Drawing upon social exchange theory, the current study aims to reveal the effects of supervisor–subordinate guanxi on subordinate’s work engagement and job performance, and to explore the moderating role of subordinate’s traditionality. Based on the two-wave survey data of 192 employees, results showed that: (1) guanxi was positively related to subordinate’s work engagement, and enhanced subordinate’s job performance through the indirect effect of work engagement; (2) subordinate’s traditionality moderated the effects of guanxi on work engagement. Specifically, guanxi was positively and significantly associated with work engagement only when subordinate’s traditionality was high rather than low; and (3) a moderated mediation model was supported in that the indirect effect of guanxi on job performance via work engagement was significant only when traditionality was high rather than low. The current study contributes to the literatures of supervisor–subordinate guanxi and traditionality—two constructs that reflect the characteristic of the traditional Chinese values, and also provides guidance for employee management practices under Chinese organizational context.
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