Delegation and employee work outcome: an examination of the cultural context of mediating processes in China

Zhen Xiong Chen, Samuel Aryee

Research output: Contribution to journalArticle

Abstract

We used cultural self-representation theory to develop a model of the processes linking delegation to work outcomes. We tested this model with data from a sample of 171 subordinate-supervisor dyads from the People's Republic of China. Regression results revealed that organization-based self-esteem and perceived insider status fully mediated the influence of delegation on affective organizational commitment, task performance, and innovative behavior and partially mediated delegation's influence on job satisfaction. Furthermore, traditionality moderated the relationships between delegation and the mediators in such a way that the relationships were stronger for individuals lower rather than higher in traditionality. © Academy of Management Journal.

Original languageEnglish
Pages (from-to)226-238
Number of pages13
JournalAcademy of Management Journal
Volume50
Issue number1
DOIs
Publication statusPublished - Feb 2007

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Personnel
Job satisfaction
Supervisory personnel
Employees
Work outcomes
Cultural context
China
Delegation
Supervisors
Organization-based self-esteem
Insider
Dyads
Task performance
Innovative behavior
Affective organizational commitment
Mediator

Keywords

  • JOB satisfaction
  • SELF-representation
  • EMPLOYEES -- attitudes
  • employee participation
  • work structure
  • work values
  • organisational commitment
  • employee loyalty
  • quality of work life

Cite this

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Delegation and employee work outcome : an examination of the cultural context of mediating processes in China. / Chen, Zhen Xiong; Aryee, Samuel.

In: Academy of Management Journal, Vol. 50, No. 1, 02.2007, p. 226-238.

Research output: Contribution to journalArticle

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