Log in

Relevant bibliographies by topics / Workplace guanxi

Contents

Journal articles
Dissertations / Theses
Books
Book chapters
Conference papers

Academic literature on the topic 'Workplace guanxi'

Author: Grafiati

Published: 19 February 2023

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Workplace guanxi.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Workplace guanxi"

1

Zhang, Yaowen, and Wensi Tang. "Workplace fun and work engagement: Workplace guanxi as a mediator." Social Behavior and Personality: an international journal 50, no. 11 (November 2, 2022): 1–7. http://dx.doi.org/10.2224/sbp.11996.

Full text

Abstract:

We investigated the relationship between workplace fun and work engagement as well as the mediating role of workplace guanxi. Participants were 272 Master of Business Administration students at a Chinese university who were working in various enterprises. The results of structural equation modeling revealed that workplace fun was positively related to work engagement and that this direct relationship was mediated by workplace guanxi. Our study is the first to empirically test the role of workplace guanxi as a mediator of the workplace fun–work engagement link. Implications of the findings and suggestions for future research are discussed.

APA, Harvard, Vancouver, ISO, and other styles

2

Wu, Ruxin, Shuyuan Ming, and Fei Huang. "Guanxi and Unethical Behavior in the Chinese Workplace: Job Satisfaction As a Mediator." Social Behavior and Personality: an international journal 47, no. 3 (March 31, 2019): 1–14. http://dx.doi.org/10.2224/sbp.7294.

Full text

Abstract:

We explored the effects of guanxi prevalence and guanxi practices on 3 types of unethical work behavior (UWB), proposing that job satisfaction would mediate the relationship between guanxi in the workplace and employees' UWB. Data were collected from 379 employees working for companies in China. Results of hierarchical regression analysis revealed that guanxi prevalence had a positive relationship with property-related UWB and conventional and minor (ordinary) UWB, such as doing personal business in company time. Guanxi practices had a significant positive relationship with violation of laws and regulations, property-related UWB, and ordinary UWB. Both guanxi prevalence and guanxi practices had a significantly negative relationship with job satisfaction, and job satisfaction had a significant negative correlation with violation of laws and regulations, property-related UWB, and ordinary UWB. Job satisfaction partially mediated the relationship between guanxi prevalence and ordinary UWB. The theoretical and practical implications of these findings are discussed.

APA, Harvard, Vancouver, ISO, and other styles

3

Guan, Xiaoyu, and Stephen J. Frenkel. "Explaining supervisor–subordinate guanxi and subordinate performance through a conservation of resources lens." Human Relations 72, no. 11 (December 20, 2018): 1752–75. http://dx.doi.org/10.1177/0018726718813718.

Full text

Abstract:

Relationships outside of work impact employee effectiveness at work. But how do we explain this? Our study focuses on the guanxi relationship in China. This is based on close personal ties between supervisors and subordinates initiated outside the workplace. Drawing on conservation of resources theory, we develop a model that explains how supervisor–subordinate guanxi constitutes a social resource that spills over into the workplace and impacts subordinates’ job resources (including autonomy, support and development at work), job crafting (proactive behaviors aimed at increasing resources and reducing demands) and job performance (task performance and organizational citizenship behavior). Our model was tested on a sample of 406 subordinates and their supervisors from seven manufacturing organizations in China. The results of a multilevel path analysis indicate that high-quality guanxi relations with supervisors facilitate subordinates’ job resources, job crafting behaviors and organizational citizenship behavior at work. In addition, job resources mediate the relationship between supervisor–subordinate guanxi and job crafting, and job crafting mediates the relationship between supervisor–subordinate guanxi and subordinate task performance and organizational citizenship behavior. Overall, our research highlights the importance of externally-generated guanxi between subordinates and supervisors and the mechanisms that contribute to improving employee performance in the workplace.

APA, Harvard, Vancouver, ISO, and other styles

4

Wu, Mengying, Rongsong Wang, Peixu He, Christophe Estay, and Zubair Akram. "Examining How Ambidextrous Leadership Relates to Affective Commitment and Workplace Deviance Behavior of Employees: The Moderating Role of Supervisor–Subordinate Exchange Guanxi." International Journal of Environmental Research and Public Health 17, no. 15 (July 30, 2020): 5500. http://dx.doi.org/10.3390/ijerph17155500.

