Siding in a Workplace Dispute in China: The Impact of Legitimacy, Sanction, and Guanxi
Huadong Yang1; Evert Van de Vliert1; Kan Shi2
2005
发表期刊International Journal of Cross Cultural Management
文章类型Aritcle
卷号5期号:3页码:329-347
产权排序2
摘要Employees in the role of outsider can be faced with a dispute between colleagues. Taking sides is a crucially important, yet neglected tactic in handling disputes. In a study of 226 Chinese employees, we investigated the influence of employees' moral and expedient orientations on their siding intentions in a workplace dispute characterized by different distributions of legitimacy, negative sanctions and guanxi. Results indicate that legitimacy information leads moral-oriented employees to side with a legitimacy party whereas sanction information leads expedient-oriented employees to side with a sanction party. However, the Chinese employees also take guanxiinto account. Guanxias contrasting information decreased both the extent to which the strong-moral, weak-expedient-oriented Chinese employees sided with a legitimacy party, and the extent to which weak-moral, strong-expedient-oriented employees sided with a sanction party. Implications of these results for developing a universal theory of siding are discussed.
关键词expedient orientation guanxi moral orientation outsiders siding
学科领域文化心理学
收录类别SSCI
语种英语
文献类型期刊论文
条目标识符http://ir.psych.ac.cn/handle/311026/14271
专题中国科学院心理研究所回溯数据库(1956-2010)
作者单位1.University of Groningen, The Netherlands
2.Chinese Academy of Sciences, Beijing, China
推荐引用方式
GB/T 7714
Huadong Yang,Evert Van de Vliert,Kan Shi. Siding in a Workplace Dispute in China: The Impact of Legitimacy, Sanction, and Guanxi[J]. International Journal of Cross Cultural Management,2005,5(3):329-347.
APA Huadong Yang,Evert Van de Vliert,&Kan Shi.(2005).Siding in a Workplace Dispute in China: The Impact of Legitimacy, Sanction, and Guanxi.International Journal of Cross Cultural Management,5(3),329-347.
MLA Huadong Yang,et al."Siding in a Workplace Dispute in China: The Impact of Legitimacy, Sanction, and Guanxi".International Journal of Cross Cultural Management 5.3(2005):329-347.
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