Jiing-Lih Farh

• Hong Kong University of Science and Technology

Leaders may engage in abusive behaviors due to impulsive or strategic drives, but it is unclear whether impulsive and strategic abuse can be differentiated and if they have distinct outcomes. The current research, framed by self-regulation theory, represents an effort to differentiate impulsive and strategic drives of leaders’ abusive behaviors and...

Drawing on the notion that felt obligation is an important motivation variable that drives employees’ behavior, this study examines how leaders can evoke felt obligation in followers and to what extent such obligation can subsequently promote follower voice behavior. Using data from 384 Chinese employees and their 130 managers, we find that followe...

In a sample of 522 police officers and staff in an English police force, we investigated the role of authoritarian leadership in reducing the levels of employee ethical voice (i.e., employees discussing and speaking out opinions against unethical issues in the workplace). Drawing upon uncertainty management theory, we found that authoritarian leade...

Although we know that individuals who tend to reveal their true selves to others at work are better performers, little is known about why this is the case or in which workplace environments this trait will be most helpful. In the present study, we leveraged self-verification theory to better understand the internal and interpersonal effects that se...

Unethical behavior in organizations has attracted much attention among researchers, yet we know little about when and why unethical behavior conducted by leaders that is intended to benefit the organization—or leader unethical pro-organizational behavior (UPB)—might translate into employee unethical behavior. Drawing on a social-learning-of-princip...

Employee voice is thought to result from a cognitive calculus of costs and benefits. However, it is not known whether and when employees speak up in contexts where the costs and benefits of voice are not readily assessed. The purpose of this research is to answer this question by exploring the impact of employees’ perceived organizational politics...

Transformational leadership (TL) enhances follower Organizational Citizenship Behavior (OCB) as mediated by leader-member exchange (LMX). However, the strength of the positive associations among TL, LMX and OCB is subject to significant variability. Accordingly, we draw on several theories (self-identity, role congruency, self-concept, and social e...

In three studies we examined the relationship between free will beliefs and job satisfaction over time and across cultures. Study 1 examined 252 Taiwanese real-estate agents over a three-months period. Study 2 examined job satisfaction for 137 American workers on an online labor market over a six-months period. Study 3 extended to a large sample of...

Drawing upon moral disengagement and social learning theoretical perspectives, we proposed that leaders’ unethical behaviors that are intended to benefit organizations (leader UPB) reflect leader moral disengagement practices which are modeled by employees, especially among those with high power distance orientations; employee moral disengagement,...

We theorized and tested the relationship of personal value systems with unethical attitudes and behavior. Results from three studies using 16 diverse multi-national samples (N= 107,087) demonstrated the complexity of motivations underlying unethicality. Across contexts and cultures, for attitudes (Study 1 meta-analysis) and behaviors in the lab (St...

Although international experience has been proposed as an important factor contributing to the development of cultural intelligence (CQ), its effect on CQ has often been assumed. Through a contact hypothesis framework, this study advances our understanding of CQ. It examines the process through which CQ changes occur against the backdrop of interna...

Since the late Chinese leader Deng Xiaoping’s “reform and open policy” started in 1978, China’s economy has been growing rapidly and today is the second largest economy in the world. In the globalization age, China s economy has become more integrated and increasingly interdependent with the rest of the world. In this historical transformative mome...

Adopting the theoretical framework of social exchange, the authors used the two dominant Confucian values—hierarchy and relationalism—to theorize the mediating role of affective trust in the relationship between paternalistic leadership and employee in-role and extra-role performance in the Chinese organizational context. Data from 601 supervisor–s...

In response to the calls to advance the study of behavioral ethics beyond the traditional cognitive perspective, the current paper introduces a goal orientation theory on behavioral ethics. Specifically, we investigate how learning and avoidance goal orientations influence ethical choices and examine the generalizability of the results in different...

Computer-based simulation games have been shown to be instructional effective in terms of knowledge improvement, self-efficacy, and retention (Sitzmann, 2011). Most of the extant research has been conducted in educational settings using student samples. ¡§Can computer based simulation games enhance employee job performance in the corporate world?¡¨...

Integrating theories of proactive motivation, team innovation climate, and motivation in teams, we developed and tested a multilevel model of motivators of innovative performance in teams. Analyses of multisource data from 428 members of 95 research and development (R&D) teams across 33 Chinese firms indicated that team-level support for innovation...

Drawing upon social identity and status characteristic theories, we examine the reactions of vertical dyad members to shared dialect group identity in Taiwan. Supervisors and subordinates in 179 vertical dyads independently reported their dialect group identity and their perceptions of leader–member exchange (LMX) and self-disclosure. Results indic...