Full text

Abstract:

How to regulate employee conduct and engage them in high performance works actively and continuously has always been the important topic for organizations. Based on affective events theory and social exchange theory, a moderated mediating model was constructed with the affective commitment as mediator and the supervisor–subordinate exchange guanxi as moderator. Regression analyses and conditional indirect effects were tested by SPSS and PROCESS with 374 matched supervisor–subordinate pairs. The paper explores the moderated mechanism of supervisor-subordinate guanxi to the chain of “ambidextrous leadership–employee’s affective commitment–workplace deviance behavior.” The results showed that the affective commitment mediated the effect between ambidextrous leadership and employees’ workplace deviance behavior, and supervisor–subordinate exchange guanxi moderated the relationship between ambidextrous leadership and employees’ workplace deviance behavior but also moderated the mediating effect of affective commitment. The results have significances to improve human resource management practices and reduce the workplace deviance behavior of employees.

APA, Harvard, Vancouver, ISO, and other styles

5

Ren, Shuang, and Doren Chadee. "Ethical leadership, self-efficacy and job satisfaction in China: the moderating role of guanxi." Personnel Review 46, no. 2 (March 6, 2017): 371–88. http://dx.doi.org/10.1108/pr-08-2015-0226.

Full text

Abstract:

Purpose The purpose of this paper is to investigate how employee perceptions of the ethical conduct of their leaders affect their job satisfaction in the context of the workplace in China. The authors posit that guanxi, which is a complex relational phenomenon deeply rooted in Chinese tradition, may act as a substitute for ethical leadership in the Chinese workplace. Design/methodology/approach A conceptual model which explicitly incorporates guanxi as a moderator in explaining the relationship between ethical leadership and job satisfaction is developed. This model is then tested using data from a sample (n=388) of professional employees in nine organisations in Beijing, China. Findings The results show that, as expected, self-efficacy positively and strongly mediates the ethical leadership-job satisfaction relationship. However, guanxi negatively moderates the overall effect of ethical leadership on job satisfaction with the effect being larger in Chinese-owned enterprises compared to foreign-owned enterprises. The findings suggest that employee relationship with their leaders may act as a substitute for ethical leadership in the Chinese workplace. Research limitations/implications The main question which this research uncovers is whether the Western-based conceptualisation of ethical leadership is applicable in different cultural contexts. The authors’ research shows clearly that in the case of China, guanxi plays a substituting role and reduces the effects of ethical leadership on job satisfaction. Future research could investigate the effects of ethical leadership in different cultural contexts. Practical implications The substituting effect of guanxi on the ethical leadership-job satisfaction relationship suggests that Western firms need to consider culture as an integral contextual factor in explaining employee job satisfaction when they operate in a different cultural context. Originality/value The explicit consideration of guanxi as an influencing factor of the effects of ethical leadership on job satisfaction in the context of the workplace in China and the testing of this relationship via a moderated-mediation approach is novel.

APA, Harvard, Vancouver, ISO, and other styles

6

Lim, Myungsuh. "The effect of guanxi on organizational commitment via harming behavior: The moderated mediation role of envy." Journal of General Management 47, no. 3 (March 27, 2022): 143–54. http://dx.doi.org/10.1177/03063070211027141.

Full text

Abstract:

The purpose of this study is to examine the mediation role of harming behavior (HB) in the relationship of guanxi and organizational commitment (OC) by using a moderated mediation model. In addition, this study explores whether malicious envy (ME) can moderate the relationship of OC and guanxi when mediated by HB. Data were collected from 215 employees who had experience working in an organization in the United States. An integrated mediation and moderation model was evaluated. The findings contribute to understanding of the effects of guanxi on OC. Although guanxi relationships between supervisors and subordinates directly promote OC, the high level of ME in response to guanxi relationships among coworkers in the workplace leads to a high level of HBs, reducing OC.

APA, Harvard, Vancouver, ISO, and other styles

7

Yang, Fiona X., and Virginia Meng-Chan Lau. "Does workplace guanxi matter to hotel career success?" International Journal of Hospitality Management 47 (May 2015): 43–53. http://dx.doi.org/10.1016/j.ijhm.2015.03.004.

