Perceived Subgroups, TMS, and Team Performance: The Moderating Role of Guanxi Perception

Luan, Mingqiao; Ren, Hong; Hao, Xuguang

doi:10.3389/fpsyg.2019.02655

Cited by 7 publications

(3 citation statements)

References 71 publications

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“…However, the level of WSC identified in this study is similar to Hou’s (2017) (4.31 out of 5, p. 18) and Zhu et al’s (2015) (29.4 out of 32, p. 680) studies in Chinese nurses. The high level may be attributed to elements of traditional Chinese culture, such as Guanxi theory (Luan et al 2019) and Confucianism, philosophies embodying collectivism and highlighting harmonious human relationships. Growing up in such a cultural context, most Chinese nurses tend to admire a relational‐oriented work‐life and believe having a good relational network is the key to job success (Li et al 2019).…”

Section: Discussionmentioning

confidence: 99%

Factors influencing workplace social capital among registered nurses in China

Kunaviktikul

Akkadechanunt

et al. 2021

International Nursing Review

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Aim To examine the modifiable predictors and the level of workplace social capital, transformational leadership, emotional intelligence and organizational justice among registered nurses in Chinese hospitals. Background Workplace social capital is a relational network developed among nurses and other healthcare professionals that provides social support, and gives value to their working lives. Internationally, cultivating high levels of social capital is critical as it can help improve nurse satisfaction and care, and address nurse turnover. However, knowledge of factors influencing nurses’ workplace social capital is limited in China. Methods In this cross‐sectional, descriptive predictive study, 344 registered nurses were randomly selected from three urban Chinese hospitals in Zhejiang province. Five standard instruments were applied to collect data. Descriptive statistics were used to present the level of the variables and stepwise multiple regression was performed to identify the predictors of nurses’ workplace social capital. Results Among eight potential factors, transformational leadership and emotional intelligence positively predicted workplace social capital. Nurses perceived the overall level of workplace social capital, emotional intelligence and unit managers’ transformational leadership as high, and the overall level of organizational justice as moderate. Discussion Enhancing unit managers’ transformational leadership and nurses’ emotional intelligence was found to positively influence the development of workplace social capital. Although it is not a predictor of workplace social capital, nurses’ organizational justice should be improved due to its importance and current unsatisfactory level. Conclusion and implications for nursing and health policy Nursing and health policymakers need to consider the enhancement of transformational leadership and emotional intelligence when implementing policies to improve nurses’ workplace social capital, nursing retention and job satisfaction.

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Section: Discussionmentioning

confidence: 99%

Factors influencing workplace social capital among registered nurses in China

Kunaviktikul

Akkadechanunt

et al. 2021

International Nursing Review

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“…Relatively stable informal subgroups are formed in different work groups/ teams [19,50,51] and perform certain functions in relation to their members and to the group as a whole [20]. Informal subgroups are collective actors within another collective actor: the work group.…”

Section: Informal Subgroups In the Work Groupmentioning

confidence: 99%

The Role of Cohesion and Productivity Norms in Performance and Social Effectiveness of Work Groups and Informal Subgroups

Sidorenkov

Borokhovski

2023

Behavioral Sciences

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The study addresses the direct and indirect relationship of group cohesion and productivity norm with the perceived performance effectiveness (plan and current tasks implementation and performance success in challenging conditions) and social effectiveness (satisfaction with the group/subgroup and psychological comfort in the group/subgroup) at the levels of work groups and informal subgroups. Thirty-nine work groups from fifteen Russian organizations of different activity profiles, namely services, trade, and manufacturing, took part in the study. The vast majority of them were characterized by relatively low task interdependence. Within the work groups, informal subgroups (from one to three per group) were identified. The cohesion of groups and subgroups was positively and significantly stronger associated with their social effectiveness than with performance effectiveness. The cohesion of subgroups was also indirectly related to social effectiveness of the work groups, i.e., this association was mediated by the subgroup social effectiveness. The index of productivity norm was positively related to perceived performance effectiveness only at the subgroup level, but not at the group level. The productivity norm of the subgroups was also indirectly related to the perceived performance effectiveness of the groups, i.e., this association was mediated by the subgroup performance effectiveness. The indirect relationship between subgroup productivity norm and group performance effectiveness was more complex when cohesion within subgroups was taken into account.

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“…50 Moreover, the self-categorization caused by the perception of a Chaxu atmosphere creates workplace envy across members, making it difficult for nurses to know and trust their colleagues; they may also be concerned that they are being treated unfairly. 51 People need a sense of safety, and a perceived Chaxu atmosphere can minimize attachment security and reduce the psychological security awareness of nurses. When nurses perceive differential treatment from a leader and believe that they are not an insider, they may experience low levels of psychological security.…”

Section: Status and Differences In Chaxu Atmosphere Envy Silence And Organizational Responsibility Behavior Among Hospital Nurses In Chinmentioning

confidence: 99%

Impact of a Chaxu Atmosphere on Nurses’ Organizational Responsibility behavior—The Mediating Roles of Envy and Silence

Zhang

Wu²,

Wang³

et al. 2021

PRBM

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Background Chaxu atmosphere refers to the degree of differences, like the ripple effects in water, of the association between group members and the leader of the group resource. Unlike Western culture, China’s nurses have been working in Chaxu atmosphere, which may boost their negative emotion and influence their workplace behavior. Purpose This study aimed to clarify the chain-mediating role of envy and silence in the association between Chaxu atmosphere and organizational responsibility behavior. Methods A cross-sectional online survey was conducted, and a multistage stratified sampling method was employed to collect data. The study was conducted from September to October 2020 in China. Totally, 1740 nurses were recruited, and 1221 valid responses were collected. Socio-demographic factors, Chaxu atmosphere, employee envy, employee silence, and organizational responsibility behavior were assessed using questionnaires that included the Chaxu Atmosphere Scale, Employee Envy Scale, Employee Silence Scale, and Organizational Responsibility Behavior Scale. Hierarchical multiple regression was used to identify clusters of interrelationships among Chaxu atmosphere, envy, silence, and organizational responsibility behavior in nursing settings. Results Though the Chaxu atmosphere did not directly influence the organizational responsibility behavior of Chinese nurses, its effect is mediated by a chain of envy and silence. First, Chaxu atmosphere evoked envy in the nurses ( β= −0.040, P <0.001), thereby leading to decreased organizational responsibility behavior. Second, the Chaxu atmosphere promoted silence toward organizational issues ( β= −0.057, P <0.001), resulting in decreased organizational responsibility behavior. Third, the Chaxu atmosphere evoked envy in the nurses, which contributed to the formation of silence ( β= −0.025, P <0.001), resulting in a further decrease in organizational responsibility behavior. Conclusion Nurses working in a high-level Chaxu atmosphere are prone to remaining silent on critical organizational issues due to increased envy, which subsequently reduces their organizational responsibility behavior. A better understanding of the association between the Chaxu atmosphere and workplace behavior will help nursing managers to foster harmonious relationships between nurses and their teams and to improve each individual’s organizational responsibility behavior

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Perceived Subgroups, TMS, and Team Performance: The Moderating Role of Guanxi Perception

Cited by 7 publications

References 71 publications

Factors influencing workplace social capital among registered nurses in China

Factors influencing workplace social capital among registered nurses in China

The Role of Cohesion and Productivity Norms in Performance and Social Effectiveness of Work Groups and Informal Subgroups

Impact of a Chaxu Atmosphere on Nurses’ Organizational Responsibility behavior—The Mediating Roles of Envy and Silence

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