The purpose of this study is to examine the mediation role of harming behavior (HB) in the relationship of guanxi and organizational commitment (OC) by using a moderated mediation model. In addition, this study explores whether malicious envy (ME) can moderate the relationship of OC and guanxi when mediated by HB. Data were collected from 215 employees who had experience working in an organization in the United States. An integrated mediation and moderation model was evaluated. The findings contribute to understanding of the effects of guanxi on OC. Although guanxi relationships between supervisors and subordinates directly promote OC, the high level of ME in response to guanxi relationships among coworkers in the workplace leads to a high level of HBs, reducing OC.
AikenLSWestSG (1991) Multiple Regression: Testing and Interpreting Interactions. Newbury Park, CA: Sage.
2.
BeckerTEBillingsRSEvelethDM, et al. (1996) Foci and bases of employee commitment: implications for job performance. Academy of Management Journal39(2): 464–482.
3.
BianY (2006) Guanxi. In: BeckertJ (eds International Encyclopedia of Economic Sociology. New York: Routledge, pp. 312–314.
4.
BlauP (1964) Exchange and Power in Social Life. New York, NY: John Wiley and Sons.
5.
CacioppoJTGardnerWL (1999) Emotion. Annual Review of Psychology50(1): 191–214.
6.
ChenCCChenXP (2009) Negative externalities of close guanxi within organizations. Asia Pacific Journal of Management26(1): 37–53.
7.
ChenCCChenXPHuangS (2013) Chinese guanxi: an integrative review and new directions for future research. Management and Organization Review9(1): 167–207.
8.
ChenNYTjosvoldD (2007) Guanxi and leader member relationships between American managers and Chinese employees: open-minded dialogue as mediator. Asia Pacific Journal of Management24(2): 171–189.
9.
ChenTWuPLeungK (2011) Individual performance appraisal and appraisee reactions to workgroups: the mediating role of goal interdependence and the moderating role of procedural justice. Personnel Review40(1): 87–105.
10.
ChenXPChenCC (2004) On the intricacies of the Chinese guanxi: a process model of guanxi development. Asia Pacific Journal of Management21(3): 305–324.
11.
ChenYFriedmanRYuE, et al. (2011) Examining the positive and negative effects of guanxi practices: a multi-level analysis of guanxi practices and procedural justice perceptions. Asia Pacific Journal of Management28(4): 715–735.
12.
ChenYFriedmanRYuE, et al. (2009) Supervisor–subordinate guanxi: developing a three-dimensional model and scale. Management and Organization Review5(3): 375–399.
13.
CheungMFWuWP (2011) Participatory management and employee work outcomes: the moderating role of supervisor–subordinate guanxi. Asia Pacific Journal of Human Resources49(3): 344–364.
14.
CheungMFWuWPChanAK, et al. (2009) Supervisor–subordinate guanxi and employee work outcomes: the mediating role of job satisfaction. Journal of Business Ethics88(1): 77–89.
15.
ChongMPPengTKFuPP, et al. (2015) Relational perspectives on leaders’ influence behavior: the mediation of western leader–member exchange and Chinese guanxi. Journal of Cross-Cultural Psychology46(1): 71–87.
16.
ChuaRYMorrisMWIngramP (2009) Guanxi vs networking: distinctive configurations of affect-and cognition-based trust in the networks of Chinese vs American managers. Journal of International Business Studies40(3): 490–508.
17.
Cohen-CharashY (2009) Episodic envy. Journal of Applied Social Psychology39(9): 2128–2173.
18.
Cohen-CharashYMuellerJS (2007) Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy?Journal of Applied Psychology92(3): 666–680.
19.
CropanzanoRMitchellMS (2005) Social exchange theory: an interdisciplinary review. Journal of Management31(6): 874–900.
20.
CrowR (1995) Institutionalized competition and its effects on teamwork. The Journal for Quality and Participation18(3): 46–54.
21.
CrusiusJGonzalezMFLangeJ, et al. (2019) Envy: an adversarial review and comparison of two competing views. Emotion Review12(1): 3–21.
22.
CuddyAJFiskeSTGlickP (2007) The BIAS map: behaviors from intergroup affect and stereotypes. Journal of Personality and Social Psychology92(4): 631–648.
23.
