Effect of entrepreneurial orientation,collectivistic orientation and swift Guanxi with suppliers on market performance: A study of e-commerce enterprises

This study investigates the influence of entrepreneurial orientation (EO) and swift Guanxi (three dimensions: mutual understanding, reciprocal favor and relationship harmony) on perceived value of suppliers and market performance of e-commerce enterprises, and the moderating effect of collectivistic orientation on the relationship between EO and swift Guanxi. The results obtained from a sample of 153 Chinese e-commerce enterprises using SEM-PLS analysis show that market performance of this kind of businesses is favorably influenced by their EO, but not by their swift Guanxi with suppliers. The findings confirm EO’s direct effect on swift Guanxi and its indirect effects on perceived value of suppliers, mediated through reciprocal favor and relationship harmony. In addition, the findings verify the negative moderating effect of collectivistic orientation on the EO-mutual understanding link. The study's implications and future research directions are discussed.     

An Examination of Procedural Justice Principles in China and the U.S.

This paper examines procedural justice principles from a cultural perspective, and examines the relationships between three dimensions of national culture (uncertainty avoidance, societal emphasis on collectivism, and gender egalitarianism), three principles of procedural justice (consistency, social sensitivity, and account-giving), and judgments of fairness. The results suggest that culture can influence employees' perceptions of the fairness of procedural justice principles; different dimensions of national culture influence different principles of procedural justice. The principle of social sensitivity was perceived as fairer in collectivistic China than in individualistic U.S. In addition, differences between men and women in perceived fairness of account-giving were exaggerated in China (a culture low in gender egalitarianism) and attenuated in the U.S. (a culture high in gender egalitarianism).     

The dual effects of perceived unfairness on opportunism in channel relationships

Opportunism has long-term negative consequences for channel relationships. The extant research has traditionally focused on economic forces in studying opportunism. However, social exchange theory stresses the role of social forces in shaping opportunistic behavior. In this study, we integrate transaction cost economics and justice theory to theorize and examine the impact of ‘perceived unfairness’ on distributor opportunism. We uncover the ‘dual’ effects of perceived unfairness on opportunism, i.e., 1) directly enhancing opportunism and 2) aggravating (positively moderating) the effects of economic forces on opportunism. Matched data on 247 supplier-distributor dyads in India provide empirical support for our theoretical model and research hypotheses. We find differential effects of the three dimensions of perceived unfairness (distributive, procedural, and interactional) on opportunism. We discuss the implications of our findings for theory and practice and present avenues for future research.     

组织支持感与组织承诺——基于职业成长与组织公平的研究

本文以25个省份400名员工为样本,从员工感知角度评价组织支持对组织承诺的影响,并引入职业成长和组织公平作为中介变量和调节变量构建研究模型。实证结果表明：组织支持感直接对组织承诺产生显著正向影响;职业成长在组织支持感与组织承诺之间起到部分中介作用。深入研究显示,组织公平在组织支持感与职业成长及组织支持感与组织承诺之间均发挥调节效应,且在组织支持感与职业成长之间的调节效应更显著。研究结论对提高组织支持有效性、促进员工职业成长、维持员工内心公平有重要意义。     

Managerial trust in new product development projects: its antecedents and consequences

This research examines the impacts of relationship-based antecedents (e.g., procedural justice) and character-based antecedents (e.g., transactional leadership) on managerial trust in new product development (NPD) teams. The moderating impact of environmental turbulence on team performance is also investigated. Using data from 107 NPD projects in Turkey, we find that procedural justice, distributive justice, and transformational leadership are significantly related, and conflict is negatively related to managerial trust. We also find that managerial trust is significantly related to product success and team learning under both high and low environmental conditions, but it is significantly related to speed-to-market only under high-turbulent conditions. We conclude by discussing the theoretical and managerial implications.     

