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Guanxi HRM practices and employee creative performance
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| Zeitschriftentitel: | Personnel Review |
|---|---|
| Personen und Körperschaften: | , |
| In: | Personnel Review, 49, 2020, 8, S. 1713-1729 |
| Format: | E-Article |
| Sprache: | Englisch |
| veröffentlicht: |
Emerald
|
| Schlagwörter: |
| author_facet |
Yang, Chen Yang, Fu Yang, Chen Yang, Fu |
|---|---|
| author |
Yang, Chen Yang, Fu |
| spellingShingle |
Yang, Chen Yang, Fu Personnel Review Guanxi HRM practices and employee creative performance Organizational Behavior and Human Resource Management Applied Psychology |
| author_sort |
yang, chen |
| spelling |
Yang, Chen Yang, Fu 0048-3486 Emerald Organizational Behavior and Human Resource Management Applied Psychology http://dx.doi.org/10.1108/pr-11-2018-0466 <jats:sec><jats:title content-type="abstract-subheading">Purpose</jats:title><jats:p>The current study examines the relation of guanxi human resource management (HRM) practices with subjective evaluations of creative performance by direct supervisors, as well as conceptualizes the employee ambidextrous behavior as a mediator, and social comparison orientation and leader–member exchange (LMX) as moderators for understanding the relation.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title><jats:p>Survey data were collected from 211 employee–supervisor dyads in China. Hierarchical regression analyses, Preacher and Hayes’ (2008) indirect effects PROCESS macro, and Preacher<jats:italic>et al.</jats:italic>'s (2007) moderated mediation analysis approach were conducted to test the hypothesized relationships.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Findings</jats:title><jats:p>Guanxi HRM practices were negatively associated with employee creative performance, mediated by the employee ambidextrous behavior. The authors also found that social comparison orientation showed a strong moderating effect, such that it amplified the indirect relationship between guanxi HRM practices and employee creative performance via ambidextrous behavior. In contrast, LMX showed a weak moderating effect, such that it attenuated this indirect relationship.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Originality/value</jats:title><jats:p>This study provides evidence that the extent to which employee ambidextrous behavior mediates the relationship between guanxi HRM practices and creative performance depends on LMX and social comparison orientation. It represents a promising new direction for the guanxi HRM practices and creative performance literatures.</jats:p></jats:sec> Guanxi HRM practices and employee creative performance Personnel Review |
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10.1108/pr-11-2018-0466 |
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Guanxi HRM practices and employee creative performance |
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Guanxi HRM practices and employee creative performance |
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Guanxi HRM practices and employee creative performance |
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Guanxi HRM practices and employee creative performance |
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Guanxi HRM practices and employee creative performance |
| title_short |
Guanxi HRM practices and employee creative performance |
| title_sort |
guanxi hrm practices and employee creative performance |
| topic |
Organizational Behavior and Human Resource Management Applied Psychology |
| url |
http://dx.doi.org/10.1108/pr-11-2018-0466 |
| publishDate |
2020 |
| physical |
1713-1729 |
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<jats:sec><jats:title content-type="abstract-subheading">Purpose</jats:title><jats:p>The current study examines the relation of guanxi human resource management (HRM) practices with subjective evaluations of creative performance by direct supervisors, as well as conceptualizes the employee ambidextrous behavior as a mediator, and social comparison orientation and leader–member exchange (LMX) as moderators for understanding the relation.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title><jats:p>Survey data were collected from 211 employee–supervisor dyads in China. Hierarchical regression analyses, Preacher and Hayes’ (2008) indirect effects PROCESS macro, and Preacher<jats:italic>et al.</jats:italic>'s (2007) moderated mediation analysis approach were conducted to test the hypothesized relationships.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Findings</jats:title><jats:p>Guanxi HRM practices were negatively associated with employee creative performance, mediated by the employee ambidextrous behavior. The authors also found that social comparison orientation showed a strong moderating effect, such that it amplified the indirect relationship between guanxi HRM practices and employee creative performance via ambidextrous behavior. In contrast, LMX showed a weak moderating effect, such that it attenuated this indirect relationship.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Originality/value</jats:title><jats:p>This study provides evidence that the extent to which employee ambidextrous behavior mediates the relationship between guanxi HRM practices and creative performance depends on LMX and social comparison orientation. It represents a promising new direction for the guanxi HRM practices and creative performance literatures.</jats:p></jats:sec> |
