Perceived Interactional Justice and Trust-in-supervisor as Mediators for Paternalistic Leadership

By Min Wu, Xu Huang, Chenwei Li, Wu Liu. Management and Organization Review, 2012

208 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/7c64e286871ef1dc63a9f74626ac14e6ecb3fe5e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. Diana Boer
2. Simon C. H. Chan

In Organizational Behavior and Human Resource Management

1. L. Chou
2. Haiyang Liu
3. Xiao-ping Chen
4. Satoshi Akutsu
5. Diana Boer
6. Zheng Wang
7. J. Sun
8. Min-Ping Huang

Citations in the corpus

• Paternalistic Leadership in Four East Asian Societies (2014, background): “…has flourished recently (Aycan, 2006; Chan et al., 2012; C. C. Chen & Farh, 2010; X. P. Chen et al., 2011; Cheng et al., 2004; Pellegrini & Scandura, 2008; M. Wu et al., 2012), the dissemination and character of paternalistic leadership has not been directly compared across East Asian nations.”
• We have emotions but can’t show them! Authoritarian leadership, emotion suppression climate, and team performance (2020, background): “Authoritarian leadership has especially thrived in large power distance contexts in which superiors have much more power than subordinates (e.g. Chan et al., 2013; Chen et al., 2014; Wu et al., 2012b).”