Tit for tat? Abusive supervision and counterproductive work behaviors: The moderating effects of locus of control and perceived mobility

Previous research has identified both individual differences and perceived situational variables such as self-esteem and organizational justice as the antecedents of counterproductive work behaviors (CWB). This article focuses on employees’ perceived interpersonal interaction. More specifically, the relation between abusive supervision and subordinates’ counterproductive work behaviors toward the organization is examined. Using a sample of 198 dyads employees and their immediate supervisor (N = 396) from a multinational company in China, this research finds that abusive supervision results in increased levels of sabotage, withdrawal, production deviance, and theft. This research also examines the moderating effects of locus of control and perceived mobility on the relationships between abusive supervision and subordinates’ CWB toward the organization. The results suggest that locus of control moderates the relationship between abusive supervision and sabotage, production deviance and theft, but not abusive supervision and withdrawal; perceived mobility moderates the relationship between abusive supervision and withdrawal and theft, but not abusive supervision and sabotage and production deviance. Practical implications for human resource management are discussed.     

The role of sales team intragroup conflict on critical job outcomes

Sales teams are often structured into groups by territories, product categories, or hierarchical levels of salespeople which provide support to one another while counter-intuitively competing for individual resources, rewards, and promotions. We posit that the impact of conflict within the sales team (sales team intragroup conflict) on critical individual-level job outcomes (job satisfaction and intent to turnover) is contingent upon two loci of influences: individually-influenced goal orientations (learning and performance) and managerially-influenced justice perceptions (procedural and distributive). We empirically examine sales team intragroup conflict through a primary data collection of 195 distributor salespeople organized into 20 geographically dispersed teams. Our results largely support our hypotheses that there are nuanced effects across the loci of influences, such that in conflict-laden environments, having a performance orientation or perception of organizational distributive justice enhance job satisfaction, while a perception of organizational procedural justice decreases job satisfaction. Thus, we answer the call to better understand the role of conflict in marketing exchanges.     

Learning goal orientation and creative performance: The differential mediating roles of challenge and enjoyment intrinsic motivations

We develop a theoretical model to account for the effect of learning goal orientation on creative performance by distinguishing two dimensions of intrinsic motivation as mediators. Challenge intrinsic motivation is concerned with the interest in and excitement of solving problems and tackling complex tasks, whereas enjoyment intrinsic motivation is concerned with the enjoyment of task activities for self-expression and self-entertainment. Results from a sample of 189 Chinese employees support this model and show that learning goal orientation had significant positive relationships with both dimensions of intrinsic motivation, but only challenge intrinsic motivation was significantly related to creative performance and mediated the positive relationship between learning goal orientation and creative performance. As predicted, intellectual stimulation, a dimension of transformational leadership, showed a moderating effect, such that learning goal orientation was less strongly related to challenge intrinsic motivation when intellectual stimulation was high. In addition, a moderated mediation effect was found, such that the mediating effect of challenge intrinsic motivation for the relationship between learning goal orientation and creative performance was weaker when intellectual stimulation was high. No such moderation effect was found for enjoyment intrinsic motivation, providing further support for the differential roles of these two dimensions of intrinsic motivation.     

Relationship between leader�Cmember exchange and organizational citizenship behaviors: Examining the moderating role of empowerment

This study addresses the moderating role of empowerment on the relationship between leader?Cmember exchange (LMX) quality and subordinates?? organizational citizenship behavior (OCB). Using hierarchical multilevel analyses, we found that LMX is positively related to OCB. Likewise, we found that team-level empowerment climate is positively related to individual-level feelings of empowerment, which, in turn, positively moderate the positive effect of LMX on OCB.     

关系行为对组织公民行为的双刃剑效应

研究基于整体公平理论和印象管理理论,探讨关系行为对组织公民行为的影响,以及整体公平感的中介作用。采用问卷调查法,以北京等12个城市22家企业的274名员工为样本,通过结构方程建模选择最优模型,并在此基础上检验研究假设。结果表明：（1）关系行为对组织公民行为产生显著的正向影响;（2）关系行为对整体公平感产生显著的负向影响;（3）整体公平感对组织公民行为产生显著的正向影响;（4）整体公平感在关系行为与组织公民行为之间起到部分中介作用。研究发现关系行为不仅直接对组织公民行为产生正向效应,而且还会通过整体公平感的中介作用间接的对组织公民行为产生负向效应,关系行为对组织公民行为具有双刃剑效应。     