Full text

APA, Harvard, Vancouver, ISO, and other styles

8

Bedford, Olwen. "Guanxi-Building in the Workplace: A Dynamic Process Model of Working and Backdoor Guanxi." Journal of Business Ethics 104, no. 1 (May 31, 2011): 149–58. http://dx.doi.org/10.1007/s10551-011-0895-9.

Full text

APA, Harvard, Vancouver, ISO, and other styles

9

Lu, Hsi-Peng, and Her-Ran Liou. "Emotional Labor and Workplace Relationships Among Personnel Officials and Teachers." Social Behavior and Personality: an international journal 43, no. 4 (May 24, 2015): 547–58. http://dx.doi.org/10.2224/sbp.2015.43.4.547.

Full text

Abstract:

We examined the influence of personnel officials' emotional labor on teachers' perceptions of personnel officials' emotional displays. Additionally, we assessed the effects of these perceptions on teachers' guanxi with personnel officials. Participants were 165 personnel officials and 490 teachers from Taiwanese public elementary and junior high schools. Results indicated that the type of emotional acting performed by personnel officials was significantly related to teachers' perceptions of the same type of acting. Teachers' perceived authenticity of personnel officials was related to greater guanxi with personnel officials than was perceived inauthenticity. These results indicate the benefits associated with teachers' impressions of personnel officials' authentic emotional displays. Therefore, emotional authenticity might be important for an individual's ability to understand another's personal identity.

APA, Harvard, Vancouver, ISO, and other styles

10

Guo, Wenchen, Shaosheng Sun, and Rong Dai. "Guanxi deviant behaviour in the Chinese cultural context." Qualitative Research in Organizations and Management: An International Journal 13, no. 2 (June 11, 2018): 162–82. http://dx.doi.org/10.1108/qrom-11-2016-1457.

Full text

Abstract:

PurposeThe purpose of this paper is to define the concept of guanxi deviant behaviour (GDB) initially on the basis of a theoretical study of guanxi, guanxi behaviour and workplace deviant behaviour and to analyse the influence of GDB and the relationship between GDB and counterproductive work behaviour.Design/methodology/approachThis study collects interview data from 30 enterprise executives, summarises relevant literature from four major databases (two in English and two in Chinese) and applies a grounded theory methodology to refine and further define the core category of GDB, and the main category is interpreted and validated using triangulation.FindingsThe three dimensions of GDB are guanxi bribery behaviour, irregular connected transaction behaviour and guanxi allied behaviour. There are links amongst the three dimensions, no dimension has an independent existence and that is not the end of the GDB issue. Generally, the occurrence of a kind of GDB can be construed to be a preparation for the implementation of another kind, and the latter is the real purpose of the perpetrators.Social implicationsThis paper is expected to attract the attention of managers and improve the ability of recognising, preventing and punishing GDB.Originality/valueThis study not only enriches organisational behaviour theory but also enhances the awareness of, and insights into, the negative effects of guanxi.

APA, Harvard, Vancouver, ISO, and other styles

More sources

Dissertations / Theses on the topic "Workplace guanxi"

1

Tan, Doreen Seng Keow. "Guanxi as a basis of managerial morality among Singaporean Chinese managers." Thesis, Lancaster University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.274270.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Tang, Ling. "Gendered and sexualized guanxi: the use of erotic capitcal in the workplace in urban China." HKBU Institutional Repository, 2016. https://repository.hkbu.edu.hk/etd_oa/334.

Full text

Abstract:

This research discloses a gendered and sexualized dynamic in instrumental guanxi through an ethnographic study of white-collar workers in Shenzhen, an urban city just north of the border with Hong Kong. The notion of instrumental guanxi refers to a means of achieving tangible benefits in the workplace through purposively built enduring interpersonal relationships. This study is focused on female white-collar employees born after the onset of China's economic reform, and in particular women who work as marketing executives. The concept of erotic capital is incorporated into the theoretical framework of gendered and sexualized guanxi deployed in this thesis. The discussion of erotic capital in the following chapters is integrated into a resource theory of social exchange. The thesis answers the question concerning how women's guanxi strategy is different from men's. In doing so the thesis examines the male-centred standardized routine of guanxi in part through a detailed analysis of banquets and post-banquet activities that usually involve women as subordinate "erotic gifts". The discussion goes on to identify an additional four ideal-type characterizations of women as equal guanxi participants, navigating instrumental guanxi by deploying different strategies associated with each type. These types are "pseudo-brothers", "rational legal professionals", "the unreachable desired", and "unspoken rules followers". The thesis goes on to discuss the blurred boundaries that distinguish these five types of women's guanxi participation strategies by scrutinizing the power-interactive nature of erotic capital and how the endorsement of erotic capital in the workplace interacts with structural constraints that stem from gender norms and family expectations.

