Abstract
Drawing on the relational perspective and self-consistency theory, we theorize how relationships involving work-centric, off-work-centric, and/or personal components can affect an employee's organization-based self-esteem and job performance in Chinese organizational contexts. Matched data were collected from a multi-source sample that included 219 employee-supervisor dyads from a Chinese bank. Results based on hierarchical regression analyses reveal that a high-quality relationship with a supervisor through work and off-work domains (leader-member exchange and guanxi) is positively related to organization-based self-esteem. Organization-based self-esteem plays a mediating role in the relationship between guanxi and job performance. Additionally, career mentoring from a supervisor (a work-centric relationship involving personal components) moderates the relationship between organization-based self-esteem and job performance.
Original language | English |
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Pages (from-to) | 1018-1040 |
Number of pages | 23 |
Journal | Journal of Management Studies |
Volume | 50 |
Issue number | 6 |
DOIs | |
Publication status | Published - Sept 2013 |