Delegation and employee work outcomes: An examination of the cultural context of mediating processes in China
Delegation and employee work outcomes: An examination of the cultural context of mediating processes in China
复制标题
DOI：
10.5465/amj.2007.24162389
复制
发表时间：
2007-02-01
影响因子：
10.5
通讯作者：
Aryee, Samuel
中科院分区：
文献类型：
--
作者：
Chen, Zhen Xiong;Aryee, Samuel
我们使用文化自我表征理论来开发一个模型的过程中连接授权的工作成果。我们用来自中华人民共和国的171个下属-主管二人组样本的数据对这个模型进行了检验。回归结果表明，组织自尊和内部人地位完全中介授权对情感性组织承诺、任务绩效和创新行为的影响，部分中介授权对工作满意度的影响。此外，传统性缓和了代表团和调解员之间的关系，这种关系对传统性较低的人来说比对传统性较高的人来说更强。
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.