Delegation And Employee Work Outcomes: An Examination Of The Cultural Context Of Mediating Processes In China

By Z. Chen, S. Aryee. 2007

525 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/28bd93e96271d6ee6b83dd0c1be6dd4b6682dcd4

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In Communication

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Dispositional antecedents and consequences of workplace ostracism: An empirical examination (2011, background): “…tenure), and supervisor demographic variables (i.e., age, gender, and organizational tenure) were statistically controlled for because of their potential effects on organizational-based self-esteem and job performance (Chen and Aryee, 2007; Ng and Feldman, 2008; Williams and Anderson, 1991).”
Psychological Antecedents of Promotive and Prohibitive Voice: A Two-Wave Examination (2012, methodology): “This scale has been successfully validated and used in the Chinese context (e.g., Chen & Aryee, 2007).”
Comparing Public and Private Sector Employees’ Innovative Behaviour: Understanding the role of job and organizational characteristics, job types, and subsectors (2015, background): “For instance, like Vinding (2003), Chen and Aryee (2007), and Janssen (2000), we find that innovative behaviour is higher for employees with a longer education.”
Empowering leadership and employee creativity: A dual‐mechanism perspective (2018, background): “Employees with high OBSE will be more willing to take on the challenges and engage in more creative behaviours, in keeping with their higher self-perceived competence and capabilities (Chen & Aryee, 2007).”
Reactions to psychological contract breach: a dual perspective (2008, methodology): “Recently, Chen and Aryee (2007) found that traditionality also moderates the relationships between delegation and perceived insider status/organization-based self-esteem, such that the relationships are stronger for individuals with low rather than high levels of traditionality.”
Innovation with Limited Resources: Management Lessons from the German Mittelstand (2018, background): “RG #4: Better understanding the causal relationship between innovation and internationalization RQ #4A: Are there mutual relationships between laser-like niche focus and globalization strategy? How do those two elements of the proposed resource-based model interact with each other? Literature on inn”
Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change (2013, unknown): “All scales, with the exception of the change frequency measure, had been used in other Chinese companies and shown acceptable reliability and validity (cf. Chen & Aryee, 2007; Kirkman, Chen, Farh, Chen, & Lowe, 2009; Liao & Chuang, 2007; Wang, Law, Hackett, Wang, & Chen, 2005 ).”
Empowerment and creativity: A cross-level investigation (2012, unknown): “For example, researchers have found support for the positive effect of transformational leadership (Shin & Zhou, 2003), delegation (Chen & Aryee, 2007), and psychological empowerment (Alge, Ballinger, Tangirala, & Oakley, 2006) on employee creativity.”