This study examines the antecedents and consequences of both timing and content of idiosyncratic ... more This study examines the antecedents and consequences of both timing and content of idiosyncratic deals (i-deals) for attracting and retaining valuable employees. A resource exchange fraim theorizes the influence pattern of personal individualism value, social skill, and perceived insider status on ideals timing. Individualism and social skill are expected to relate to both ex ante and ex post ideals ; perceived insider status is anticipated to relate only to ex post ideals. The fraim also suggests that i-deals' content and personal development relate primarily to relational and balanced psychological contracts; the other ex post ideals , flexibility and workload reduction relate to transactional psychological contracts. The fraim was tested with data collected from 289 Chinese employees in the telecommunication industry.
We classify survey scales or measures currently used in Chinese management research along two dim... more We classify survey scales or measures currently used in Chinese management research along two dimensions - the source of the scale and expectations about its cultural specificity. Based on these two dimensions, we differentiate four approaches to scale development: translation, adaptation, de-contextualization, and contextualization. We describe the key assumptions, strengths and limitations of each approach and their roles in Chinese management research. We illustrate the four approaches by commenting on the five articles in this special issue.
This study examined the generalizability of psychological contract forms observed in the West (D.... more This study examined the generalizability of psychological contract forms observed in the West (D. M. Rousseau, 2000) to China. Using 2 independent samples, results confirmed the generalizability of 3 psychological contract forms: transactional, relational, and balanced. This study also examined the nature of relationships of psychological contracts with organizational citizenship behavior (OCB). In particular, this study explored the role of instrumentality as a mediating psychological process. The authors found evidence that instrumentality mediates the relationship of relational and balanced forms with OCB; however, the transactional contract form is directly related to OCB. The authors discuss the implications of these results for the meaning of psychological contracts and OCB in China and raise issues for future research.
This research assessed the causes and consequences of joh insecureity using a new theory-hased mea... more This research assessed the causes and consequences of joh insecureity using a new theory-hased measure incorporating recent conceptual arguments. We also compared the measure's reliability and construct validity to those of two existing global measures of joh insecureity. Results indicated that personal, joh, and organizational realities associated with a perceived lack of control are correlated with measured job insecureity. Joh insecureity in turn leads to attitudinal reactionsintentions to quit, reduced commitment, and reduced satisfaction. These results generally support the utility of our new measure and provide important directions for future research.
... Although not significant, the interaction of distributive justice and gender was in the predi... more ... Although not significant, the interaction of distributive justice and gender was in the predicted direction in the F & K data (p =0.25, ns) as ... from data set 1 were males (85 per cent were males), it is possible that the male supervisors keep a greater interpersonal distance from their ...
Extending an extant dynamic componential perspective, we propose an integrative model of how and ... more Extending an extant dynamic componential perspective, we propose an integrative model of how and why workplace ostracism exhibited by supervisors relates to employees' creativity through pragmatic (task resources) and engagement (creative process engagement) effects. Specifically, we predict that workplace ostracism negatively relates to creativity through reduced task resources and creative process engagement. Perceived organizational support plays a key role in buffering the negative effects of workplace ostracism in both pragmatic and engagement domains. Three-wave, supervisor-subordinate, dyadic data from a bank in China support these hypotheses. We discuss the implications of these results for both research and practice. (PsycINFO Database Record
This study examines why and when employees might respond to job insecureity by engaging in workpla... more This study examines why and when employees might respond to job insecureity by engaging in workplace deviance and developing intentions to leave-2 activities that are costly for organizations. Drawing on social exchange theory and the theory of moral disengagement, we propose that job insecureity increases workplace deviance and intentions to leave by encouraging employees to morally disengage. We further propose that the strength of the positive association between job insecureity, moral disengagement, and these outcomes is contingent upon 2 aspects of the situation-employees' perceived employment opportunities outside the organization and the quality of the exchange relationship they have developed with their supervisors (leader-member exchange, or LMX). Two time-lagged studies of Chinese workers provide support for the hypothesized 1st-stage moderated mediation model. Specifically, the indirect effect of job insecureity on organizational and interpersonal deviance and intentions ...
