Publication Type
Journal Article
Version
acceptedVersion
Publication Date
2-2015
Abstract
While subordinates' commitment to the supervisor is highly desirable, the routes to achieve this might vary in different cultures. Drawing on the theories of leader–member exchange (LMX) and cultural logic, this study posits different interaction effects for subordinates' perceived supervisor integrity and support on commitment to the supervisor in cultures with different expectations of personal integrity. The results indicate that an additive effect can be observed for American subordinates: perceived supervisor support increases commitment to the supervisor to a greater extent when a high degree of supervisor integrity is also perceived. In contrast, a compensatory effect can be observed for Chinese subordinates: perceived supervisor support increases commitment to the supervisor more when a lower degree of supervisor integrity is perceived. Our findings shed light on cultural differences in the psychological mechanisms of employees' relationship with their supervisors. Theoretical and practical implications for the effectiveness of Asian leadership are discussed.
Keywords
Commitment to the supervisor, Perceived supervisor integrity, Perceived supervisor support, LMX, Chinese and American employees
Discipline
Industrial and Organizational Psychology | Multicultural Psychology
Research Areas
Psychology
Publication
Leadership Quarterly
Volume
26
Issue
1
First Page
81
Last Page
97
ISSN
1048-9843
Identifier
10.1016/j.leaqua.2014.08.002
Publisher
Elsevier
Citation
CHENG, Chi-Ying, JIANG, Ding-Yu, CHENG, Bor-Shiuan, RILEY, Jean H., & JEN, Chin-Kang.(2015). When do subordinates commit to their supervisors? Different effects of perceived supervisor integrity and support on Chinese and American employees. Leadership Quarterly, 26(1), 81-97.
Available at: https://ink.library.smu.edu.sg/soss_research/1539
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Additional URL
https://doi.org/10.1016/j.leaqua.2014.08.002