Hostname: page-component-cd9895bd7-8ctnn Total loading time: 0 Render date: 2024-12-25T06:07:39.720Z Has data issue: false hasContentIssue false
  • English
  • Français

How personal-life inclusion affects Chinese turnover intention? A moderated mediation model of work interference with family and perceived family demands

Published online by Cambridge University Press:  20 June 2018

Han Ren  and
Weizheng Chen
Han Ren*
Affiliation:
Business School, Sichuan University, Chengdu, China
Weizheng Chen
Affiliation:
Business School, Sichuan University, Chengdu, China
*
Corresponding author: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

While an increasing number of studies focus on the positive effects of Chinese supervisor–subordinate guanxi on its focal parties, little research has examined in what situations guanxi may instead cause negative impacts on these individuals. Drawing on conservation of resources theory, the objectives of this study is to identify how the culturally remarkable aspect of supervisor–subordinate guanxi – personal-life inclusion – may cause ‘burden’ for Chinese employees and to reveal the moderated mediation mechanism between personal-life inclusion and turnover intention by examining the mediating role of work interference with family and the moderating effect of perceived family demands. Data were collected from 182 Chinese employees. The results indicate that personal-life inclusion is positively correlated with turnover intention and work interference with family mediates this relationship. Perceived family demands serves as a moderator on the mediated relationship between personal-life inclusion, work interference with family, and turnover intention. We discuss the theoretical and managerial implications of our findings.

Keywords

personal-life inclusionturnover intentionwork interference with familyperceived family demandsconservation of resources theory
Type
Research Article
Information
Journal of Management & Organization , Volume 27 , Issue 1 , January 2021 , pp. 22 - 40
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2018

