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Article
Publication date: 23 August 2021

Yishuai Yin, Jinyun Duan, Tingxi Wang and Xuhui Jiao

Drawing on a costs-benefit analysis perspective, the purpose of this paper is to investigate the relationship between managerial openness and employee voice and its boundary…

Abstract

Purpose

Drawing on a costs-benefit analysis perspective, the purpose of this paper is to investigate the relationship between managerial openness and employee voice and its boundary conditions.

Design/methodology/approach

This study collected three waves of data by surveying 326 pairs of employees and their supervisors. The hypotheses were tested by using Hayes’s (2018) SPSS macro application with a bootstrap approach to obtain confidence intervals.

Findings

Managerial openness facilitates employee voice by decreasing perceived voice costs. Felt obligation positively moderates the direct as well as the indirect relationship between perceived voice costs and employee voice.

Originality/value

This study uncovers the alternative mechanism underlying the relationship between managerial openness and employee voice as well as the boundary condition of this relationship.

Details

Chinese Management Studies, vol. 16 no. 5
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 4 September 2020

Jinyun Duan, Zhaojun Guo and Chad Brinsfield

This study draws on uncertainty management theory to advance our understanding of the relationship between leader integrity and employee voice.

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Abstract

Purpose

This study draws on uncertainty management theory to advance our understanding of the relationship between leader integrity and employee voice.

Design/methodology/approach

The authors collected data in China by surveying 274 supervisor-subordinate dyads at two different points in time. In addition to the direct relationship between leader integrity and employee voice, they also examined the moderating effect of leader consultation and the mediating effect of perceived risk of voice.

Findings

The authors found that leader integrity had a positive effect on employee voice, and perceived risk of voice mediated this relationship. They also found that leader consultation moderated the relationship between leader integrity and employee voice, as well as moderating the mediating role of perceived risk of voice.

Originality/value

Although prior research has examined the relationship between leadership and voice, it has not clearly explicated the effects of leader integrity on voice. In addition, the findings of this study regarding the moderating role of leader consultation, and the mediating role of perceived risk of voice, offer novel insights regarding the nature of the relationship between leader integrity and employee voice.

Details

Leadership & Organization Development Journal, vol. 41 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 11 February 2021

Jinyun Duan, Dilin Yao, Yue Xu and Linhan Yu

Although domestic research on Chinese management is emerging, a suitable domestic theory is still needed to support and explain Chinese management practice. Given that, this paper…

Abstract

Purpose

Although domestic research on Chinese management is emerging, a suitable domestic theory is still needed to support and explain Chinese management practice. Given that, this paper aims to extract ideas of cultivation from Confucianism and propose a theoretical framework of self-cultivation with a purpose to provide new explanations for domestic (nondomestic as well) management practice.

Design/methodology/approach

Drawing from pre-Qin cultivation discourse and management practice, this paper develops a theoretical framework of self-cultivation and discusses its implications.

Findings

This paper argues that self-cultivation emphasizes self-consciousness, initiative and selflessness. It also includes self-reflection, self-discipline, self-study and self-improvement, as well as self-dedication, all of which reflect the ideal realm of “self-cultivation.” This “realm” refers to the process of pursuing an ideal personality and high moral standards.

Originality/value

This paper contributes to the literature by identifying various potential applications of self-cultivation theory to domestic research on organizational behavior in China.

Details

Chinese Management Studies, vol. 16 no. 1
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 28 December 2023

Jinyun Duan, Xiaotian Wang, Ye Liu and Lifeng Han

Integrating the pathway model of meaningful work and the intrinsic motivation principle of creativity, the authors investigate why, when and how paternalistic leadership relates…

Abstract

Purpose

Integrating the pathway model of meaningful work and the intrinsic motivation principle of creativity, the authors investigate why, when and how paternalistic leadership relates to employee creativity in the Chinese organizational context. The authors suggest that the meaning of work (MOW) mediates the relationship between paternalistic leadership and employee creativity. The authors further identify perspective taking as a moderator in the mediated relationship for the path from MOW to creativity.

Design/methodology/approach

The authors relied on a sample of 340 employee-supervisor dyads collected from multiple organizations located in Eastern China to test the study hypotheses.

Findings

Results indicated that MOW mediated the positive relationships between the benevolence and morality dimensions of paternalistic leadership and employee creativity, and the negative relationship between the authoritarianism dimension of paternalistic leadership and employee creativity. Further, the indirect relationships between the three dimensions of paternalistic leadership (i.e. authoritarianism, benevolence and morality) and employee creativity through MOW were more pronounced when perspective taking was higher rather than lower.