感知的领导距离对员工建言行为的影响研究——心理安全感的中介作用

组织中的领导因素在促进员工建言的过程中发挥着重要的作用,但员工所感知到的领导距离对其建言行为有何影响？本文基于社会认知理论,并通过对160 名员工问卷调查数据的统计分析结果表明：员工感知的权力距离对促进性建言有显著的负向影响,而感知的社会距离对抑制性建言有显著的负向影响;心理安全感在感知的权力距离与促进性建言之间、感知的权力距离和抑制性建言之间有显著的中介效应。这一结论为促进和改进中国情境下的员工建言行为提供了一定的理论依据。     

Mobility norms,risk aversion,and career satisfaction of Chinese employees

Drawing on Turner’s (American Sociological Review, 25:855–867, 1960) framework of contest and sponsored mobility norms, this study investigated factors that affect employees’ career satisfaction in the Chinese setting. Using two organization-referenced variables, procedural justice and perceived organizational support (POS), to represent contest mobility norm and sponsored mobility norm, we evaluated their effects on career satisfaction. We also explored the moderating role of risk aversion on these relationships. Several hypotheses were developed and tested on a sample of 239 employees working in a foreign-invested enterprise in China. The results of regression analysis showed that procedural justice and POS contributed to career satisfaction in a cumulative manner. Further, among the risk-averse employees, the relationship between POS and career satisfaction was stronger.     

Reliance and disclosure: How supervisory justice affects trust in supervisor and extra-role performance

This study examines the relationship between supervisory justice and trust in supervisor and their impacts on extra-role performance. Drawing on fairness heuristic theory, we hypothesize that supervisory interactional justice will significantly affect the two domains of trust in supervisor, namely, reliance and disclosure, which in turn enhance subordinate extra-role performance. We also predict that supervisory procedural justice will moderate the relationship between supervisory interactional justice and trust in supervisor. We test our hypotheses using a sample of 111 insurance agent-manager dyads. The results show that although supervisory interactional justice is positively related to both reliance and disclosure, only disclosure mediates its effect on extra-role performance. In addition, supervisory procedural justice moderates the impact of supervisory interactional justice on reliance but not disclosure. The implications for research on justice and trust are discussed.     

The Contingent Value of Responsive and Proactive Market Orientations for New Product Program Performance*

While the benefits of being market oriented are largely accepted, a group of scholars and managers remain skeptical. Marketing scholars have sought to counter the criticisms leveled against market orientation (MO) by arguing that it has both responsive and proactive dimensions. However, few studies have empirically examined the complexity of the effects of these dimensions on firm performance. Drawing on theories of resource‐based advantage and organizational search behavior, this article advances understanding by arguing that responsive and proactive market orientations have curvilinear effects on product development performance, that their interaction may be positively related to product development performance, and that their effects on new product program performance are moderated differentially by the organizational implementation conditions and marketing function power. Survey results of 175 U.S. firms indicate support for most of the hypotheses. Specifically, whereas responsive MO has a U‐shaped relationship with new product program performance, proactive MO has an inverted U‐shaped relationship with new product program performance. Contrary to the arguments presented here, the interaction of both orientations is negatively related to new product program performance. This study finds that both orientations are needed; however, new product program performance is enhanced when one is at higher level and the other is at lower level. Finally, responsive MO is only positively related to new product program performance under specific conditions such as when strategic consensus among managers is high. On the other hand, the positive effect of proactive MO on new product program performance is further strengthened when learning orientation and marketing power are high. Overall, this study suggests that the effects of responsive and proactive MO on new product program performance are more complex than previously theoretically argued and empirically examined.     

Conflict Management and Team Effectiveness in China: The Mediating Role of Justice

Although increasingly relied upon, teams can be ineffective and frustrating. Recent research suggests that conflict management contributes to team effectiveness but the value of conflict has not been considered to apply to China and other collectivist societies. However, collectivist values can make developing justice particularly important. This study investigates how conflict management can contribute to team effectiveness by developing justice. Structural equation analysis of data provided by 126 MBA student respondents involved in group projects in China supports the model that a cooperative approach to conflict leads to distributive, procedural, and interactive forms of justice which in turn promote team effectiveness. In contrast, an avoiding approach was found to predict injustice and team ineffectiveness. Unexpectedly, a competitive approach was not as consistently related to injustice as avoiding conflict. Findings were interpreted as suggesting that orienting members to manage conflict cooperatively can strengthen justice and effectiveness in teams in China.     