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.Google Scholar
Bian, Y. (2006). Guanxi. In J. Beckert & M. Zafirovski (Eds.), International encyclopedia of economic sociology (pp. 312–314). New York: Routledge.Google Scholar
Boamah, S. A., & Laschinger, H. (2016). The influence of areas of worklife fit and work-life interference on burnout and turnover intentions among new graduate nurses. Journal of Nursing Management, 24(2), E164–E174.CrossRefGoogle ScholarPubMed
Bond, M. H., & Hwang, K. K. (1986). The social psychology of Chinese people. In M. H. Bond (Ed.), The psychology of the Chinese people (pp. 213–266). Hong Kong: Oxford University Press.Google Scholar
Brunetto, Y., Farrwharton, R., Ramsay, S., & Shacklock, K. (2010). Supervisor relationships and perceptions of work–family conflict. Asia Pacific Journal of Human Resources, 48(2), 212–232.CrossRefGoogle Scholar
Brunetto, Y., Farrwharton, R., Ramsay, S., & Shacklock, K. (2012). Supervisor relationships and perceptions of work‐family conflict. Asia Pacific Journal of Human Resources, 48(2), 212–232.CrossRefGoogle Scholar
Bu, N., & Roy, J. P. (2008). Chinese managers’ career success networks: The impact of key tie characteristics on structure and interaction practice. International Journal of Human Resource Management, 19(6), 1088–1107.CrossRefGoogle Scholar
Camman, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan organizational assessment questionnaire. Ann Arbor, MI: University of Michigan (unpublished).Google Scholar
Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work–family conflict. Journal of Vocational Behavior, 56(2), 249–276.CrossRefGoogle Scholar
Chang, M. L. (2014). The individual and congruence effects of core self-evaluation on supervisor–subordinate guanxi and job satisfaction. Journal of Management & Organization, 20(5), 624–647.CrossRefGoogle Scholar
Chen, C. C., Chen, X. P., & Huang, S. (2013). Chinese guanxi: An integrative review and new directions for future research. Management and Organization Review, 9(1), 167–207.CrossRefGoogle Scholar
Chen, N. Y., & Tjosvold, D. (2007). Guanxi and leader member relationships between American managers and Chinese employees: Open-minded dialogue as mediator. Asia Pacific Journal of Management, 24(2), 171–189.CrossRefGoogle Scholar
Chen, X. P., & Chen, C. C. (2004). On the intricacies of the Chinese guanxi: A process model of guanxi development. Asia Pacific Journal of Management, 21(3), 305–324.CrossRefGoogle Scholar
Chen, Y., Friedman, R., Yu, E., Fang, W., & Lu, X. (2009). Supervisor-subordinate guanxi: Developing a three-dimensional model and scale. Management and Organization Review, 5(3), 375–399.CrossRefGoogle Scholar
Cheng, J. W., Chiu, W. L., & Tzeng, G. H. (2013). Do impression management tactics and/or supervisor-subordinate guanxi matter? Knowledge-Based Systems, 40, 123–133.CrossRefGoogle Scholar
Choi, J., & Chen, C. C. (2006). Gender differences in perceived work demands, family demands, and life stress among married Chinese employees. Management and Organization Review, 2(2), 209–229.CrossRefGoogle Scholar
Cohen, J., & Cohen, P. (1983). Applied multiple regression/correlation analysis for the behavioral sciences. Hillsdale, NJ: Erlbaum.Google Scholar
Cohen, S., & Wills, T. A. (1985). Stress, social support, and the buffering hypothesis. Psychological Bulletin, 98(2), 310–357.CrossRefGoogle ScholarPubMed
Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange integrating the past with an eye toward the future. Journal of Management, 38(6), 1715–1759.CrossRefGoogle Scholar
Emerson, R. M. (1962). Power-dependence relations. American Sociological Review, 27(1), 31–41.CrossRefGoogle Scholar
Emerson, R. M. (1976). Social exchange theory. Annual Review of Sociology, 2(7), 335–362.CrossRefGoogle Scholar
Farh, J. L., Tsui, A. S., Xin, K., & Cheng, B. S. (1998). The influence of relational demography and guanxi: The Chinese case. Organization Science, 9(4), 471–487.CrossRefGoogle Scholar
Fiske, A. P. (1992). The four elementary forms of sociality: Framework for a unified theory of social relations. Psychological Review, 99(4), 689–723.CrossRefGoogle ScholarPubMed
Fox, M. L., Dwyer, D. J., & Ganster, D. C. (1993). Effects of stressful job demands and control on physiological and attitudinal outcomes in a hospital setting. Academy of Management Journal, 36(2), 289–318.Google ScholarPubMed
Frone, M. R., Russell, M., & Cooper, M. L. (1992). Antecedents and outcomes of work-family conflict: Testing a model of the work-family interface. Journal of Applied Psychology, 77(1), 65–78.CrossRefGoogle Scholar
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76–88.CrossRefGoogle Scholar
Halbesleben, J. R., Harvey, J., & Bolino, M. C. (2009). Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. Journal of Applied Psychology, 94(6), 1452–1465.CrossRefGoogle ScholarPubMed
Han, Y., Peng, Z. L., & Zhu, Y. (2012). Supervisor-subordinate guanxi and trust in supervisor: A qualitative inquiry in the People’s Republic of China. Journal of Business Ethics, 108(3), 313–324.CrossRefGoogle Scholar
