Guanxi HRM and employee well-being in China

Liu, Li; Jia, Yu

doi:10.1108/er-09-2019-0379

Cited by 15 publications

(18 citation statements)

References 64 publications

(87 reference statements)

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“…A distinguishing feature of the present study is its focus on the mechanism of guanxi on job burnout. The empirical results showed that, overall, the non-substantial effects caused by asymmetrical guanxi perception on employee job burnout are significant and differ from the negative effects of substantial guanxi; this complements the gap left by the research on the substantial guanxi that affects the job burnout (e.g., Gorgievski and Hobfoll, 2008;Hu et al, 2016;Yang et al, 2019;Liu and Jia, 2020;Xu et al, 2020). In fact, the asymmetrical guanxi perception can be seen as negative effects caused by information asymmetry.…”

Section: Discussionmentioning

confidence: 60%

“…Job burnout is a prolonged response to chronic emotional and interpersonal stressors on the job ( Maslach, Schaufeli et al, 2001 ), a major issue within the service industry (e.g., Gorgievski and Hobfoll, 2008 ; Jin et al, 2015 ; Hu et al, 2016 ; Yang et al, 2019 ; Liu and Jia, 2020 ; Xu et al, 2020 ). The most prevailing belief about job burnout is the definition provided by Maslach and Jackson (1981) who suggested that job burnout is a syndrome with three features: (1) emotional exhaustion, characterized by the over-consumption of individual emotional resources, exhaustion, and loss of energy; (2) depersonalization, a negative and indifferent attitude toward who and what individuals serve; and (3) diminished personal accomplishment as characterized by the tendency to develop a negative evaluation toward self, a sense of helplessness, and decreased self-esteem.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Though guanxi has both positive and negative effects, the present study focuses solely on its negative effects. Past studies on the negative effects of guanxi have indicated that they include adverse outcomes, such as procedural injustice perceptions, violation of organizational procedures, negative externalities, cronyism, corruption, job burnout, and an erosion of trust in authority ( Gold, 1985 ; Chu and Ju, 1990 ; Pye, 1995 ; Bian, 1997 ; Leana and Rousseau, 2000 ; Chen et al, 2004, 2011 ; Khatri et al, 2006 ; Gorgievski and Hobfoll, 2008 ; Chen and Chen, 2009 ; Hu et al, 2016 ; Zhang and Gill, 2019 ; Liu and Jia, 2020 ; Xu et al, 2020 ). However, the guanxi investigated in these studies was always substantial; the negative effects of non-substantial guanxi, such as the guanxi of erroneous perceptions, were not investigated.…”

Section: Introductionmentioning

confidence: 99%

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The Effects of Asymmetrical Guanxi Perception on Job Burnout: Task Conflict, Relationship Conflict, and Process Conflict as Mediators

Hung

2021

Front. Psychol.

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In Chinese organizations, individuals benefit in many ways from having good guanxi. For employees, however, guanxi also comes with well-documented negative effects. Until recently, the guanxi investigated in these studies was always of a substantial nature. The negative effects of non-substantial guanxi (in effect, the absence of real guanxi), such as the guanxi of misunderstandings for those who lack good guanxi, have not been examined. This study investigates how the existence of asymmetrical guanxi perception for an employee (i.e., when other people believe that good guanxi exists between a manager and an employee, but the employee disagrees with the belief that he/she has good guanxi with his/her supervisors) contributes to job burnout for that employee due to task conflict, relationship conflict, and process conflict. A cross-sectional data sample was collected from 363 employees of 10 hotels in Taiwan. Structural equation modeling results suggest that relationship conflict is the most powerful mediator affecting the relationship between asymmetrical guanxi perception and job burnout. The results provide insights for researchers interested in the mechanism of how asymmetrical guanxi perception induces employee job burnout while generating useful implications for managers charged with reducing such burnout.

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Section: Discussionmentioning

confidence: 60%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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The Effects of Asymmetrical Guanxi Perception on Job Burnout: Task Conflict, Relationship Conflict, and Process Conflict as Mediators

Hung

2021

Front. Psychol.

