Supervisor–Subordinate Guanxi: Developing a Three-Dimensional Model and Scale

By Ying Chen, R. Friedman, Enhai Yu, Weihua Fang, Xinping Lu. Management and Organization Review, 2009

217 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/8332d580fdec139d21e94a23287606a161f5ac63

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. Peixu He
2. Hongdan Zhao
3. Xiaoyu Guan
4. S. Frenkel
5. Christophe Estay
6. Zhenglong Peng

In Social Psychology

1. Hongdan Zhao
2. Xiaoyu Guan
3. S. Frenkel
4. Zhenglong Peng

Citations in the corpus

• How and When Compulsory Citizenship Behavior Leads to Employee Silence: A Moderated Mediation Model Based on Moral Disengagement and Supervisor–Subordinate Guanxi Views (2017, background): “2000), is the most critical workplace guanxi in China (Chen et al. 2009).”
• Examining the positive and negative effects of guanxi practices: A multi-level analysis of guanxi practices and procedural justice perceptions (2011, unknown): “Because LMX and guanxi are conceptually related (Chen et al., 2009) we wanted to control for LMX to ensure that what we were measuring with our guanxi measure was not really LMX. LMX and guanxi practices are related in that both include some level of social exchange between supervisor and…”
• Explaining supervisor–subordinate guanxi and subordinate performance through a conservation of resources lens (2019, methodology): “…previous studies have emphasized the affective function of SSG, suggesting that SSG enhances employees’ positive emotions, including trust in their supervisor (Han et al., 2012), attachment to their supervisor (Chen et al., 2009), and job satisfaction (Cheung et al., 2009; Zhang and Deng, 2016).”