APA, Harvard, Vancouver, ISO, and other styles

3

Hoi, Ling Keung Karen. "The impact of culture on international management : the role of guanxi /." St. Lucia, Qld, 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17819.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

4

Liu, Li. "Impact of workplace guanxi on knowledge sharing and innovative work behaviour : a study of academic staff of Chinese local universities in Guangdong Province." Thesis, Federation University Australia, 2020. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/176140.

Full text

Abstract:

This thesis aims to investigate the impact of workplace guanxi upon knowledge sharing and innovative work behaviour. Knowledge sharing and innovative work behaviour are two behavioural variables which have been linked to various positive individual and organisational outcomes. Against the changing landscape of Chinese higher education, the two behaviours are particularly important for the success of Chinese academic staff and the local universities where they work. Extant literature has demonstrated that workplace interpersonal relationships such as leader-member exchange and team-member exchange are positively associated with individual’s work behaviours, such as knowledge sharing and innovative work behaviour. However, there is a scant literature on the impact of workplace guanxi upon the two workplace behaviours. Using conservation of resource theory and social exchange theory, this research conceptualised a structural model to study the impact of workplace guanxi upon knowledge sharing and innovative work behaviour. A positivist approach with cross-sectional design and structural equation modelling was adopted to test the conceptualised model. Data were extracted from 479 academic staff of seven local universities in Guangdong Province of China, through selfreport questionnaire. A positive relationship was found between coworker guanxi and knowledge sharing. In contrast, no relationship was found between supervisor-subordinate guanxi and knowledge sharing. The relationship between coworker guanxi and knowledge sharing was fully mediated by teammember exchange and job satisfaction. In terms of innovative work behaviour, both supervisorsubordinate guanxi and coworker guanxi displayed a positive relationship with innovative work behaviour. Coworker guanxi showed a stronger relationship with innovative work behaviour than supervisor-subordinate guanxi did. The relationship between supervisorsubordinate guanxi and innovative work behaviour was direct. The relationship between coworker guanxi and innovative work behaviour was indirect, with full mediation of teammember exchange, job satisfaction and knowledge sharing. This thesis contributes to the literature on explaining the role of workplace guanxi, including supervisor-subordinate guanxi and coworker guanxi on knowledge sharing and innovative work behaviour. The study also demonstrates to higher education institute managers that the cultivation of academic staff’s workplace guanxi, and particularly their guanxi with peer academics, promotes academic staff’s displays of knowledge sharing and innovative work behaviour which are beneficial at both individual and organisational levels within the higher education context.
Doctor of Philosophy

APA, Harvard, Vancouver, ISO, and other styles

5

Lai, Meng-Han, and 賴孟函. "The Influence of Guanxi on the Workplace." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/43919763745412427926.

Full text

Abstract:

碩士
嶺東科技大學
國際企業系碩士班
104
This paper mainly discussed the impacts of the socio-economic variables (including age, gender, race, marital status, education and work experience) and "guanxi" (including formation of guanxi’s concepts, establishment of guanxi, guanxi’s maintainability, guanxi’s attitude) on workplace. The questionnaires were from individuals (including college students, full-time and part-time) and businessmen (including the medium and small enterprises) in Taiwan. The methods used the reliability analysis, validity analysis, descriptive statistics analysis, and probit model to examine the relationship between socio-economic, guanxi variables and the workplace. The empirical results showed that: in terms of the socio-economic variables, age showed significance on workplace. The older people were more likely to have job opportunities. The variables of gender, race, marital status, education and work experience lost significance on workplace. In terms of "guanxi", formation of guanxi’s concepts, establishment of guanxi and guanxi’s maintainability had not significant effects. Finally, the guanxi’s attitude showed significance on workplace. The results revealed that most people considered "guanxi" affected a person's employment, promotion, business transaction’s opportunities etc. Particularly, the "guanxi" affected social fairness and justice. Therefore, the "guanxi" is a very important social network.