Hayes, A. F. (2013). A simple test of moderated mediation. Manuscript submitted for publication. Retrieved May 7, 2013, from http://www.afhayes.com/.Google Scholar
Hobfoll, S. E. (1989). Conservation of resources. A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524.CrossRefGoogle ScholarPubMed
Hobfoll, S. E., & Freedy, J. (1993). Conservation of resources: A general stress theory applied to burnout. In W. B. Schaufeli, C. Maslach & T. Marek (Eds.), Professional burnout: Recent developments in theory and research (pp. 115–134). Washington, DC: Taylor & Francis.Google Scholar
Hong, C. H., Zhu, D. S., & White, L. P. (2013). Colleague guanxi intensity: Scale development and validation. Journal of Management & Organization, 19(6), 756–778.CrossRefGoogle Scholar
Hwang, K. K. (1987). Face and favor: The Chinese power game. American Journal of Sociology, 92(4), 944–974.CrossRefGoogle Scholar
Hwang, K. K. (2009). Confucian relationalism: Cultural reflection and theoretical construction. Beijing: Beijing University Press. (in Chinese).Google Scholar
Jiang, H., Cannella, A., & Jiao, L. G. J. (2013). Inward–outward guanxi contagion and employees’ responses to managerial Guanxi practices. Journal of Management & Organization, 19(5), 613–634.CrossRefGoogle Scholar
Jiang, J. Y., Law, K. S., & Sun, J. M. (2014). Leader–member relationship and burnout: The moderating role of leader integrity. Management and Organization Review, 10(2), 223–247.Google Scholar
Jiang, X., Chen, C. C., & Shi, K. (2013). Favor in exchange for trust? The role of subordinates’ attribution of supervisory favors. Asia Pacific Journal of Management, 30(2), 513–536.CrossRefGoogle Scholar
Kailasapathy, P., & Jayakody, J. A. S. K. (2017). Does leadership matter? Leadership styles, family supportive supervisor behavior and work interference with family conflict. The International Journal of Human Resource Management, https://doi.org10.1080/09585192.2016.1276091.Google Scholar
Karasek, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly, 24(2), 285–308.CrossRefGoogle Scholar
King, A. Y. (1991). Kuan-hsi and network building: A sociological interpretation. Daedalus, 120(2), 63–84.Google Scholar
Lam, C. F., Liang, J., Ashford, S. J., & Lee, C. (2015). Job insecurity and organizational citizenship behavior: Exploring curvilinear and moderated relationships. Journal of Applied Psychology, 100(2), 499–510.CrossRefGoogle ScholarPubMed
Law, K. S., Wong, C. S., Wang, D., & Wang, L. (2000). Effect of supervisor-subordinate guanxi on supervisory decisions in China: An empirical investigation. International Journal of Human Resource Management, 11(4), 751–765.CrossRefGoogle Scholar
Leung, K., Su, S., & Morris, M. W. (2001). When is criticism not constructive? The roles of fairness perceptions and dispositional attributions in employee acceptance of critical supervisory feedback. Human Relations, 54(9), 1155–1187.CrossRefGoogle Scholar
Li, A., Mccauley, K. D., & Shaffer, J. A. (2017). The influence of leadership behavior on employee work-family outcomes: A review and research agenda. Human Resource Management Review, 27(3), 458–472.CrossRefGoogle Scholar
Litano, M. L., Major, D. A., Landers, R. N., Streets, V. N., & Bass, B. I. (2016). A meta-analytic investigation of the relationship between leader-member exchange and work-family experiences. Leadership Quarterly, 27(5), 802–817.CrossRefGoogle Scholar
Liu, J., & Wang, W. (2011). Employee behaviors, supervisor-subordinate guanxi, and workplace exclusion. International Conference on Management and Service Science (MASS). 12–14 August, IEEE, Wuhan, China, pp. 1–5.CrossRefGoogle Scholar
Lu, C., Wang, B., Siu, O., Lu, L., & Du, D. (2015). Work-home interference and work values in greater China. Journal of Managerial Psychology, 30(7), 801–814.CrossRefGoogle Scholar
Luk, D. M., & Shaffer, M. A. (2005). Work and family domain stressors and support: Within- and cross-domain influences on work–family conflict. Journal of Occupational and Organizational Psychology, 78(4), 489–508.CrossRefGoogle Scholar
Major, D. A., Fletcher, T. D., Davis, D. D., & Germano, L. M. (2008). The influence of work-family culture and workplace relations on work interference with family: A multilevel model. Journal of Organizational Behavior, 29(7), 881–897.CrossRefGoogle Scholar
Major, V. S., Klein, K. J., & Ehrhart, M. G. (2002). Work time, work interference with family, and psychological distress. Journal of Applied Psychology, 87(3), 427–436.CrossRefGoogle ScholarPubMed
Mathieu, C., Fabi, B., Lacoursière, R., & Raymond, L. (2016). The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover. Journal of Management & Organization, 22(1), 1–17.CrossRefGoogle Scholar
Netemeyer, R. G., Boles, J. S., & Mcmurrian, R. (1996). Development and validation of work-family conflict and family-work conflict scales. Journal of Applied Psychology, 81(4), 400–410.CrossRefGoogle Scholar
Podsakoff, P. M., Mackenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.CrossRefGoogle ScholarPubMed