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“…Well-being may be divided into psychological, social, and physical well-being. 1 Exhaustion could be regarded as a central variable to measure employee psychology well-being (Liu and Jia, 2020). As Winkler et al (2014) found that health-promoting leadership decreases employees' emotional exhaustion.…”

Section: Well-beingmentioning

confidence: 99%

“…As Winkler et al (2014) found that health-promoting leadership decreases employees' emotional exhaustion. Employees have three basic psychological needsthe need to belong, the need to be seen as competent, and the need for autonomy-that promote their psychological wellbeing (Liu and Jia, 2020). Health-promoting leadership cares about employees' health and well-being; improves their health awareness, health knowledge, and skills; and provides employees with adequate work resources and sufficient job autonomy and job control (Bregenzer et al, 2019).…”

Section: Well-beingmentioning

confidence: 99%

Health-Promoting Leadership: Concept, Measurement, and Research Framework

Yao

Wildy

2021

Front. Psychol.

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Employee health is not only positively related to the employee well-being and family happiness, but also impacts organizations, and society as a whole. We searched the health-promoting leadership literature in the following databases: Web of Science, ProQuest, EBSCO, and a Chinese local database. Based on this research, we clarify the concept of health-promoting leadership, propose a definition of health-promoting leadership, and examine measurement scales for this type of leadership. We also suggest a research framework for health-promoting leadership, demonstrating its potential outcomes at both the individual level (e.g., health, well-being, job attitudes) and the organizational level (e.g., health management culture and practices); the mechanisms for its development based on conservation of resources theory, the job demands–resources model, social learning theory, and social exchange theory; and antecedents (e.g., health values, health awareness, organizational health culture, organizational health climate, and organizational health promotion behavior control). Finally, we identify six potential research areas: Research level, performance, the impacts of health-promoting leaders on themselves, moderators, research methods, and intervention effects on health-promoting leadership.

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The Guanxi mediating role linking organizational justice to contextual performance with age as a moderator

Tan,

Guan,

Sheng

2024

PsyCh Journal

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Guanxi, a distinctive Chinese concept, reflects a shared vision of relationships and connections that include mutual understanding, trust, and a deep bond between individuals. Recognized for its potency in shaping the relationships that facilitate business undertakings and access to key resources, Guanxi is postulated as a potential mediator in the nexus between organizational justice and contextual work performance. The depth of Guanxi, intertwined with Chinese culture and values, may be perceived differently across age groups. Specifically, as Chinese millennials usually interact with global paradigms, generational disparities might emerge in valuing these traditional constructs. This study delves into how the dimensions of Guanxi—Ganqing (emotional connection), Renqing (reciprocity), and Xinren (loyalty)—mediate the relationship between organizational justice and contextual work performance, with chronological age as a moderator. The present study includes a convenience sample of 630 Chinese employees, aged 22–67 years, who participated in a quantitative online survey. The findings endorse the mediation role of Guanxi. The total influence of justice was found to be significant, as well as the indirect impacts, that were statistically salient. Although the age‐moderated mediation was not wholly substantiated, the age‐specific indirect effects of Renqing and Xinren did present significant variances between millennials and those above 42 years. The relevance of this study extends beyond the academic field, shedding light on the cultural dynamics at play within Chinese organizational settings. By unveiling the relationships between Guanxi, organizational justice, and performance, and by elucidating the age‐specific variations therein, this research provides insights for organizational leaders and human resource professionals. Based on these findings, businesses can craft targeted interventions that capitalize on the strengths of Guanxi, ensuring fair practices and enhancing performance across diverse age groups. Further, recognizing the unique attributes and values of different generational cohorts can aid in fostering a harmonious, culturally attuned, and efficient workplace environment.

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Guanxi HRM and employee well-being in China

Cited by 15 publications

References 64 publications

The Effects of Asymmetrical Guanxi Perception on Job Burnout: Task Conflict, Relationship Conflict, and Process Conflict as Mediators

The Effects of Asymmetrical Guanxi Perception on Job Burnout: Task Conflict, Relationship Conflict, and Process Conflict as Mediators

Health-Promoting Leadership: Concept, Measurement, and Research Framework

The Guanxi mediating role linking organizational justice to contextual performance with age as a moderator

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