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New generation employees’ preferences towards leadership style in China

Author

Listed:
  • Shuang Ren
  • Yuhua Xie
  • Ying Zhu
  • Malcolm Warner

Abstract

The leadership style preferences of China’s ‘new generation’ employees in the workplace are now, more than ever, important issues in the management field. Our theoretical contribution aims to extend the employee involvement and leadership literatures by illustrating the relationships between different styles of leadership preferences from the follower-centric perspective. The findings highlight that Chinese new generation employees’ need for involvement negatively impacts on their preference for directive leadership and positively on their preference for high relationship-oriented leadership (i.e. participative and coaching leadership). Additionally, trust-in-supervisor is found to moderate the relationship between need for involvement and preference for delegating leadership.

Suggested Citation

  • Shuang Ren & Yuhua Xie & Ying Zhu & Malcolm Warner, 2018. "New generation employees’ preferences towards leadership style in China," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(4), pages 437-458, August.
    • Handle: RePEc:taf:apbizr:v:24:y:2018:i:4:p:437-458
    DOI: 10.1080/13602381.2018.1451128
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    References listed on IDEAS

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    1. Malcolm Warner, 2017. "On globalization ‘with Chinese characteristics’?," Asia Pacific Business Review, Taylor & Francis Journals, vol. 23(3), pages 309-316, May.
    2. M. Warner & C. Rowley, 2013. "Demystifying Chinese management: introduction," Asia Pacific Business Review, Taylor & Francis Journals, vol. 19(4), pages 435-443, October.
    3. Wu, Min & Huang, Xu & Li, Chenwei & Liu, Wu, 2012. "Perceived Interactional Justice and Trust-in-supervisor as Mediators for Paternalistic Leadership," Management and Organization Review, Cambridge University Press, vol. 8(1), pages 97-121, March.
    4. C. Rowley & M. Warner, 2013. "Strategic challenges and issues for Chinese managers and management in the global economy: conclusions," Asia Pacific Business Review, Taylor & Francis Journals, vol. 19(4), pages 617-624, October.
    5. Min Wu & Xu Huang & Chenwei Li & Wu Liu, 2012. "Perceived Interactional Justice and Trust-in-supervisor as Mediators for Paternalistic Leadership," Management and Organization Review, The International Association for Chinese Management Research, vol. 8(1), pages 97-121, March.
    6. Wu, Min & Huang, Xu & Li, Chenwei & Liu, Wu, 2012. "Perceived Interactional Justice and Trust-in-supervisor as Mediators for Paternalistic Leadership," Management and Organization Review, Cambridge University Press, vol. 8(01), pages 97-122, March.
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    Cited by:

    1. Marina Anna Schmitz & Fabian Jintae Froese & Anna Katharina Bader, 2018. "Organizational cynicism in multinational corporations in China," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(5), pages 620-637, October.
    2. Ahmet Alkan Çelik & Mert Kılıç & Erkut Altındağ & Volkan Öngel & Ayşe Günsel, 2021. "Does the Reflection of Foci of Commitment in Job Performance Weaken as Generations Get Younger? A Comparison between Gen X and Gen Y Employees," Sustainability, MDPI, vol. 13(16), pages 1-19, August.
    3. Malcolm Warner & Ying Zhu, 2018. "The challenges of managing ‘new generation’ employees in contemporary China: setting the scene," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(4), pages 429-436, August.
    4. Ying Zhu & Malcolm Warner, 2018. "Managing ‘new generation’ employees in China and beyond: summing-up," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(4), pages 578-584, August.
    5. Maximiano Ortiz-Pimentel & Carlos Molina & Guillermo Armando Ronda-Pupo, 2020. "Bibliometric assessment of papers on generations in management and business journals," Scientometrics, Springer;Akadémiai Kiadó, vol. 125(1), pages 445-469, October.

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