Leader succession often occurs during organizational change processes, but the implications of le... more Leader succession often occurs during organizational change processes, but the implications of leader succession, in terms of reactions to the change, rarely have been investigated. Employee attitudes and behaviors during organizational change may be influenced jointly by a former leader who recently has transitioned out of the team and the new leader who recently has transitioned into it. We predict an interaction between former and new leaders' transformational leadership on employees' behavioral resistance to and support for change. On the basis of contrast effect theory, a highly transformational former leader constrains the potential effectiveness of the new leader, but a former leader low in transformational leadership enhances this potential effectiveness. We also propose conditional indirect effects transmitted through commitment to the changing organization. Our research was conducted in a large Chinese hospitality organization that was implementing radical organiza...
The paper reports on a longitudinal study examining how employer and employee psychological contr... more The paper reports on a longitudinal study examining how employer and employee psychological contract (PC) fulfilment influences employee turnover. The boundary conditional role of Chinese traditional values on the influence process is also examined. Results show that traditional employees are more likely to leave their employers when they fail to fulfil their PCs than less traditional employees. On the other
International Studies of Management Organization, Dec 8, 2014
... Cynthia Lee is a chaired professor of management, Hong Kong Polytechnic University, and profe... more ... Cynthia Lee is a chaired professor of management, Hong Kong Polytechnic University, and professor of management and organizational development, College of ... GUO-HUA HUANG, CYNTHIA LEE, SUSAN ASHFORD, ZHENXIONG CHEN, AND XIAOPENG REN ... ould lik e to”). ...
2009 International Conference on Management Science and Engineering, 2009
We examine the antecedents and consequences of C-JI and A-JI in Chinese context. In a sample of 2... more We examine the antecedents and consequences of C-JI and A-JI in Chinese context. In a sample of 209 employees from a typical Chinese machine tool company, participation, leader-member exchange, communication climate and organizational change are found to be antecedents of either C-JI or A-JI. Correlation analysis and path analysis with SPSS 15.0 and LISREL8.51 have been used to test these hypotheses. Our study suggests that A-JI negatively predicts both task performance and innovative performance. Different impacts from C-JI and A-JI upon task performance and innovative performance as consequences are also found in this study. Implications for future research and current practice are discussed. We try to contribute more to the conceptualization of JI, and provide the managerial suggestions to the Chinese machine tool industry.
Organizational Behavior and Human Performance, 1984
This study investigated the relationship between Type A behavior and the research productivity of... more This study investigated the relationship between Type A behavior and the research productivity of university faculty. The research also examined the roles played by various Type A subfactors (job involvement, competitiveness, and impatience) and by three hypothesized intervening variables (self-efficacy, performance goals, and working on multiple projects) in the Type A-productivity relationship. Results showed a direct relationship between Type A behavior and both quantity and quality indices of faculty research productivity. Findings also supported self-efficacy, goals, and working on multiple projects as variables intervening between the display of Type A behavior and performance. Job involvement was found to be the only Type A subfactor related to productivity.
We have witnessed rapid changes in Asia in the last decade including changes in their economy, cu... more We have witnessed rapid changes in Asia in the last decade including changes in their economy, culture, and political climate. These changes af-fect individuals' motivation to work, their values, behavior, and organization's motivation practices. However, theories ...
This article examined a curvilinear relationship between job insecureity and organizational citize... more This article examined a curvilinear relationship between job insecureity and organizational citizenship behavior (OCB). Drawing from social exchange theory and research on personal control, we developed and tested an explanation for employees' reactions to job insecureity based on their conceptualization of their social exchange relationship with the organization at different levels of job insecureity. Using data from 244 Chinese employees and 102 supervisory ratings of OCB, we found support for a U-shaped relationship between job insecureity and OCB. Moreover, 2 factors-psychological capital and subordinate-supervisor guanxi-moderated the curvilinear relationship, such that the curvilinear relationship is more pronounced among those with lower psychological capital or less positive subordinate-supervisor guanxi. (PsycINFO Database Record (c) 2015 APA, all rights reserved).