The present study demonstrates how three psychological antecedents (psychological safety, felt obligation for constructive change, and organization-based self-esteem) uniquely, differentially, and interactively predict supervisory reports of promotive and prohibitive "voice" behavior. Using a two-wave panel design, we collected data from a sample o...

Perceived organizational support (POS) has received a lot of research attention since it was introduced into the organizational behavioral research in 1986. The extant research has shown that POS is a major driver of employee motivation, performance, and organizational commitment. However, relatively fewer studies were conducted to identify the ant...

China has been steadily integrating into the world economy, exerting as well as receiving influence over these last few decades. There have been abundant writings on leadership, government, and management in Chinese social, philosophical, and political classics. Chinese leadership theory and empirical research has taken leaps and bounds over this s...

We examined the antecedents and consequences of group potency in 71 multinational project teams in the Greater China region. We extended the theoretical basis of group potency by employing group identification theory. Results showed that group identification was one of the key factors in developing group potency. Further, fostering the acceptance o...

Using cross-cultural laboratory and field studies with samples of leaders, employees, and students from the United States and the People's Republic of China, we examined how team-level stimuli, including empowering leadership and relationship conflict, combine to influence individual members' motivational states of psychological empowerment and aff...

Bridging the task conflict, team creativity, and project team development literatures, we present a contingency model in which the relationship between task conflict and team creativity depends on the level of conflict and when it occurs in the life cycle of a project team. In a study of 71 information technology project teams in the greater China...

Using 560 followers and 174 leaders in the People's Republic of China and United States, we found that individual follower's "power distance" orientation and their group's shared perceptions of transformational leadership were positively related to follower's procedural justice perceptions. Power distance orientation also moderated the cross-level...

We examined the relationship between employee creativity and job performance. Further- more, we identified two learning-related personal and situational variables—employee learning orientation and transformational leadership—and examined their effects on employee creativity through employee creative self-efficacy. We found that employee creativity...

Paternalistic leadership (PL) is an indigenous Chinese leadership style that is rooted in China's patriarchal tradition and has been found to be prevalent in overseas Chinese family businesses. Farh and Cheng (2000) proposed a model of PL that has three components: authoritarianism, benevolence, and moral leadership. Since then, a series of empiric...

Organizational citizenship behavior in the global context Organizational citizenship behavior (OCB) occupies a prominent position in the organizational behavior literature, with myriad studies done throughout North America and Europe. As organizations do more business across national borders, there arises the need to understand OCB in the global co...

Using a sample of 982 leader-subordinate dyads drawn from nine different organizations in the Republic of China (i.e., Taiwan), self-ratings of performance were compared with supervisory ratings of subordinate performance. Results indicated that Chinese employees rated their job performance less favorably than did their supervisors (i.e., they exhi...

Cette étude s’intéresse aux facteurs de l’efficience de groupe et à la conjonction de l’efficience de groupe et de la mixité sur las relation entre l’efficience et les résultats du groupe. On a constitué 45 groupes d’étudiants de 1° cycle ( N = 260) devant réaliser en classe deux projets en commun. Il est apparu que la performance antérieure et l’a...

Two studies were conducted to investigate the indigenous concept of guanxi and its applications in the Chinese context. Guanxi refers to the existence of direct particularistic ties between an individual and others. We relate the concept to the idea of relational demography, which refers to similarities or differences between an individual and othe...

Using a quasi-experimental design, the effects of purpose (evaluate vs. developmental) on both peer-rating quality and user acceptance were examined. Subjects were 65 undergraduates divided into 11 project groups. six groups conducted peer ratings for evaluative (i.e., grading) purposes, whereas the remaining 5 did so for the purpose of providing d...

To understand variations in citizenship behavior within a culture, we examine the relationship between citizenship behaviors and organizational justice in two studies in a Chinese context, using two cultural characteristics (traditionality and modernity) and one individual (gender) characteristic. In Study 1, we develop an indigenous measure of org...

Previous research on the effects of feedback sign on goal setting and performance at the individual level suggests that individuals who receive negative feedback perform at higher-levels and set higher goals than individuals who receive positive feedback. However, little research has been conducted to examine the effects of feedback sign on group g...

Research has documented a consistent empirical relationship between satisfaction and Organizational Citizenship Behavior (OCB). Here we aregue the case for why leader behavior (contingent leader reward, supportiveness, and participativeness) and task characteristics might account for such a correlation. Hierarchical regression analysis of data from...

Paternalistic leadership (PL) is the prevalent leadership style in Chinese business organizations. With an approach similar to patriarchy, PL entails an evident and powerful authority that shows consideration for subordinates with moral leadership. Although PL is widespread in Chinese business organizations, very few studies have focused on this le...