Person–organization fit, OCB and performance appraisal: Evidence from matched supervisor–salesperson data set in a Spanish context

Despite the extensive work carried out by sales researchers regarding the influence of organizational citizenship behaviors (OCB) on significant individual and organizational outcomes, it is still of interest to address new research questions and support previous results with samples from different organizational settings and other countries. Researchers have also identified the need to thoroughly investigate relationships between different antecedents of extra-role behaviors.In this study, we intend to test a two-part model. The first part of the model assumes that a salesperson's OCB is determined by Person–Organization fit and that this relationship is mediated by the salesperson's job satisfaction and organizational commitment. The second part examines the impact that such behavior may have on the supervisor's rating of the salesperson's performance.Data collected from 122 salesperson–supervisor dyads from 35 firms confirmed that Person–Organization fit has a positive effect on OCB due to the effect it has on the salesperson's job satisfaction. The results also verified the positive effect of OCB on the supervisor's evaluation of the sales agent's performance, both directly and indirectly, through the impact OCB had on the supervisor's fondness of the salesperson. Certain implications of this study, as well as directions for future research, are also addressed.     

Promoting innovation through the accumulation of intellectual capital, social capital, and entrepreneurial orientation

This study attempts to explore how a firm's operational mode can reinforce the advantages of intellectual capital on innovation. Specifically, the main purpose of this study is to develop a comprehensive research model to integrate the interrelationships among social capital, entrepreneurial orientation, intellectual capital, and innovation. In addition to identifying the influences of intellectual capital on innovation, this study focuses in particular on the mediating effect of intellectual capital and the moderating effects of social capital and entrepreneurial orientation on innovation, which have largely been neglected in previous literature. The results support the mediating role of intellectual capital and the moderating roles of entrepreneurial orientation and social capital on innovation. Specifically, firms that have higher levels of social capital and entrepreneurial orientation tend to amplify the effects of intellectual capital on innovation.     

Management,Organizational Justice and Emotional Exhaustion among Chinese Migrant Workers: Evidence from two Manufacturing Firms

This article explores how Human Resource (HR) policies and practices influence employee perceptions of organizational justice, which in turn impacts employee emotions and feelings of emotional exhaustion. Using structural equation modelling and based on employee survey data drawn from two manufacturing organizations, we find that a strong HR system — perceived by workers as distinctive, attractive and consistently implemented — fosters perceptions of distributive, procedural and interactive justice. However, only distributive injustice leads to negative emotions and emotional exhaustion. This is explained by reference to the cultural and institutional context (China), status (migrant) and type of workers (semi‐skilled, manual) included in the study. We discuss the theoretical and practical implications that arise from these findings.     

Currencies of exchange and global LMX: How they affect employee task performance and extra-role performance

Two studies are presented in this research to integrate the unidimensional and multidimensional perspective of leader-member exchange (LMX). We posit that the dimensions of multidimensional LMX (LMX-MDM) are the exchange currencies of global LMX and investigate their joint effects on task performance and extra-role behaviors of employees. The results from Study One indicate that the affect, loyalty, contribution, and professional respect dimension of LMX-MDM influence overall level of leader-member relationship quality, and global LMX is positively related to task performance as well as organizational citizenship behaviors (OCB). Study Two partially replicates the results in Study One and demonstrates that global LMX is also associated with contextual performance of employees. Limitations and future research on LMX are discussed.     

The Effects of Work Stressors,Perceived Organizational Support,and Gender on Work-Family Conflict in Hong Kong

This study examined the direct and moderating effects of perceived organizational support (POS) and gender on the relationship between work stressors and work-family conflict for a sample of Hong Kong Chinese employees. As predicted, we found that POS is negatively related to both FWC (family-to-work conflict) and WFC (work-to-family conflict), and that work stressors (including role ambiguity, role conflict, and role overload) are positively related to FWC and WFC. Additionally, the positive relationship between role overload and WFC was found to be weaker when POS was high, suggesting that POS can offset the adverse impact of role overload.