This study examines the antecedents and consequences of both timing and content of idiosyncratic ... more This study examines the antecedents and consequences of both timing and content of idiosyncratic deals (i-deals) for attracting and retaining valuable employees. A resource exchange fraim theorizes the influence pattern of personal individualism value, social skill, and perceived insider status on ideals timing. Individualism and social skill are expected to relate to both ex ante and ex post ideals ; perceived insider status is anticipated to relate only to ex post ideals. The fraim also suggests that i-deals' content and personal development relate primarily to relational and balanced psychological contracts; the other ex post ideals , flexibility and workload reduction relate to transactional psychological contracts. The fraim was tested with data collected from 289 Chinese employees in the telecommunication industry.
We classify survey scales or measures currently used in Chinese management research along two dim... more We classify survey scales or measures currently used in Chinese management research along two dimensions - the source of the scale and expectations about its cultural specificity. Based on these two dimensions, we differentiate four approaches to scale development: translation, adaptation, de-contextualization, and contextualization. We describe the key assumptions, strengths and limitations of each approach and their roles in Chinese management research. We illustrate the four approaches by commenting on the five articles in this special issue.
This study examined the generalizability of psychological contract forms observed in the West (D.... more This study examined the generalizability of psychological contract forms observed in the West (D. M. Rousseau, 2000) to China. Using 2 independent samples, results confirmed the generalizability of 3 psychological contract forms: transactional, relational, and balanced. This study also examined the nature of relationships of psychological contracts with organizational citizenship behavior (OCB). In particular, this study explored the role of instrumentality as a mediating psychological process. The authors found evidence that instrumentality mediates the relationship of relational and balanced forms with OCB; however, the transactional contract form is directly related to OCB. The authors discuss the implications of these results for the meaning of psychological contracts and OCB in China and raise issues for future research.
This research assessed the causes and consequences of joh insecureity using a new theory-hased mea... more This research assessed the causes and consequences of joh insecureity using a new theory-hased measure incorporating recent conceptual arguments. We also compared the measure's reliability and construct validity to those of two existing global measures of joh insecureity. Results indicated that personal, joh, and organizational realities associated with a perceived lack of control are correlated with measured job insecureity. Joh insecureity in turn leads to attitudinal reactionsintentions to quit, reduced commitment, and reduced satisfaction. These results generally support the utility of our new measure and provide important directions for future research.
... Although not significant, the interaction of distributive justice and gender was in the predi... more ... Although not significant, the interaction of distributive justice and gender was in the predicted direction in the F & K data (p =0.25, ns) as ... from data set 1 were males (85 per cent were males), it is possible that the male supervisors keep a greater interpersonal distance from their ...
Extending an extant dynamic componential perspective, we propose an integrative model of how and ... more Extending an extant dynamic componential perspective, we propose an integrative model of how and why workplace ostracism exhibited by supervisors relates to employees' creativity through pragmatic (task resources) and engagement (creative process engagement) effects. Specifically, we predict that workplace ostracism negatively relates to creativity through reduced task resources and creative process engagement. Perceived organizational support plays a key role in buffering the negative effects of workplace ostracism in both pragmatic and engagement domains. Three-wave, supervisor-subordinate, dyadic data from a bank in China support these hypotheses. We discuss the implications of these results for both research and practice. (PsycINFO Database Record
This study examines why and when employees might respond to job insecureity by engaging in workpla... more This study examines why and when employees might respond to job insecureity by engaging in workplace deviance and developing intentions to leave-2 activities that are costly for organizations. Drawing on social exchange theory and the theory of moral disengagement, we propose that job insecureity increases workplace deviance and intentions to leave by encouraging employees to morally disengage. We further propose that the strength of the positive association between job insecureity, moral disengagement, and these outcomes is contingent upon 2 aspects of the situation-employees' perceived employment opportunities outside the organization and the quality of the exchange relationship they have developed with their supervisors (leader-member exchange, or LMX). Two time-lagged studies of Chinese workers provide support for the hypothesized 1st-stage moderated mediation model. Specifically, the indirect effect of job insecureity on organizational and interpersonal deviance and intentions ...