This study reviews the use of outside informants-individuals not employed in the firm being studied-in strategy research reported in major journals. We empirically explored the expertness of these informants in terms of interrater reliability and accuracy of their ratings compared to those provided by insiders. Four groups of outside informants in...

A major trend in the workplace is a recognition of the increasingly temporary nature of the work relationship. Even universities, which have traditionally offered long-termjob security in the form of academic tenure, are not immune from that trend. Some universities no longer offer tenure, and financial pressures sometimes threaten the job security...

Based on a survey of 308 firms in China, this paper compares the human resource management practices of Township and Village Enterprises (TVEs) with the Sino-foreign joint ventures (SFJVs) formed between TVEs and foreign firms. Systematic differences in employment practices are found in recruiting, educational qualifications of top management, trai...

Drawing on a cross-organizational sample of 163 supervisor-subordinate dyads from mainland China, we examined the moderating effect of power distance and Chinese traditionality on relationships between perceived organizational support and work outcomes. We found that both power distance and traditionality altered relationships of perceived organiza...

The authors hypothesized that group members' perceptions of group cohesion would affect their tendency to allocate equally to other members in their group and to make egocentric self-allocations. They also posited that individuals' adherence to Chinese traditional values (or traditionality) would moderate these relationships. Two hundred sixty Hong...

abstract We classify survey scales or measures currently used in Chinese management research along two dimensions – the source of the scale and expectations about its cultural specificity. Based on these two dimensions, we differentiate four approaches to scale development: translation, adaptation, de-contextualization, and contextualization. We de...

The present study investigated the tendency to inflate self-reports of GPAs on application forms and research surveys. The major purpose of the research was to examine the consistency of inflation behavior across situations and determine whether self-monitoring moderates this consistency. Two hundred and twenty-six graduating seniors reported their...

In this article, we propose and test asymmetric reactions to common dialect group identity in vertical dyads in a high power distance culture. Supervisors and subordinates in 179 vertical dyads independently reported their dialect group identities and reactions. Results indicated that subordinates generally reacted positively to supervisors who sha...

Existing literature on organizational culture focuses on the strategic fit between a firm's culture values and its technology and task environment. This study, however, emphasizes the diffusion perspective of organizational culture, that organizations often imitate cultures of successful firms to reduce uncertainty, resulting in a homogeneous set o...

No abstract available.

In this research, we investigated the relationship between loyalty to supervisor and employee's in-role and extra-role performance in comparison with that of organizational commitment in the People's Republic of China. Two studies were conducted. In the first study, a five-dimension loyalty to supervisor scale was developed and validated. In the se...

Using an inductive approach, we examined the construct domain of organizational citizenship behavior (OCB) in the People’s Republic of China (PRC). From a diverse sample of 99 employees and managers in 40 state-owned, collective, joint venture, and private enterprises in the PRC, we collected 480 OCB incidents. Results of content analysis of these...

This study examined the orientation toward corporate social responsibility (CSR) of 165 U.S. and 157 HongKong business students. Although respondents from both countries viewed CSR as a construct in much the same way, many differences were found in the types of responsibilities considered most important. Specifically, Hong Kong students gave econom...

Paternalistic leadership, which combines strong discipline and authority with fatherly benevolence and moral integrity couched in a ‘personalistic’ atmosphere, has been found to be prevalent in overseas Chinese family businesses (CFBs). After critically reviewing the extant literature, we identify three constituent elements of paternalistic leaders...

With China emerging as a world economy, there is a corresponding interest in guanxi, believed by both foreign managers and local Chinese leaders to be critical for business success in this context. Guanxi is a particular kind of interpersonal relationship or connection that serves as a form of social currency. It provides managers with access to sc...

Based on a survey of 308 firms in China, this paper compares the human resource management practices of Township and Village Enterprises (TVEs) with the Sino-foreign joint ventures (SFJVs) formed between TVEs and foreign firms. Systematic differences in employment practices are found in recruiting, educational qualifications of top management, trai...

Two studies were used to examine the moderating effect of gender on the justice-outcome relationships. Contrary to hypothesis, gender moderates the relationship between distributive justice and trust in supervisor in sample 1. It is possible that women are concentrating more on distributive issues rather than procedural justice issues in order to a...

While Holland's model has been widely tested and found broad support in the West, it has not been tested in Hong Kong. Using a sample of 1813 entering freshmen, we investigated the cross-cultural validity of Holland's models of six interest or personality types in Hong Kong. Results indicated: (a) Holland's model as operationalized by UNIACT has co...

This article explores the indigenous concept of guanxi and its applications in the Chinese context. Guanxi is defined as the existence of direct particularistic ties between two or more individuals. We relate this concept to the idea of relational demography, which has been used by U.S. scholars in recent years to explain and predict a variety of i...