DunlopPDLeeK (2004) Workplace deviance, organizational citizenship behavior, and business unit performance: the bad apples do spoil the whole barrel. Journal of Organizational Behavior25(1): 67–80.
24.
EberlyMBHolleyECJohnsonMD, et al. (2011) Beyond internal and external: a dyadic theory of relational attributions. Academy of Management Review36(4): 731–753.
25.
FarhJLTsuiASXinK, et al. (1998) The influence of relational demography and guanxi: the Chinese case. Organization Science9(4): 471–488.
26.
FestingerL (1954) A theory of social comparison processes. Human Relations7(2): 117–140.
27.
GerstnerCRDayDV (1997) Meta-analytic review of leader–member exchange theory: correlates and construct issues. Journal of Applied Psychology82(6): 827–844.
28.
GuFFHungKTseDK (2008) When does guanxi matter? Issues of capitalization and its dark sides. Journal of Marketing72(4): 12–28.
29.
GuayRPChoiDOhIS, et al. (2016) Why people harm the organization and its members: relationships among personality, organizational commitment, and workplace deviance. Human Performance29(1): 1–15.
30.
HayesAF (2017) Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York: Guilford Publications.
31.
HeiderF (1958) The Psychology of Interpersonal Relations. Hillsdale, NJ: Lawrence Erlbaum Associates.
32.
HeimerCA (2011) Doing your job and helping your friends: universalistic norms and obligations to particular others in networks. In: GodwynMGittellJH (eds) Sociology of Organizations: Structures and Relationships. Thousand Oaks, CA: Sage Publications, pp. 53–59.
33.
HermanHLawrenceSA (2010) Interpersonal work relationships and emotional reactions in teams: a co-worker dyadic analysis. In: Anzam Annual Conference, Adelaide, Australia, 8-10 December.
34.
HongJEngeströmY (2004) Changing principles of communication between Chinese managers and workers: Confucian authority chains and guanxi as social networking. Management Communication Quarterly17(4): 552–585.
35.
HsuWWangA (2007) Downsides of guanxi practices in Chinese organizations. In: 68th Annual Academy of Management Meeting, Philadelphia, PA, August.
36.
HwangKK (1987) Face and favor: the Chinese power game. American Journal of Sociology92(4): 944–974.
37.
JacobsJB (1979) A preliminary model of particularistic ties in Chinese political alliances: Kan-ch’ing and Kuan-hsi in a rural Taiwanese township. The China Quarterly78: 237–273.
38.
JiangZGollanPJBrooksG (2017) Relationships between organizational justice, organizational trust and organizational commitment: a cross-cultural study of China, South Korea and Australia. The International Journal of Human Resource Management28(7): 973–1004.
39.
JordanMHFeildHSArmenakisAA (2002) The relationship of group process variables and team performance: a team-level analysis in a field setting. Small Group Research33(1): 121–150.
40.
LamCKVan der VegtGSWalterF, et al. (2011) Harming high performers: a social comparison perspective on interpersonal harming in work teams. Journal of Applied Psychology96(3): 588–601.
41.
LangeJCrusiusJ (2014) Dispositional envy revisited unraveling the motivational dynamics of benign and malicious envy. Personality and Social Psychology Bulletin42(2): 284–294.
42.
LawKSWongCSWangD, et al. (2000) Effect of supervisor–subordinate guanxi on supervisory decisions in China: an empirical investigation. International Journal of Human Resource Management11(4): 751–765.
43.
LiuXWangXZhaoY, et al. (2020) Solving workplace deviant behavior in construction by leader–member exchange and leader–member guanxi. Journal of Construction Engineering and Management146(6): 04020061.
44.
LuoJDChengMYZhangT (2016) Guanxi circle and organizational citizenship behavior: context of a Chinese workplace. Asia Pacific Journal of Management33(3): 649–671.
45.
MarkusHRKitayamaS (1991) Culture and the self: implications for cognition, emotion, and motivation. Psychological Review98(2): 224–253.
46.
MelwaniSBarsadeSG (2011) Held in contempt: the psychological, interpersonal, and performance consequences of contempt in a work context. Journal of Personality and Social Psychology101(3): 503–520.
47.
MenonTThompsonL (2010) Envy at work. Harvard Business Review88(4): 74–79.
48.