Originality/value

Through a meaning-based perspective, the authors demonstrate that a culture-specific managerial philosophy (i.e. paternalistic leadership) shapes Chinese employees' perceptions of meaningful work and their subsequent creative performance. This paper complements the dominant focus on Western leadership in the creativity literature and denotes that paternalistic leadership matters for employee creativity in Chinese organizations.

Details

Leadership & Organization Development Journal, vol. 45 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 9 October 2019

Jinyun Duan, Émilie Lapointe, Yue Xu and Sarah Brooks

The purpose of this paper is to understand better why employees voice. Drawing on social information processing theory and insights derived from the literature on power, the…

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Abstract

Purpose

The purpose of this paper is to understand better why employees voice. Drawing on social information processing theory and insights derived from the literature on power, the authors suggest that leader–member exchange (LMX) fosters voice by reducing the perceived risk of voicing. The authors further contend that high perceived leader power will strengthen this mediated relationship.

Design/methodology/approach

The authors relied on a sample of 265 employee-supervisor dyads collected from Chinese organizations to test the study hypotheses.

Findings

Results indicated that perceived risk of voicing significantly mediated the positive LMX–voice behavior relationship. In addition, perceived leader power strengthened the effect of LMX on voice behavior via perceived risk of voicing. The relationship of LMX to perceived risk of voicing was more negative, and the indirect effect of LMX on voice behavior was more positive when employees perceived that leader power was high.

Practical implications

Organizations seeking to promote voice behaviors should support leaders to develop high-quality relationships with employees. Organizations should also ensure that leaders are sufficiently empowered to fulfill their roles, and ensure that employees are aware of their leaders’ influence.

Originality/value

Findings suggest that, in the context of high quality leader–member relationships, employees’ perceptions of their leaders’ power may help to overcome barriers associated with speaking up. Thus, this study helps explain the conditions that encourage employees to voice.

Details

Journal of Managerial Psychology, vol. 34 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 15 November 2018

Jinyun Duan, Macy Wong and Yumeng Yue

Research examining the effect of helping on outcomes related to helpers has gained some mixed results. The purpose of this paper is to reconcile such inconsistency by…

2178

Abstract

Purpose

Research examining the effect of helping on outcomes related to helpers has gained some mixed results. The purpose of this paper is to reconcile such inconsistency by understanding the multi-dimensional nature of helping behavior.

Design/methodology/approach

The authors first develop a helping behavior scale that differentiates between the proactive and reactive form of helping. Furthermore, the authors also examined whether these two forms of helping are differently related to employees’ well-being. Data were collected from 448 employees and their immediate supervisors working in different organizations in the South Jiangsu province, in which the authors examined the main relationship and also explored the mediating effect of meaningfulness.

Findings

Results provided corroborating evidence that helping behavior was a multi-dimensional construct, consisting of proactive and reactive dimensions. Furthermore, the authors are also able to support discriminatory validity between these two dimensions by showing that they are differently related to employees’ well-being.

Practical implications

This paper contributes to management practice by specifying the benefits and detriments of different kinds of helping behaviors.

Originality/value

The findings of this study do not only provide ideas to explain contradictions in the effect of helping behaviors on helpers themselves, but also deepens scholars’ knowledge and understanding toward helping behavior.

Details

Career Development International, vol. 24 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 7 December 2019

The study was intended to find out if there was a difference between reactive and proactive helping in terms of developing wellbeing.

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Abstract

Purpose

The study was intended to find out if there was a difference between reactive and proactive helping in terms of developing wellbeing.

Design/methodology/approach

There were two studies. Study One involved doing interviews with employees in Chinese businesses, then creating a scale that was used to test a series of hypotheses in Study Two.

Findings

The results showed that proactive helping behavior has a significantly positive effect on employees’ well-being. But the coefficients of reactive helping behavior toward work well-being were not significant. Finally, the results showed the significant effect of meaningfulness as a mediator for employees’ wellbeing for both proactive and reactive helping.

Originality/value

The authors felt their research had practical implications for both employees and managers. Specifically, their insights into the nature of different forms of helping could help them manage their careers. Many previous research papers have shown that those who help others are more likely to have successful careers. But the paper suggests that employees who help proactively may gain much more benefit than those helping reactively.

Details

Human Resource Management International Digest , vol. 28 no. 1
Type: Research Article
ISSN: 0967-0734

Keywords

1 – 7 of 7