Guanxi and Unethical Behavior in the Chinese Workplace: Job Satisfaction As a Mediator

2019 ◽  
Vol 47 (3) ◽  
pp. 1-14
Author(s):  
Ruxin Wu ◽  
Shuyuan Ming ◽  
Fei Huang
Keyword(s):  
Job Satisfaction ◽  
Unethical Behavior ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Significant Negative Correlation ◽  
Work Behavior ◽  
Hierarchical Regression ◽  
The Relationship ◽  
Practical Implications ◽  
Laws And Regulations

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.

Intelligence and job satisfaction in the USA and China

2014 ◽  
Vol 9 (3) ◽  
pp. 232-244 ◽  
Author(s):  
Cassandra Thompson ◽  
Samuel Lane
Keyword(s):  
Job Satisfaction ◽  
Empirical Studies ◽  
Negative Relationship ◽  
Future Research ◽  
Turnover Rates ◽  
Content Type ◽  
The Usa ◽  
Different Cultures ◽  
The Relationship ◽  
Practical Implications

Purpose – This study aims to evaluate both intelligence and job satisfaction of workers in the USA and China. Each topic will be studied individually, first, to determine the relationship between intelligence and job satisfaction. The statistics between China and the USA will then be compared and contrasted to assess how different cultures will affect emotional intelligence and job satisfaction of those in the workforce. Design/methodology/approach – A review of the empirical studies on intelligence and job satisfaction was performed and used to develop a model to guide future research. Findings – There is a negative relationship between intelligence and job satisfaction in the USA, but no studies have been done to compare both constructs cross-culturally. Research limitations/implications – The proposed study can be used to gain an understanding of the relationship between intelligence and job satisfaction across different cultures. Practical implications – The link between job satisfaction and intelligence can be used by employers to determine information about other aspects of their business, such as turnover rates of productive employees. Originality/value – Although there has been some research on the relation between intelligence and job satisfaction, notably by Ganzach (1998), very little has been done across cultures.

scholarly journals Organización del tiempo docente y su relación con la satisfacción laboral: Evidencia para el caso chileno

2017 ◽  
Vol 25 ◽  
pp. 64
Author(s):  
Veronica Cabezas ◽  
María Paz Medeiros ◽  
David Inostroza ◽  
Constanza Gómez ◽  
Vicente Loyola
Keyword(s):  
Job Satisfaction ◽  
Positive Relationship ◽  
Collaborative Work ◽  
Negative Relationship ◽  
Teacher Job Satisfaction ◽  
Key Factors ◽  
Conditional Models ◽  
The Relationship ◽  
Positive Effect ◽  
Actual Teaching

The literature indicates that teachers lack of time to adequately prepare and fulfill their responsibilities, is one of the key factors that negatively influence levels of teacher job satisfaction. Considering a representative sample of teachers in Santiago of Chile (N=950) and using conditional models, this study explores the relationship between teacher job satisfaction that work in subsidized schools, and the time available to these teachers for realizing activities over and above actual teaching hours: contracted non-teaching hours and additional overtime. This study uses a questionnaire that incorporates, in addition to the overtime, information about how teachers use their time, identifying the type of activities they are involved in, and if they are involved individually or as a group. The results indicate that there is a robust positive relationship between the number of contracted non-teaching hours and teacher job satisfaction, and a negative relationship with respect to overtime. Also identified the relevance of being adequately resourced with formal instances to engage in collaborative work for planning and prepare class materials, since it is linked to a positive effect on teacher job satisfaction.

scholarly journals Entrepreneurial Leadership and Creativity in Projects

2022 ◽  
Vol 13 (1) ◽  
pp. 0-0
Keyword(s):  
Positive Relationship ◽  
Mediating Effect ◽  
Work Behavior ◽  
Entrepreneurial Leadership ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

This paper aims to investigate the relationship between entrepreneurial leadership (EL) and creativity in projects. Additionally, the study also examine the mediating effect of innovative work behavior (IWB) and the moderating role of entrepreneurial self-efficacy (ESE). Employing a questionnaire survey, the researcher collected 210 responses. Multiple regression were used to analyze the data. the results of the study demonstrates a positive relationship between EL and creativity in projects. Furthermore, IWB partially mediate the relationship between EL and creativity in projects. the results also suggest that ESE moderates the relationship between EL and IWB. Theoretical and practical implications of the current study were highlighted at the end of the paper.

