Guanxi and leader member relationships between American managers and Chinese employees: open-minded dialogue as mediator
By N. Chen, Dean Tjosvold. 2007
185 citations recorded by the source corpus.
Subfields: Communication, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/0109e7cee4aa4a6e5acf0f6e512219edcc84e9eb
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In Communication
In Organizational Behavior and Human Resource Management
Citations in the corpus
- The Curvilinear Relationship between Work Passion and Organizational Citizenship Behavior (2014, unknown): “In-group members are known to receive greater respect and care; rewards will be likely awarded to ‘‘close’’ individuals (Chen and Tjosvold, 2007).”
- Explaining supervisor–subordinate guanxi and subordinate performance through a conservation of resources lens (2019, background): “Previous studies suggest that SSG improves supervisory decisions (Law et al., 2000), contributes to constructive controversy (Chen and Tjosvold, 2007), enables participatory management (Cheung et al., 2009), facilitates subordinates’ career prospects (Wei et al., 2010), and increases job…”
- Examining the positive and negative effects of guanxi practices: A multi-level analysis of guanxi practices and procedural justice perceptions (2011, unknown): “Previous studies have shown that the presence of researchers in the data collection process can increase response rates ( Chen & Tjosvold, 2007 ).”