The influence of cultural values on knowledge hiding is intangible and fundamental. Different from western culture, “guanxi” is reviewed as complex system elements in the Chinese workplace. The psychology and behavior of knowledge hiding behavior will be branded by Chinese “guanxi” culture. In view of this, this paper obtains 608 questionnaires sample according to normal distribution law and stratified random sampling survey.Based on social exchange theory, optimal distinctiveness theory and conservation of resource theory, this paper empirically examines the internal mechanism of team-member exchange on knowledge hiding from the perspectives of “insiders” and “outsiders”. This process combines perceived insider status and psychological safety, and considers the boundary role of perception of team-member exchange differentiation. The results show that high-quality team member exchange effectively reduces employees’ knowledge hiding in the context of “guanxi” culture. Perceived insider status and psychological safety play an important role between team-member exchange and knowledge hiding. A high perception of team-member exchange differentiation reduces the knowledge hiding behavior by promoting a positive relationship between team-member exchange and perceived insider status. On the one hand, this study provides more robust evidence for the understanding of employees' knowledge hiding under Chinese “guanxi” culture. On the other hand, this study combines the specific culture and its derived organizational context to study the special influence path and mechanism of knowledge hiding, which provides a solid foundation for the future knowledge hiding research and cross-cultural research under the specific cultural context. 

The mechanism of team-member exchange on knowledge hiding under the background of “Guanxi”

Leadership style is considered one of the critical factors in employee engagement with the leader, the organization, and the organization’s success. So far, there have been studies on the relationship between leadership style and employee engagement. However, there has been no research on the relationship between leadership style and the engagement of civil servants in Vietnam’s provincial public sector, which is a gap that needs to be researched. Therefore, this study examines the relationship between three leadership styles, namely transformational leadership, transactional leadership, and laissez-faire leadership concerning engagement to work and performance of public sector employees, and at the same time determines the relationship of leadership styles with demographic variables and with employee engagement in the Vietnamese public sector. The study data were collected from a convenient sample of leaders from the departmental level to the board of directors, and the survey sample was also collected from employees in state agencies who were feedback by answering questionnaires at a time. A total of 325 people, who are leaders and civil servants in the provincial public sector in Vietnam, responded. SPSS statistical software version 26.0 was used to process the data obtained through surveying the opinions of respondents in the leadership style questionnaire and the employee participation questionnaire. The results of the analysis show that leadership styles are closely related to employee engagement. The study also discovered that the level of an employee’s engagement to work depends largely on leadership style. Recommendations are made when a leader practices the right leadership style to increase employee engagement and vice versa.

https://journals.sagepub.com/doi/pdf/10.1177/21582440221094606

Transformational, Transactional, Laissez-faire Leadership Styles and Employee Engagement: Evidence From Vietnam’s Public Sector

PurposeBased on the conservation of resources theory, the authors explore the relationship between humble leadership and employee procrastination by introducing career calling and promotion focus, and constructing a moderated mediation model aiming to reveal the influence of humble leadership on employee procrastination.Design/methodology/approachA total of 217 valid samples were obtained using a two-time point paired questionnaire. The proposed hypotheses were tested using hierarchical regression.FindingsHierarchical regression results indicated that humble leadership had a significant negative effect on employee procrastination. Career calling played a fully mediating role in humble leadership and employee procrastination. Promotion focus not only plays a positive moderating role between humble leadership and career calling but also moderates the mediating role of career calling.Practical implicationsManagers should pay attention to the cultivation of their own character of humility in the process of communicating with their subordinates, increase employees' career calling from various aspects to improve employees’ sense of meaning and value for their work and understand employees' situation for personalized management.Originality/valueThis study reveals for the first time the inhibitory effect of humble leadership on employee procrastination through the conservation of resources theory. This helps in expanding research on the antecedents of procrastination behavior and enriching research on the effects of implementing humble leadership. For this reason, the study contributes to the literature on humble leadership, employee procrastination and the conservation of resources theory.

More humility for leaders, less procrastination for employees: the roles of career calling and promotion focus

Purpose The adverse effects of work-to-family conflict in occupational health fields have been widely concerned. However, we do not yet know whether and how work-to-family conflict affects people’s consumption behavior. This study used identity theory as the conceptual framework to test the hidden link between work-to-family conflict and conspicuous consumption, the possible underlying mechanism of status anxiety, and the boundary condition of work-family centrality. Methods We conducted two quantitative studies to test the hypotheses. Study 1 used a cross-sectional survey (N = 486) to test the relationship between work-to-family conflict and conspicuous consumption and the mechanism of the relationship. Study 2 used a 10-day daily diary survey (Nbetween = 100, Nwithin = 776) to duplicate the results of Study 1 and further test the moderating effect of work-family centrality. Results We found that work-to-family conflict was positively related to conspicuous consumption, and this relationship was mediated by increased status anxiety. Moreover, this mediating effect was more substantial for employees with lower work-family centrality. Conclusion This research is the first to link work-to-family conflict and conspicuous consumption theoretically and empirically. The findings supported identity theory, adding new knowledge to the consequences of work-to-family conflict and contributing to organizations’ prevention and intervention programs on behavioral health issues in work-family conflict.

