewis, 2006) also did not mention immigrants and neither did Ruggs et al.

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Section: Recommendations For Research and Practicementioning

confidence: 99%

Immigrants: A Forgotten Minority

Binggeli

Dietz

Krings

2013

Ind. organ. psychol.

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“…In the condition of competitive goal interdependence, this may in turn propel help providers to carry out relatively low in work–goal progress or fail to achieve their own work-related goals. Supporting this argument, Yi-Feng, Tjosvold, and Peiguan (2008) argued that in competition, others’ successful goal attainments will make target employees less likely to reach their goals. Furthermore, helping others in a competitive situation competes for time, energy, and other resources (i.e., an actual loss of resources, not an investment), prompting actors reduce the amount of resources available for ongoing work-related progress (Koopman et al, 2016).…”

Section: Theoretical Background and Hypotheses Developmentmentioning

confidence: 99%

Cooperation Versus Competition: How Do Helping Coworkers Affect Work–Family Conflict?

Lu,

Zhang,

Jia

2023

Manag. Organ. Rev.

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Although studies pay increasing attention to how organizational citizenship behavior (OCB) affects work–family conflict, most research ignores the boundary conditions and underlying mechanisms of this relationship. Drawing on goal interdependence theory and conservation of resources theory, this research sees two types of goal interdependence as important boundary conditions of how helping behavior affects work–family conflict. We use a combination of quantitative and qualitative methods to test our theoretical model. Specifically, using two-wave survey data collected from 386 employees and 90 supervisors in a manufacturing company, our quantitative study shows that the interaction of helping behavior with cooperative goal interdependence is positively associated with work–goal progress, whereas its interaction with competitive goal interdependence is negatively associated with work–goal progress. In turn, work–goal progress is negatively associated with work–family conflict. The results further reveal that the indirect effect of helping behavior on work–family conflict via work–goal progress is positive and significant only when the level of competitive (cooperative) goal interdependence is high (low). We use 196 employees from the same organization to conduct our qualitative study, the results of which further substantiate and extend the findings from our quantitative study. Finally, we discuss the theoretical and practical implications of our findings.

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“…No study has been conducted to investigate the under-consideration factors in such a cross-cultural environment. Some studies are found in literature that have investigated different factors in some different cultures like Chinese employees and Japanese managers (Chen and Tjosvold, 2005;Chen and Tjosvold, 2007;Yi-Feng et al, 2008). But those cultures have many similarities, but cultures of China and Pakistan are more different than the cultures of China and Japan.…”

Section: China-pakistan Economic Corridor 1209mentioning

confidence: 99%

Effectiveness of leader-member exchange on employee outcomes in cross-cultural environment of China–Pakistan economic corridor

Arshad

Akhtar²,

Imran³

et al. 2022

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PurposeChina–Pakistan Economic Corridor (CPEC) is a framework of regional connectivity in which employees have to work in a cross-cultural environment. This study has extended the leader-member exchange theory by investigating the mediating role of employee commitment (EC) between the relationship of leader-member exchange (LMX) and employee's work-related behaviors.Design/methodology/approachPLS-SEM technique was used to test the model by utilizing a multi-wave/two-source data collected from employees and their supervisors (n = 500) working in different energy projects of CPEC.FindingsAccording to the results/findings, LMX has a significant positive impact on employee commitment, employee performance (EP) and open-minded discussions, but insignificant impact on innovative work behaviour (IWB). Mediating role of employee commitment was significant between the relationship of LMX with EP and open-minded discussions, but insignificant with the IWB.Originality/valueThe study contributes empirical evidence to understanding the leader-member exchange relationship among Chinese managers and Pakistani workers. It also contributes to the LMX theory literature by investigating the effect of LMX on followers' outcomes (employee performance, IWB, open-minded discussions) through employee commitment.

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Effects of Relationship Values and Goal Interdependence on Guanxi Between Foreign Managers and Chinese Employees¹

Cited by 15 publications

References 84 publications

Immigrants: A Forgotten Minority

Immigrants: A Forgotten Minority

Cooperation Versus Competition: How Do Helping Coworkers Affect Work–Family Conflict?

Effectiveness of leader-member exchange on employee outcomes in cross-cultural environment of China–Pakistan economic corridor

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Effects of Relationship Values and Goal Interdependence on Guanxi Between Foreign Managers and Chinese Employees1

Cited by 15 publications

References 84 publications

Immigrants: A Forgotten Minority

Immigrants: A Forgotten Minority

Cooperation Versus Competition: How Do Helping Coworkers Affect Work–Family Conflict?

Effectiveness of leader-member exchange on employee outcomes in cross-cultural environment of China–Pakistan economic corridor

Contact Info

Product

Resources

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Effects of Relationship Values and Goal Interdependence on Guanxi Between Foreign Managers and Chinese Employees¹