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Favor in exchange for trust? The role of subordinates’ attribution of supervisory favors

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  • Xinhui Jiang
  • Chao Chen
  • Kan Shi

Abstract

Favor exchange is known to be essential for building personal relationships (guanxi) in China. In two studies, we explore the effect of supervisory favors on subordinates’ trust in supervisor; we further explore how subordinates’ attributions of supervisory favors affect trust in supervisor independently and in interaction with supervisory favors. We find evidence that supervisory favors has a positive effect on trust in the supervisor; merit attribution of supervisory favors has a positive effect on trust in the supervisor but personal favor attribution has a negative effect; merit attribution also moderates the effect of supervisory favors such that supervisory favors has a stronger positive effect on trust in the supervisor for subordinates who make higher merit attribution than for those who make lower merit attribution. Theoretical and practical implications are discussed. Copyright Springer Science+Business Media, LLC 2013

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  • Xinhui Jiang & Chao Chen & Kan Shi, 2013. "Favor in exchange for trust? The role of subordinates’ attribution of supervisory favors," Asia Pacific Journal of Management, Springer, vol. 30(2), pages 513-536, June.
    • Handle: RePEc:kap:asiapa:v:30:y:2013:i:2:p:513-536
    DOI: 10.1007/s10490-011-9256-6
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    References listed on IDEAS

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    1. Lynn M. Shore & Jacqueline A-M. Coyle-Shapiro & Xiao-Ping Chen & Lois E. Tetrick, 2009. "Social Exchange in Work Settings: Content, Process, and Mixed Models," Management and Organization Review, The International Association for Chinese Management Research, vol. 5(3), pages 289-302, November.
    2. Jiing-Lih Farh & Anne S. Tsui & Katherine Xin & Bor-Shiuan Cheng, 1998. "The Influence of Relational Demography and Guanxi: The Chinese Case," Organization Science, INFORMS, vol. 9(4), pages 471-488, August.
    3. Michael W. Morris & Joel Podolny & Bilian Ni Sullivan, 2008. "Culture and Coworker Relations: Interpersonal Patterns in American, Chinese, German, and Spanish Divisions of a Global Retail Bank," Organization Science, INFORMS, vol. 19(4), pages 517-532, August.
    4. Wei He & Chao C. Chen & Lihua Zhang, 2004. "Rewards-Allocation Preferences of Chinese Employees in the New Millennium: The Effects of Ownership Reform, Collectivism, and Goal Priority," Organization Science, INFORMS, vol. 15(2), pages 221-231, April.
    5. Chao C. Chen & Ya-Ru Chen & Katherine Xin, 2004. "Guanxi Practices and Trust in Management: A Procedural Justice Perspective," Organization Science, INFORMS, vol. 15(2), pages 200-209, April.
    6. Shore, Lynn M. & Coyle-Shapiro, Jacqueline A-M. & Chen, Xiao-Ping & Tetrick, Lois E., 2009. "Social Exchange in Work Settings: Content, Process, and Mixed Models," Management and Organization Review, Cambridge University Press, vol. 5(03), pages 289-302, November.
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    Cited by:

    1. Gregory Wegmann & Ivan Ruviditch, 2015. "Management in China: Cultural, institutional roots and pragmatism. An inquiry in Shanghai," Working Papers hal-01104551, HAL.
    2. Hongjin Zhu & Yue Pan & Jiaping Qiu & Jinli Xiao, 2022. "Hometown Ties and Favoritism in Chinese Corporations: Evidence from CEO Dismissals and Corporate Social Responsibility," Journal of Business Ethics, Springer, vol. 176(2), pages 283-310, March.
    3. Hongjuan Zhang & Rong Han & Liang Wang & Runhui Lin, 2021. "Social capital in China: a systematic literature review," Asian Business & Management, Palgrave Macmillan, vol. 20(1), pages 32-77, February.
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    5. Hongjuan Zhang & Rong Han & Liang Wang & Runhui Lin, 0. "Social capital in China: a systematic literature review," Asian Business & Management, Palgrave Macmillan, vol. 0, pages 1-46.

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