MowdayRTPorterLWSteersRM (1982) Employee—Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York, NY: Academic press.
49.
MowdayRTPorterLWSteersRM (2013) Employee—Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York, NY: Academic press.
50.
MullerDJuddCMYzerbytVY (2005) When moderation is mediated and mediation is moderated. Journal of Personality and Social Psychology89(6): 852–863.
51.
NieDLämsäAM (2015) The leader–member exchange theory in the Chinese context and the ethical challenge of guanxi. Journal of Business Ethics128(4): 851–861.
52.
ParrottWG (1991) The emotional experiences of envy and jealousy. In: SaloveryP (ed) The Psychology of Jealousy and Envy. New York, NY: Guilford Publications, pp. 3–30.
53.
ParrottWGSmithRH (1993) Distinguishing the experiences of envy and jealousy. Journal of Personality and Social Psychology64(6): 906–918.
54.
PodsakoffPMMacKenzieSBLeeJY, et al. (2003) Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology88(5): 879–903.
55.
PreacherKJHayesAF (2008) Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods40(3): 879–891.
QiX (2013) Guanxi, social capital theory and beyond: toward a globalized social science. The British Journal of Sociology64(2): 308–324.
58.
RobinsonSLBennettRJ (1995) A typology of deviant workplace behaviors: a multidimensional scaling study. Academy of Management Journal38(2): 555–572.
59.
SavciMTuranMEGriffithsMD, et al. (2019) Histrionic personality, narcissistic personality, and problematic social media use: testing of a new hypothetical model. International Journal of Mental Health and Addiction1–19.
60.
ScottSGEinsteinWO (2001) Strategic performance appraisal in team-based organizations: one size does not fit all. The Academy of Management Executive15(2): 107–116.
TaiKNarayananJMcAllisterD (2012) Envy as pain: rethinking the nature of envy and its implications for employees and organizations. Academy of Management Review37: 107–129.
63.
TseHHLamCKLawrenceSA, et al. (2013) When my supervisor dislikes you more than me: the effect of dissimilarity in leader–member exchange on coworkers’ interpersonal emotion and perceived help. Journal of Applied Psychology98(6): 974–988.
64.
TurkerD (2009) How corporate social responsibility influences organizational commitment. Journal of Business Ethics89(2): 189–204.
65.
TylerTRLindEA (1992) A relational model of authority in groups. Advances in Experimental Social Psychology25: 115–191.
66.
Van de VenNZeelenbergMPietersR (2009) Leveling up and down: the experiences of benign and malicious envy. Emotion9(3): 419–429.
67.
Van VianenAEShenCTChuangA (2011) Person–organization and person–supervisor fits: employee commitments in a Chinese context. Journal of Organizational Behavior32(6): 906–926.
68.
VandenbergheCBenteinKStinglhamberF (2004) Affective commitment to the organization, supervisor, and work group: antecedents and outcomes. Journal of Vocational Behavior64(1): 47–71.
69.
VecchioR (2005) Explorations in employee envy: feeling envious and feeling envied. Cognition & Emotion19(1): 69–81.
70.
VerhezenP (2008) Guanxi: Networks or nepotism? In: ZsolnaiL (ed) Europe-Asia Dialogue on Business Spirituality, Antwerp. Apeldoorn: Garant, pp. 89–106.
71.
WarrenDEDunfeeTWLiN (2004) Social exchange in China: the double-edged sword of guanxi. Journal of Business Ethics55(4): 353–370.
72.
WeberWGUnterrainerCSchmidBE (2009) The influence of organizational democracy on employees’ socio-moral climate and prosocial behavioral orientations. Journal of Organizational Behavior30(8): 1127–1149.
73.
WeinerB (1985) An attributional theory of achievement motivation and emotion. Psychological Review92(4): 548–573.
74.
WuJBHomPWTetrickLE, et al. (2006) The norm of reciprocity: scale development and validation in the Chinese context. Management and Organization Review2(3): 377–402.
75.
ZhangLDengY (2016) Guanxi with supervisor and counterproductive work behavior: the mediating role of job satisfaction. Journal of Business Ethics134(3): 413–427.
76.
ZhangLDengYWangQ (2014) An exploratory study of Chinese motives for building supervisor–subordinate guanxi. Journal of Business Ethics124(4): 659–675.