APA, Harvard, Vancouver, ISO, and other styles

6

TING, LIU YU, and 劉玉婷. "A Study of the Relationships among Transnational Corporation Employees’ Workplace friendship,Guanxi, and Organizational Citizenship Behavior." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/35284031509071403828.

Full text

Abstract:

碩士
大葉大學
管理學院碩士在職專班
101
The purpose of the research is to explore the relationships among workplace friendship, Guanxi, and organizational citizenship behavior. It further varifies the mediating effects of Guanxi between workplace friendship and organizational citizenship behavior. In this study, Foreign car company employees as the research subjects. Through purposive sampling, a total of 500 questionnaires were sent out, and 446 valid questionnaires were retrived. The valid re-sponse rate is 89.2%. The results showed that: (1) Workplace friendship and Organizational Citizenship Behavior have significant positive relationship ;(2) Workplace friendship and Guanxi have significant negative relationship ;(3) Guanxi and Organizational Citizenship Behavior have significant negative relationship ; (4)Guanxi has mediating effects between workplace friendship and organizational citizenship behavior. In the end of this study, management practices and recommendations are proposed.

APA, Harvard, Vancouver, ISO, and other styles

7

Huang, Yung-Yen, and 黃詠晏. "A Study of the Relationship between Psychological Contract Breach and Workplace Deviance Behavior: Psychological Capital and Guanxi Type as Moderators." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/8py879.

Full text

Abstract:

碩士
靜宜大學
企業管理學系
105
With global economic downturn,human structure of company has changed.Even Japan there has unwritten contract of lifetime employment they used the most of temporary staff to saveing cost in 2008.Inaddition hiring a lot of temporary staff,and even turn into a full time employee to a temporary staff.Temployee staff are not pay attention to organizations in workplace also the payroll,benefits are not lower than fulltime employment,it led to estrangement between employees and the organization is growing. The maine sudy is use guanxi type of the chinese community investigated when employees feld psychological contract breach from organizations whether impact degree to make workplace deviance? The employees congnitive relationship with supervisor,would interfere with the psychological contract breach on workplace deviance? In addition, the employees owned psychological capital would interfere with the psychological contract breach impact on workplace deviance? This study is based on a survey to collect data, the study of the central region 32 entrprise sector employees, use supervisor and subordinates pairing investigation,issued total of 262 guoup survey was 88.93%；excluding invalid survey.The group received a total of 217 valid questionnaires, the effective rate of 82.82%.After analysis based on obtained results were as follows: 1.Psychological contract breach will significant positive effects in workplace. 2.When employee cognitive bias expressive tie with their supervisors will reduce the psychological contract breach and positive impact on workplace deviance behavior. 3.When higher degree of psychological capital will reduce the psychological contract breach and positive impact on the workplace deviant behavior. Finally, this study shows not only the implication of the academic research but also the practical suggestions in its application, and the limitation of the research for the future study on the same subject matter.

APA, Harvard, Vancouver, ISO, and other styles

Books on the topic "Workplace guanxi"

1

Tuan dui jian she: Smart things to know about teams. Shanghai: Shanghai yuan dong chu ban she, 2002.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

2

Cheng gong de tuan dui guan li: Successful team management. Beijing: Qing hua da xue chu ban she, 2002.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

3

He xin jia zhi guan: Jian she you ling hun de zu zhi. Beijing: Xin hua chu ban she, 2006.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

4

si, Huo, and Gu lei. Ma yi jun tuan. Bei jing: Qi ye guan li chu ban she, 2004.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

5

Tuan dui guan li. Beijing: Zhongxin chu ban she, 1999.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

Book chapters on the topic "Workplace guanxi"

1

Hu, Qiao, Wilmar B. Schaufeli, and Toon W. Taris. "The Effect of a Nation-Specific Stressor on Well-Being: Guanxi in Chinese Workplace." In Psychosocial Factors at Work in the Asia Pacific, 325–40. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-44400-0_18.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Bedford, Olwen. "How Does Trust Relate to Guanxi in the Chinese Workplace? An Integrated Dynamic Model." In Asian Indigenous Psychologies in the Global Context, 223–47. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96232-0_10.