I can see clearly now

2015 ◽  
Vol 44 (4) ◽  
pp. 611-628 ◽  
Author(s):  
Alexander Newman ◽  
Belinda Allen ◽  
Qing Miao
Keyword(s):  
Ethical Leadership ◽  
Positive Relationship ◽  
Deviant Behavior ◽  
Negative Relationship ◽  
Helping Behavior ◽  
Role Clarity ◽  
Work Behaviors ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose – Although there is growing research on the relationship between ethical leadership and subordinate work behaviors, limited research has examined the boundary conditions under which ethical leadership is more or less effective. The purpose of this paper is to investigate whether subordinate perceptions of role clarity in their job role influence the relationship between ethical leadership and subordinate work behaviors. Drawing on both social exchange and social learning theories, the authors predict that in contexts where subordinates perceive low levels of role clarity, the relationship between ethical leadership behavior and subordinate helping and deviant behaviors will be weaker. Design/methodology/approach – In total, 239 employees in the Chinese public sector completed surveys across three separate time points. Confirmatory factor analysis and hierarchical regression analysis were used to analyze the data. Findings – Analyses provided support for the hypothesized relationships. When subordinates perceived higher levels of role clarity the positive relationship between ethical leadership and helping behavior was stronger, and the negative relationship between ethical leadership and deviant behavior was stronger. Research limitations/implications – As with all research the findings of this study need to be viewed in light of its limitations. First, the use of data from a single set of respondents opens up the possibility of common method bias. Second, given the study used of a sample of public sector employees from one part of China, there would be value in future research examining whether the findings from the present study are generalizable to other industrial and cultural contexts. Practical implications – This research has a number of practical implications. Given that the authors found a significant positive relationship between ethical leadership and helping behavior, and a significant negative relationship between ethical leadership and deviant behavior, it is crucial for organizations to include ethical training as an essential part of leadership development programs. However, the findings also suggest at the same time as facilitating the development of ethical leadership behaviors amongst supervisory employees, it is important for organizations to also provide employees with clarity over what is expected of them in their jobs, and the means they should employ to facilitate goal achievement. Originality/value – This study responds to recent calls for more research to identify factors which may strengthen or mitigate the influence of ethical leadership in the workplace.

scholarly journals How Much You See Is How You Respond: The Curvilinear Relationship Between the Frequency of Observed Unethical Behavior and The Whistleblowing Intention

2020 ◽  
Author(s):  
Muel Kaptein
Keyword(s):  
Unethical Behavior ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Curvilinear Relationship ◽  
The Usa ◽  
The Relationship ◽  
Whistleblowing Intention ◽  
Focus Theory

AbstractThis article uses a sample of 3076 employees working in the USA to examine the relationship between the frequency of unethical behavior that employees observe in their organization and their intention to whistleblow. The results confirm the expected curvilinear relationship based on the Focus Theory of Normative Conduct. This relationship is a combination of a diminishing negative relationship between the frequency of observed unethical behavior and the intention to whistleblow internally and a linear positive relationship between the frequency of observed unethical behavior and the intention to whistleblow externally. The beliefs of employees about how supportive their management is when handling whistleblowing reports moderates the relationship between the frequency of unethical behavior employees observe and their intention to whistleblow.

scholarly journals How Abusive Supervision Affects Employees’ Unethical Behaviors: A Moderated Mediation Examination of Turnover Intentions and Caring Climate

2019 ◽  
Vol 16 (21) ◽  
pp. 4187 ◽  
Author(s):  
Shubo Liu ◽  
Qianlin ZHU ◽  
Feng Wei
Keyword(s):  
Psychological Contract ◽  
Unethical Behavior ◽  
Positive Relationship ◽  
Turnover Intentions ◽  
Abusive Supervision ◽  
Unethical Behaviors ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

Drawing on psychological contract theory, this research contributes to the unethical behavior literature by exploring employees’ turnover intentions as a mediator of the relationship between abusive supervision and employees’ unethical behavior and the moderating role of the caring climate in the relationship between turnover intentions and unethical behavior. The results from a sample of 679 reveal that turnover intentions mediate relationship between abusive supervision and subordinates’ unethical behavior, and caring climate moderates the positive relationship between turnover intentions and subordinates’ unethical behavior. We also find that the indirect effect is moderated by the caring climate. The theoretical and practical implications are discussed.

scholarly journals KEPUASAN KERJA DITINJAU DARI BEBAN KERJA KARYAWAN YANG BERLATARBELAKANG PENDIDIKAN TIDAK SESUAI DENGAN PEKERJAAN

2020 ◽  
Vol 14 (2) ◽  
pp. 71-82
Author(s):  
Zuraida Zuraida
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Significant Negative Correlation ◽  
Educational Background ◽  
Educational Backgrounds ◽  
Analysis Technique ◽  
High Workload ◽  
High Level ◽  
The Relationship