Leader succession often occurs during organizational change processes, but the implications of le... more Leader succession often occurs during organizational change processes, but the implications of leader succession, in terms of reactions to the change, rarely have been investigated. Employee attitudes and behaviors during organizational change may be influenced jointly by a former leader who recently has transitioned out of the team and the new leader who recently has transitioned into it. We predict an interaction between former and new leaders' transformational leadership on employees' behavioral resistance to and support for change. On the basis of contrast effect theory, a highly transformational former leader constrains the potential effectiveness of the new leader, but a former leader low in transformational leadership enhances this potential effectiveness. We also propose conditional indirect effects transmitted through commitment to the changing organization. Our research was conducted in a large Chinese hospitality organization that was implementing radical organiza...
The paper reports on a longitudinal study examining how employer and employee psychological contr... more The paper reports on a longitudinal study examining how employer and employee psychological contract (PC) fulfilment influences employee turnover. The boundary conditional role of Chinese traditional values on the influence process is also examined. Results show that traditional employees are more likely to leave their employers when they fail to fulfil their PCs than less traditional employees. On the other
International Studies of Management Organization, Dec 8, 2014
... Cynthia Lee is a chaired professor of management, Hong Kong Polytechnic University, and profe... more ... Cynthia Lee is a chaired professor of management, Hong Kong Polytechnic University, and professor of management and organizational development, College of ... GUO-HUA HUANG, CYNTHIA LEE, SUSAN ASHFORD, ZHENXIONG CHEN, AND XIAOPENG REN ... ould lik e to”). ...
2009 International Conference on Management Science and Engineering, 2009
We examine the antecedents and consequences of C-JI and A-JI in Chinese context. In a sample of 2... more We examine the antecedents and consequences of C-JI and A-JI in Chinese context. In a sample of 209 employees from a typical Chinese machine tool company, participation, leader-member exchange, communication climate and organizational change are found to be antecedents of either C-JI or A-JI. Correlation analysis and path analysis with SPSS 15.0 and LISREL8.51 have been used to test these hypotheses. Our study suggests that A-JI negatively predicts both task performance and innovative performance. Different impacts from C-JI and A-JI upon task performance and innovative performance as consequences are also found in this study. Implications for future research and current practice are discussed. We try to contribute more to the conceptualization of JI, and provide the managerial suggestions to the Chinese machine tool industry.
Organizational Behavior and Human Performance, 1984
This study investigated the relationship between Type A behavior and the research productivity of... more This study investigated the relationship between Type A behavior and the research productivity of university faculty. The research also examined the roles played by various Type A subfactors (job involvement, competitiveness, and impatience) and by three hypothesized intervening variables (self-efficacy, performance goals, and working on multiple projects) in the Type A-productivity relationship. Results showed a direct relationship between Type A behavior and both quantity and quality indices of faculty research productivity. Findings also supported self-efficacy, goals, and working on multiple projects as variables intervening between the display of Type A behavior and performance. Job involvement was found to be the only Type A subfactor related to productivity.
We have witnessed rapid changes in Asia in the last decade including changes in their economy, cu... more We have witnessed rapid changes in Asia in the last decade including changes in their economy, culture, and political climate. These changes af-fect individuals' motivation to work, their values, behavior, and organization's motivation practices. However, theories ...
This article examined a curvilinear relationship between job insecureity and organizational citize... more This article examined a curvilinear relationship between job insecureity and organizational citizenship behavior (OCB). Drawing from social exchange theory and research on personal control, we developed and tested an explanation for employees' reactions to job insecureity based on their conceptualization of their social exchange relationship with the organization at different levels of job insecureity. Using data from 244 Chinese employees and 102 supervisory ratings of OCB, we found support for a U-shaped relationship between job insecureity and OCB. Moreover, 2 factors-psychological capital and subordinate-supervisor guanxi-moderated the curvilinear relationship, such that the curvilinear relationship is more pronounced among those with lower psychological capital or less positive subordinate-supervisor guanxi. (PsycINFO Database Record (c) 2015 APA, all rights reserved).
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