The Moderating Effects of Situation Factors on the Relationship Between Chinese Cultural Values and Consumers’ Complaint Behaviour in the Restaurant Setting

2007 ◽  
pp. 143-166
Author(s):  
Simone C. L. Cheng ◽  
Oliver H. M. Yau
Keyword(s):  
Cultural Values ◽  
Moderating Effects ◽  
Chinese Cultural Values ◽  
The Relationship

Empirical Study of Trust in Chinese Organizations: Joint Venture versus State-Owned Enterprise

2015 ◽  
Vol 23 (02) ◽  
pp. 139-166 ◽  
Author(s):  
Tingting He ◽  
Paul R. Jackson
Keyword(s):  
Cultural Values ◽  
Chinese Culture ◽  
Joint Venture ◽  
Interpersonal Trust ◽  
Entrepreneurship Research ◽  
Individual Level ◽  
State Owned Enterprise ◽  
Chinese Cultural Values ◽  
Dispositional Trust ◽  
The Relationship

Culture offers an important setting for entrepreneurship to grow, and trust is critical for entrepreneurship to thrive. In recent years, there has been debate whether Chinese culture facilitates or hinders entrepreneurship; there has also been a call for empirical investigation of trust in entrepreneurship research. Our paper investigates the relationship between Chinese cultural values and two kinds of trust, in two different enterprises as two subcultures in China. The two kinds of trust are dispositional trust and interpersonal trust; and the two enterprises are a joint venture and a state-owned enterprise. We composed questionnaire from established work about trust and cultural values, ran survey research on 226 employees in the two organizations in China, and analyzed the survey data by descriptive statistics, factor analysis, correlations, and MANOVA. We found that dispositional trust and interpersonal trust are different at individual level; Chinese cultural values correlate significantly with both dispositional trust and interpersonal trust, and positively correlate to both kinds of trust. Employees in the state-owned enterprise held higher level of Chinese cultural values but had lower level of interpersonal trust, which suggests potential problems in its management. Our study is one of the recent studies that separately measure dispositional trust and interpersonal trust, and our findings across two different types of organizations have practical implications for entrepreneurship research in China. Our study is also one of the recent studies that find Chinese cultural values may benefit trust in enterprises, although some earlier studies suggested the opposite.

Moderating effects of networks on the relationship between acculturation and entrepreneurial skills development: Evidence from Africans trained in China

2020 ◽  
Vol 20 (3) ◽  
pp. 301-328
Author(s):  
Alexis Abodohoui ◽  
Charles Fahinde ◽  
Radjabu Mayuto ◽  
Zhan Su
Keyword(s):  
Cultural Values ◽  
Chinese Culture ◽  
Psychological Adaptation ◽  
Skills Development ◽  
Business Networks ◽  
Moderating Effects ◽  
Entrepreneurial Skills ◽  
Negative Effect ◽  
The Impact ◽  
The Relationship

With the growing number of Africans living in China for education and business engagements, it is timely and relevant to study how they are influenced by Chinese cultural values. Applying the theory of acculturation, this article analyses the influence of Chinese culture on the entrepreneurial skills of Africans trained in China. Several reports in the existing literature suggest that adaptation can lead to improved performance and creativity. We extend this to include both social and business networks as moderating factors. Using a survey of 378 African returnees from China, we found out that sociocultural and academic adaptations influence entrepreneurial skills development positively, whereas psychological adaptation has a negative effect. In terms of moderating effects, networking seems to have a negative effect on the relationship between academic adaptation and entrepreneurial skills development. However, it does not significantly moderate the impact of psychological and sociocultural adaptations on entrepreneurial skills development.

scholarly journals Employee Deviance as By-product of Psychological Contract: The Moderating Effects of Power Distance among Employees in Insurance Companies in Nigeria

2020 ◽  
pp. 44-54
Author(s):  
Chukwuemeka N. Etodike ◽  
Chiamaka O. Joe-Akunne ◽  
Ijeoma M. Obibuba
Keyword(s):  
Cultural Values ◽  
Psychological Contract ◽  
Power Distance ◽  
Insurance Companies ◽  
Moderating Effects ◽  
Deviant Behaviour ◽  
Employee Deviance ◽  
Beta Coefficient ◽  
Psychological Contract Violations ◽  
The Relationship

Employees have expectations from their organizations; whether they are written, contractual, or not, these expectations have an equally employee outcome such as employee deviance. Indices indicate that employee deviance is on the increase especially in the organized private sector; thus, this study evaluated employee deviance as by-product of psychological contract and power distance among a sample of employees (289) from insurance organizations in Nigeria with an average age of 34.50 years and standard deviation of 3.50. The study sought to ascertain the relationship between psychological contract and employee deviance and whether perceptions of power distance moderated this relationship. Psychological contract inventory (PCI), Power distance scale adapted from CVSCALE Five-dimensional scale of individual cultural values and Workplace deviant behaviour scale were utilized for data collection.  The result of data analysis indicated that the adjusted R2 for step 1 is .24 at F(42.06) p < .01. In the second model, the adjusted R2 is .26 and R change is .002.  This R change was significant at F (33.76), df = 285 p < .01. The Beta coefficient for model 2 shows that psychological contract significantly and negatively predicted employee deviant behaviours at Beta value, thus, the first hypothesis was confirmed at β = -.68, p < .01. Similarly, power distance significantly and positively predicted employee deviant behaviour at β coefficient value of .34, p < .01, thus, the second hypothesis was also confirmed. Also, the third hypothesis where power distance moderated the relationship between psychological contract and employee deviant behaviour was confirmed at β =.27, p < .01. The study concludes that organizations whose interests do not account for the expectations of their employees are at risk of higher levels of employees’ deviance either as byproduct of psychological contract violations or as a retaliatory behaviour.

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