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dc.contributor.authorXing, Yijun
dc.contributor.authorLiu, Yipeng
dc.contributor.authorTarba, Shlomo
dc.contributor.authorWood, Geoffrey
dc.date.accessioned2021-02-15T23:29:52Z
dc.date.available2021-02-15T23:29:52Z
dc.date.issued2020
dc.identifier.issn0958-5192
dc.identifier.doi10.1080/09585192.2015.1137619
dc.identifier.urihttp://hdl.handle.net/10072/402175
dc.description.abstractGuanxi is a key construct in Chinese management and organization scholarship, and has been widely treated as a relational concept. However, it is necessary to gain a nuanced and contextualized understanding of Guanxi to examine its cultural antecedents by resorting to traditional Chinese cultures. We draw upon the emerging literature on ambidexterity and HRM to examine Guanxi in the context of superior–subordinate relationship and conceptualize ambidextrous Guanxi as possessing two orientations: relational and merit-based. To investigate ambidextrous Guanxi in the context of superior–subordinate relationship, we perform in-depth, qualitative narrative interviews with managers in Chinese state-owned enterprises. Our results reveal three dimensions: loyalty, dependence upon supervisor and work priority by which ambidextrous Guanxi enables, facilitates and accommodates the tension between individual career advancement and commitment to the organization. From a cultural inquiry perspective, we argue that Confucianism and Legalism, as cultural antecedents of ambidextrous Guanxi, shed light on its contemporary managerial implications. Our findings suggest that Guanxi can be considered as a strategic HR asset and enhance performance outcomes both at the individual level (career advancement) and the organizational level (commitment to the rganization).
dc.description.peerreviewedYes
dc.languageEnglish
dc.publisherRoutledge: Taylor & Francis Group
dc.relation.ispartofpagefrom203
dc.relation.ispartofpageto231
dc.relation.ispartofissue2
dc.relation.ispartofjournalThe International Journal of Human Resource Management
dc.relation.ispartofvolume31
dc.subject.fieldofresearchMarketing
dc.subject.fieldofresearchPolicy and administration
dc.subject.fieldofresearchBusiness systems in context
dc.subject.fieldofresearchHuman resources and industrial relations
dc.subject.fieldofresearchStrategy, management and organisational behaviour
dc.subject.fieldofresearchcode3506
dc.subject.fieldofresearchcode4407
dc.subject.fieldofresearchcode3503
dc.subject.fieldofresearchcode3505
dc.subject.fieldofresearchcode3507
dc.subject.keywordsSocial Sciences
dc.subject.keywordsManagement
dc.subject.keywordsBusiness & Economics
dc.subject.keywordsAmbidexterity
dc.subject.keywordscareer
dc.titleA cultural inquiry into ambidexterity in supervisor-subordinate relationship
dc.typeJournal article
dc.type.descriptionC1 - Articles
dcterms.bibliographicCitationXing, Y; Liu, Y; Tarba, S; Wood, G, A cultural inquiry into ambidexterity in supervisor-subordinate relationship, The International Journal of Human Resource Management, 2020, 31 (2), pp. 203-231
dc.date.updated2021-02-15T23:20:45Z
dc.description.versionAccepted Manuscript (AM)
gro.rights.copyrightThis is an Author's Accepted Manuscript of an article published in the International Journal of Human Resource Management, 31 (2), pp. 203-231, 16 Mar 2016, copyright Taylor & Francis, available online at: https://doi.org/10.1080/09585192.2015.1137619
gro.hasfulltextFull Text
gro.griffith.authorWood, Geoffery


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