Full text

APA, Harvard, Vancouver, ISO, and other styles

3

Tan, Ya-li. "Does Organizational Injustice Lead to Unethical Behavior in Workplace? The Moderating Effect of Guanxi." In The 19th International Conference on Industrial Engineering and Engineering Management, 1209–16. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-38442-4_127.

Full text

APA, Harvard, Vancouver, ISO, and other styles

4

Lutomia, Anne Namatsi, Ping Li, Raghida Abdallah Yassine, and Xiaoping Tong. "The Role of Guanxi, Ubuntu, and Wasta in Shaping Workplace Leadership and Culture." In Advances in Human Resources Management and Organizational Development, 54–75. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2480-9.ch004.

Full text

Abstract:

Social networks are taking center stage in organizations for the ways they shape and inform workplace leadership. Hofstede's cultural dimensions and social capital provide a framework for enabling better cross-cultural discussion about leadership in general and understanding how leaders in globalized workplace settings tap onto existing cultural practices and values vis-à-vis social networks. In China, Kenya, and Lebanon, these cultural practices and values include Guanxi, Ubuntu, and Wasta, respectively. Responding to calls for more studies comparing social network and on cross-cultural leadership, this chapter seeks to examine how Guanxi, Ubuntu, and Wasta shape workplace leadership and culture in the three respective countries. It discusses leadership styles, reviews the way Guanxi, Ubuntu, and Wasta informs workplace leadership respectively and their intersections, generates a conceptual framework, offers recommendations, suggests future research possibilities, and provides implications for human resource development.

APA, Harvard, Vancouver, ISO, and other styles

5

Tang, Ling. "Gendered and sexualized guanxi: the use of erotic capital in the workplace in urban China." In Guanxi in Contemporary Chinese Business, 82–100. Routledge, 2020. http://dx.doi.org/10.4324/9781003124856-7.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Tran, Ben. "Organizational Justice." In Business Education and Ethics, 981–1014. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3153-1.ch051.

Full text

Abstract:

Wide range of human behaviors in the context of organizations can be explained by how the workplace perceives distributive, procedural, interactional, and relational fairness. That is why numerous researchers investigated the role of justice perceptions on job satisfaction, withdrawal behaviors, organizational citizenship behavior, organizational commitment, and productivity. However, there is a gap in the research arena regarding the role guanxi plays in organizational justice, especially in organizational injustice. Guanxi in organizational injustice, is a concept derived from the concept of network and the concept of nepotism. Network and nepotism (are more taboo and) are common topics of research in the arena organizational studies, whereas in the arena of education and higher education institutions, are still lacking. Guanxi is a form of social capital that aims to amass symbolic capital, and the more powerful one's symbolic capital, the more influential one's standing becomes.

APA, Harvard, Vancouver, ISO, and other styles

7

Tran, Ben. "Organizational Justice." In Advances in Educational Marketing, Administration, and Leadership, 1–33. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9850-5.ch001.

Full text

Abstract:

Wide range of human behaviors in the context of organizations can be explained by how the workplace perceives distributive, procedural, interactional, and relational fairness. That is why numerous researchers investigated the role of justice perceptions on job satisfaction, withdrawal behaviors, organizational citizenship behavior, organizational commitment, and productivity. However, there is a gap in the research arena regarding the role guanxi plays in organizational justice, especially in organizational injustice. Guanxi in organizational injustice, is a concept derived from the concept of network and the concept of nepotism. Network and nepotism (are more taboo and) are common topics of research in the arena organizational studies, whereas in the arena of education and higher education institutions, are still lacking. Guanxi is a form of social capital that aims to amass symbolic capital, and the more powerful one's symbolic capital, the more influential one's standing becomes.

APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Workplace guanxi"

1

Liu, Jun, and Wei Wang. "Employee Behaviors, Supervisor-Subordinate Guanxi, and Workplace Exclusion." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998064.

Full text

APA, Harvard, Vancouver, ISO, and other styles

We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!