The Relationship Between Work-to-Family Conflict and Conspicuous Consumption: An Identity Theory Perspective

Relationship between employees' perceived illegitimate tasks and their work procrastination behavior: Role of negative emotions and paternalistic dimensions.

This study aims to explore how transformational leadership affects employee job involvement. Using the cross-sectional survey method, a questionnaire survey was conducted among 205 teachers in 15 universities located in Southern China. Hierarchical regression and bootstrapping technique were combined to test the hypothesis. The results reveal that psychological safety mediates the link between transformational leadership and job involvement. Moreover, the traditionality of university teachers strengthens the effect of psychological safety on job involvement. This study expands job involvement literature by examining the integrative effects of multiple resources, and all resources are aligned to extend the pool of resources owned by university teachers. These findings also bring some enlightenment on how to motivate university teachers to engage actively in their work.

https://journals.sagepub.com/doi/pdf/10.1177/21582440211069967

How Transformational Leadership Motivates Employee Involvement: The Roles of Psychological Safety and Traditionality

Purpose Prior work suggests that responsibility is negatively associated with employee procrastination behavior. Based on the conservation of resources (COR) theory, we suggest this view is oversimplified and propose that procrastination can be induced when employees have congruent job and family responsibilities via the mediating effect of emotional exhaustion. Methods This is a quantitative study of the configurational approach. Survey data were collected from 323 employees at two stages in southern Chinese internet enterprises in September 2020. A randomized cluster sample was used and an anonymous self-assessment questionnaire was distributed to all selected respondents (employees). Samples involved different departments, and the procrastination phenomenon is more significant among them. SPSS20.2 and MPLUS 8.3 software and Response Surface Analysis Strategy were used to test the hypotheses. Results The data analysis results indicated that: a) employee procrastination behavior is higher when employees’ job responsibility and family responsibility are congruent than the incongruent configurations. b) Procrastination is lower when job-family dyads are congruent at high levels of responsibility compared the low levels. c) Procrastination decreases as employees’ job and family responsibilities become more discrepant (ie, incongruent); employees with low job-high family responsibilities procrastinate more than those with high job-low family responsibilities. d) Additionally, employee-experienced emotional exhaustion mediates the relationship in four configurations between job-family responsibilities congruence and procrastination behavior. Conclusion Drawing on the conservation of resources theory, we proposed a model clarifying how varying combinations of job and family responsibilities affect employee procrastination behavior. The results showed that there are significant differences in the impact of different job-family responsibility combinations on employee procrastination behavior. Employee procrastination behavior is higher when employees’ job-family responsibility are congruent than the incongruent configurations. Additionally, employee-experienced emotional exhaustion mediates the relationship in four configurations between job-family responsibilities congruence and procrastination behavior.

Excess and Defect: How Job-Family Responsibilities Congruence Effect the Employee Procrastination Behavior

Abstract This paper examines the efficacy of three supply chain relationship factors: trust, commitment, and relationship specific investment (RSI) in affecting firms’ cooperation, innovation and financial performance, comparing buyers’ and suppliers’ perspectives. A questionnaire survey was conducted in mainland China. Two independent samples with 101 and 108 responses respectively from the Chinese business buyers and suppliers were collected by visiting nine large annual exhibitions. Both samples involved buyer–supplier business relationships across three business markets: textiles, food, and consumer electronics. The data was analysed using structural equation modelling and a two-groups invariance test. The results indicate that the efficacies of trust, commitment, and RSI influencing buyers’ and suppliers’ performance are different. The paths from the relationship factors leading to performance form patterns that differ between buyers and suppliers in the Chinese business context. While trust and RSI are the direct antecedents of buyers’ cooperation performance, commitment is the immediate precursor of suppliers’ cooperation performance. Trust and commitment lead to buyer’s innovation performance directly, while RSI is a direct driver of supplier’ innovation performance. In addition, RSI is not a significant factor for buyers’ financial performance, whereas it will generate financial return for suppliers. Based on these findings, we provide differentiated relationship management suggestions to managers of buying and supplying firms for helping them improve performance in the Chinese business market in particular. For example, trust and commitment are more important relationship factors than RSI for buying firms, while RSI is as significant as trust and commitment for supplying firms. 

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Chen Qian

Papers

How Transformational Leadership Motivates Employee Involvement: The Roles of Psychological Safety and Traditionality

Excess and Defect: How Job-Family Responsibilities Congruence Effect the Employee Procrastination Behavior

Efficacy of supply chain relationships – differences in performance appraisals between buyers and suppliers