Employees who are placed in positions that are not in accordance with educational backgrounds will experience a high workload so that they will feel dissatisfied at work. This study aims to examine the relationship between job satisfaction in terms of the workload of employees whose educational background is not appropriate for their work. Job satisfaction and workload variables are measured using a scale. The subjects of this study were 50 employees who work not according to educational background, with the determination of the sample based on accidental sampling. The analysis technique used in this research is quantitative analysis using Karl Pearson's product moment with the SPSS version 20 for Windows program. Based on the research results, it is known that job satisfaction has a negative relationship with the workload of employees with educational backgrounds that are not suitable for their work. There is a significant negative correlation (r-0.769 with sig <0.05) between the variable job satisfaction and the workload of employees whose educational background is not in accordance with their work, namely 0.000 and the significance value is below / smaller 0.05, this means that the lower the job satisfaction, then the higher the workload and vice versa, the higher the job satisfaction, the lower the workload. . Job satisfaction has the most low categories with a contribution of 56% and the workload at most has a high level category with a contribution of 58%.

scholarly journals Relationship between Organizational Justice and Counterproductive Work Behaviors

2020 ◽  
Vol 5 (4) ◽  
pp. 206-212
Author(s):  
Nurul Komari ◽  
Sulistiowati Sulistiowati
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Significant Relationship ◽  
Negative Relationship ◽  
Interactional Justice ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
The Relationship

Objective – This study examined the mediating role of job satisfaction (JS) on the relationship of distributive justice (DJ), procedural justice (PJ) and interactional justice (IJ) to counterproductive work behavior (CWB). Methodology/Technique – The respondents of this study were a total of 110 employees of service companies in Indonesia. The data used were primary data collected through questionnaires and processed using Partial Least Squares (PLS) analysis. Findings – The results of this research showed that DJ, PJ, and IJ have a positive and significant relationship with JS. DJ has a positive but insignificant relationship with CWB. However, PJ has a negative but significant relationship with CWB. Meanwhile IJ and JS haves an insignificant negative relationship with CWB. JS insignificantly mediates the relationship between organizational justice (OJ) and CWB. Originality/value - This study provides empirical support for the relationship between DJ, PJ, and IJ on JS and CWB. This study also provides evidence regarding the relationship between direct OJ and JS with counterproductive work behavior. Type of Paper: Empirical. JEL Classification: J60, J61, J69. Keywords: organizational justice, job satisfaction, counterproductive work behaviors. Reference to this paper should be made as follows: Komari, N; Sulistiowati. (2020). Relationship between Organizational Justice and Counterproductive Work Behaviors, J. Mgt. Mkt. Review, 5(4) 206 – 212. https://doi.org/10.35609/jmmr.2020.5.4(2)

How Followers' Unethical Behavior is Triggered by Leader-member Exchange: the Mediating Effect of Job Satisfaction

2013 ◽  
Vol 41 (3) ◽  
pp. 357-366 ◽  
Author(s):  
Songbo Liu ◽  
Xiaoshuang Lin ◽  
Wei Hu
Keyword(s):  
Job Satisfaction ◽  
Unethical Behavior ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Leader Member Exchange ◽  
Positive Outcomes ◽  
Organizational Behaviors ◽  
Member Exchange ◽  
The Relationship ◽  
Chinese Managers

In previous studies (see e.g., Liden, Sparrowe, & Wayne, 1997; Schyns & Croon, 2006; Volmer, Niessen, Spurk, Linz, & Abele, 2011), leader-member exchange (LMX) has been shown to be related to positive outcomes. However, little attention has been paid to the relationship between LMX and negative organizational behaviors such as unethical behavior. In this study we investigated 249 Chinese managers in 4 different finance companies in China, and found that there is a mediating effect of job satisfaction on the negative relationship between LMX and unethical behavior.

Entitlement: friend or foe of work-family conflict?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mary Dana Laird ◽  
James J. Zboja ◽  
Paul Harvey ◽  
Lisa M. Victoravich ◽  
Anupama Narayan
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Psychological Entitlement ◽  
Work Family ◽  
Practical Implications

PurposeGuided by Hobfoll’s (1989) conservation of resources theory, we examined how psychological entitlement moderates the negative relationship between work-family conflict (WFC) and job satisfaction.Design/methodology/approachUsing a sample of 119 accountants from the Midwestern United States, we tested our hypotheses with hierarchical regression analysis.FindingsResults indicate a strong, negative relationship between WFC and job satisfaction for employees low in psychological entitlement, but an insignificant relationship for entitled employees.Practical implicationsThe results suggest that some entitlement may be beneficial to employees when coping with WFC. However, organizations should limit WFC in order to foster their least entitled employees’ job satisfaction.Originality/valueThis is the first study that investigates how psychological entitlement affects employees' reactions to WFC. Not only does it contribute to the growing body of research that examines how this individual difference affects workplace functioning, but it suggests there may be some benefits to entitlement, which largely has been disparaged.

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