Porter, S., & Ayman, R. (2010). Work flexibility as a mediator of the relationship between work–family conflict and intention to quit. Journal of Management & Organization, 16(3), 411–424.CrossRefGoogle Scholar
Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42(1), 185–227.CrossRefGoogle ScholarPubMed
Riley, D., & Eckenrode, J. (1986). Social ties: Subgroup differences in costs and benefits. Journal of Personality and Social Psychology, 51(4), 770–778.CrossRefGoogle ScholarPubMed
Samad, A., Reaburn, P., & Milia, L. D. (2015). The contribution of job strain, social support and working hours in explaining work–family conflict. Asia Pacific Journal of Human Resources, 53(3), 281–295.CrossRefGoogle Scholar
Shih, C. T., & Lin, C. C. T. (2014). From good friends to good soldiers: A psychological contract perspective. Asia Pacific Journal of Management, 31(1), 309–326.CrossRefGoogle Scholar
Skinner, N., & Pocock, B. (2008). Work-life conflict: Is work time or work overload more important? Asia Pacific Journal of Human Resources, 46(3), 303–315.CrossRefGoogle Scholar
Smith, P. B., Wasti, S. A., Grigoryan, L., Achoui, M., Bedford, O., Budhwar, P., Lebedeva, N., Leong, C. H., & Torres, C. (2014). Are guanxi-type supervisor- subordinate relationships culture-general? An eight-nation test of measurement invariance. Journal of Cross-Cultural Psychology, 45, 921–938.CrossRefGoogle Scholar
Spector, P. E., Allen, T. D., Poelmans, S. A. Y., et al. (2007). Cross-national differences in relationships of work demands, job satisfaction, and turnover intentions with work–family conflict. Personnel Psychology, 60(4), 805–835.CrossRefGoogle Scholar
Straub, C., Beham, B., & Islam, G. (2017). Crossing boundaries: Integrative effects of supervision, gender and boundary control on work engagement and work-to-family positive spillover. International Journal of Human Resource Management, https://doi.org10.1080/09585192.2017.1340324.Google Scholar
Stride, C. B., Gardner, S., Catley, N., & Thomas, F. (2015). Mplus code for the mediation, moderation, and moderated mediation model templates from Andrew Hayes’ PROCESS analysis examples. Retrieved December 27, 2016, from http://www.figureitout.org.uk.Google Scholar
Ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface: The work-home resources model. American Psychologist, 67(7), 545–556.CrossRefGoogle ScholarPubMed
Wang, H. F., & Jia, S. H. (2009). A study of the relationship among entrepreneur’s work-family conflict, coping strategies and entrepreneurial performance. Hangzhou: Zhejiang University (in Chinese).Google Scholar
Weber, M. (1930). Protestant ethic and the spirit of capitalism. Winchester, MA: Allen and Unwin.Google Scholar
Wei, L. Q., Liu, J., Chen, Y. Y., & Wu, L. Z. (2010). Political skill, supervisor-subordinate guanxi and career prospects in Chinese firms. Journal of Management Studies, 47(3), 437–454.CrossRefGoogle Scholar
Wong, Y. T., Ngo, H. Y., & Wong, C. S. (2003). Antecedents and outcomes of employees’ trust in Chinese joint ventures. Asia Pacific Journal of Management, 20(4), 481–499.CrossRefGoogle Scholar
Wong, Y. T., Wong, S. H., & Wong, Y. W. (2010). A study of subordinate-supervisor guanxi in Chinese joint ventures. International Journal of Human Resource Management, 21(12), 2142–2155.CrossRefGoogle Scholar
Wright, P., Szeto, W. F., & Cheng, L. T. W. (2002). Guanxi and professional conduct in China: A management development perspective. International Journal of Human Resource Management, 13(1), 156–182.CrossRefGoogle Scholar
Xiao, Y., & Fang, L. C. (2012). Work–life balance in China? Social policy, employer strategy and individual coping mechanisms. Asia Pacific Journal of Human Resources, 50(1), 6–22.CrossRefGoogle Scholar
Xie, J. L., & Johns, G. (1995). Job scope and stress: Can job scope be too high? Academy of Management Journal, 38(5), 1288–1309.CrossRefGoogle Scholar
Yang, C. F. (1988). Familialism and development: An examination of the role of family in contemporary China Mainland, Hong Kong, and Taiwan. In D. Sinha & H.S.R. Kao (Eds.), Social values and development: Asian perspectives (pp. 93–123). Thousand Oaks, CA: Sage.Google Scholar
Yang, K. S. (1992). Chinese social orientation: A social dynamic perspective. In K.S. Yang & A.P. Yu (Eds.), Chinese psychology and behavior-theory and methodology (pp. 87–142). Taipei: Kui Kwan Publishing. (in Chinese).Google Scholar
Yang, N., Chen, C. C., & Zou, Y. (2000). Sources of work-family conflict: A Sino-U.S. comparison of the effects of work and family demands. Academy of Management Journal, 43(1), 113–123.Google Scholar
Yu, K. (2016). Better and worse: A dual-process model of the relationship between core self-evaluation and work-family conflict. Frontiers in Psychology, 7, 1–9.CrossRefGoogle ScholarPubMed
Zhang, X., Li, N., & Harris, T. B. (2015). Putting non-work ties to work: The case of guanxi in supervisor-subordinate relationships. The Leadership Quarterly, 26(1), 37–54.CrossRefGoogle Scholar