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| author | Yang, Chen, Yang, Fu |
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| description | <jats:sec><jats:title content-type="abstract-subheading">Purpose</jats:title><jats:p>The current study examines the relation of guanxi human resource management (HRM) practices with subjective evaluations of creative performance by direct supervisors, as well as conceptualizes the employee ambidextrous behavior as a mediator, and social comparison orientation and leader–member exchange (LMX) as moderators for understanding the relation.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title><jats:p>Survey data were collected from 211 employee–supervisor dyads in China. Hierarchical regression analyses, Preacher and Hayes’ (2008) indirect effects PROCESS macro, and Preacher<jats:italic>et al.</jats:italic>'s (2007) moderated mediation analysis approach were conducted to test the hypothesized relationships.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Findings</jats:title><jats:p>Guanxi HRM practices were negatively associated with employee creative performance, mediated by the employee ambidextrous behavior. The authors also found that social comparison orientation showed a strong moderating effect, such that it amplified the indirect relationship between guanxi HRM practices and employee creative performance via ambidextrous behavior. In contrast, LMX showed a weak moderating effect, such that it attenuated this indirect relationship.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Originality/value</jats:title><jats:p>This study provides evidence that the extent to which employee ambidextrous behavior mediates the relationship between guanxi HRM practices and creative performance depends on LMX and social comparison orientation. It represents a promising new direction for the guanxi HRM practices and creative performance literatures.</jats:p></jats:sec> |
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| spelling | Yang, Chen Yang, Fu 0048-3486 Emerald Organizational Behavior and Human Resource Management Applied Psychology http://dx.doi.org/10.1108/pr-11-2018-0466 <jats:sec><jats:title content-type="abstract-subheading">Purpose</jats:title><jats:p>The current study examines the relation of guanxi human resource management (HRM) practices with subjective evaluations of creative performance by direct supervisors, as well as conceptualizes the employee ambidextrous behavior as a mediator, and social comparison orientation and leader–member exchange (LMX) as moderators for understanding the relation.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title><jats:p>Survey data were collected from 211 employee–supervisor dyads in China. Hierarchical regression analyses, Preacher and Hayes’ (2008) indirect effects PROCESS macro, and Preacher<jats:italic>et al.</jats:italic>'s (2007) moderated mediation analysis approach were conducted to test the hypothesized relationships.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Findings</jats:title><jats:p>Guanxi HRM practices were negatively associated with employee creative performance, mediated by the employee ambidextrous behavior. The authors also found that social comparison orientation showed a strong moderating effect, such that it amplified the indirect relationship between guanxi HRM practices and employee creative performance via ambidextrous behavior. In contrast, LMX showed a weak moderating effect, such that it attenuated this indirect relationship.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Originality/value</jats:title><jats:p>This study provides evidence that the extent to which employee ambidextrous behavior mediates the relationship between guanxi HRM practices and creative performance depends on LMX and social comparison orientation. It represents a promising new direction for the guanxi HRM practices and creative performance literatures.</jats:p></jats:sec> Guanxi HRM practices and employee creative performance Personnel Review |
| spellingShingle | Yang, Chen, Yang, Fu, Personnel Review, Guanxi HRM practices and employee creative performance, Organizational Behavior and Human Resource Management, Applied Psychology |
| title | Guanxi HRM practices and employee creative performance |
| title_full | Guanxi HRM practices and employee creative performance |
| title_fullStr | Guanxi HRM practices and employee creative performance |
| title_full_unstemmed | Guanxi HRM practices and employee creative performance |
| title_short | Guanxi HRM practices and employee creative performance |
| title_sort | guanxi hrm practices and employee creative performance |
| title_unstemmed | Guanxi HRM practices and employee creative performance |
| topic | Organizational Behavior and Human Resource Management, Applied Psychology |
| url | http://dx.doi.org/10.1108/pr-11-2018-0466 |