Financial transition is not Hong Kong's only concern after 1997. This paper examines issues that senior human resource management executives must address as Hong Kong's deadline approaches. Within Hong Kong's particular political context, Farh, Leung and Tse identify the major social and economic trends that directly affect the management of heman...

Financial transition is not Hong Kong's only concern after 1997. 'I his paper examines issues that senior human resource management executives must address as llong Kong's deadline approaches. Within Hong Kong's particular political context, Farh, Leung and 'Ise identify the major social and economic trends that directly affect the management of hu...

We examined the effects of interviewer and interviewee race and age similarity on interview outcomes under two different interview formats: a conventional structured panel interview and a situational panel interview. A total of 2,805 applicants were interviewed. The panels consisted of same-, mixed-, or different-race and same-, mixed-, or differen...

We examined the effects of interviewer and interviewee race and age similarity on interview outcomes under two different interview formats: a conventional structured panel interview and a situational panel interview. A total of 2,805 applicants were interviewed. The panels consisted of same-, mixed-, or different-race and same-, mixed-, or differen...

Research shows that individuals will choose among alternatives in a rational manner to maximize expected rewards (Vroom, 1964). When individuals are faced with a decision to choose among different reward plans, they are expected to choose the alternative perceived to yield either maximuni expected rewards or minimum expected costs (House, Shapero a...

Research has documented a consistent empirical relationship between satisfaction and Organizational Citizenship Behavior (OCB). Here we argue the case for why leader behavior (contingent leader reward, supportiveness, and participativeness) and task characteristics might accountfor such a correlation. Hierarchical regression analysis of data from a...

This study used structural equation model analysis to examine the relationship between self-esteem and leniency bias in self-reports of performance. The results showed that consistent with the prediction of consistency theory (e.g., Korman, 1970), leniency bias was positively correlated with self-esteem. The results also suggest that the relationsh...

Despite previous research on feedback sign and feedback accuracy, little is known about the main and interactive effects of these two feedback dimensions on specific types of cognitive and behavioral responses. The present laboratory study used 90 undergraduate students to examine the influence of feedback sign and feedback credibility on goal sett...

The manner in which social comparison performance information affects the accuracy of self-ratings and the agreement between self- and supervisor ratings was investigated in a laboratory experiment using 163 undergraduates. Ss proofread a series of articles for 30 min and then made self-ratings of work performance. Half of the subjects received soc...

In spite of a substantial number of observations to the contrary, some behavioral scientists have concluded that salient extrinsic reinforcers not only do not maintain or support task behavior, they decrease or extinguish it by somehow destroying or impairing “intrinsic motivation.” In this study it was once again demonstrated that when behavior is...

This study investigated the effectiveness of a self-appraisal-based performance evaluation system (SABPE) that incorporates self-assessment into traditional supervisory evaluation procedures. Its subject sample consisted of 88 faculty members and their chairpersons at a land-grant state university. Results indicated that (1) there was high congruen...

This study was designed to examine whether several situation variables serve as moderators of the effects of leader reward and punishment behaviors for Taiwanese workers. Contrary to what would be expected from Kerr and Jermier's (1978) substitutes for leadership model, none of the situational variables was found to reverse (1) the positive relatio...

Measured the core job dimensions from 57 jobs in Hong Kong by job incumbents' self-reports on the Job Diagnostic Survey (JDS), supervisory ratings on the Job Rating Form (JRF), and job incumbent work satisfaction on the Job Descriptive Index (JDI) to examine the convergent and discriminant validities of the JDS and the JRF, using confirmatory facto...

Tested the hypothesis that (1) self-appraisals conducted under a grading purpose are more lenient than those conducted under a research purpose and (2) self-appraisals obtained under conditions with high expectation of validation are less lenient than those obtained under conditions with low expectation of validation with 62 undergraduates. Ss comp...

Environmental scanning activities of over 400 top management subunits in 108 European manufacturing firms provided the data base for this research. Four traits (constructs) of scanning using three methods (interest, frequency, and time) were examined. A confirmatory factor analysis approach to multitrait-multimethod (MTMM) data was employed. Verifi...

Though the job characteristics model proposed by Hackman and his associates has provided the impetus for a large number of correlational studies, few of any studies have involved the systematic manipulation of one or more of the five-core dimensions (job properties) while noting the performance outcomes. In this study, the autonomy dimension was ex...

I n recent years, Western scholars have increasingly emphasized the importance of organizational citizenship behavior (OCB)—employees' behavior and actions that are not specifically designated in their formal job duties. Almost the entire body of empirical research on OCB is based on studies conducted in the United States, using U.S. employee popul...