Pingping Fu

• Doctor of Philosophy
• University of Nottingham Ningbo China

Repurposing management for the public good involves realizing alternative ideas to serve societal interests. Humanistic management is centred on such ideas as human dignity and well‐being. Realization refers to the generation and maintenance of social realities corresponding to these ideas. The conceptual lens of performativity is uniquely suited f...

While business studies on gender have increased, they continue to adopt traditional approaches with limited samples drawn from general populations (e.g., students and teachers). In contrast, we investigate gender differences with our focus solely on business professionals. Specifically, we study 40 societies using the four dimensions of subordinate...

Purpose We examined the attitudes of millennial-aged business students toward economic, social and environmental corporate responsibility (CR). Currently, these individuals are of an age that they have entered the workforce and are now ascending or have ascended into roles of leadership in which they have decision-making power that influences their...

Drawing from status characteristics theory, we develop a multilevel model to explain the relationships between gender composition (e.g., female‐female supervisor‐subordinate dyads, a female majority at the next higher level, and a female majority at the same job level) in the workplace and women's career satisfaction. We hypothesise that working wi...

Many business companies have responded to UNSDG Goals since they were announced in 2016. However, most of the studies talked in principle or theory. Few have presented specific practices to fulfil the goals. Given the fact that business organizations are the backbones of the society, the chapter introduces the specific practices a Chinese company d...

This chapter introduces how the humanistic leader Mao Zhongqun, founder and Chairman of the Board of Directors of Fotile Group, creates an organizational culture of high engagement by cultivating employees’ behaviours. Fotile produces kitchen appliances and has almost 20,000 employees. The company promotes a humanistic culture by encouraging employ...

Responsible leadership (RL) has become a buzz word in the current lexicon of business and politics, but there is still limited agreement on the components, scope, and characteristics. The confusion is rooted, in part, in the dominance of normative perspectives that take RL as a universal phenomenon. However, embedded in a specific culture, RL canno...

We assess the direct effect of organizational culture and the mediating effect of trust-in-top-management on employees’ psychological safety perceptions using 2,451 observations from 18 global societies. Our hierarchical linear modeling analyses suggest that clan and adhocracy cultures levy a significantly stronger effect on psychological safety th...

This chapter reviews paradoxical Chinese government leadership when handling the COVID-19 crisis in the first 30 days following the block-down of the Wuhan City. Coping with the COVID-19 pandemic remains a considerable challenge worldwide. Executing definitive procedures and methods in the face of paradoxical decisions will help all countries fight...

A leader’s traits evolve over time and are expressed differently under different situations. Based on Xu et al.’ (Leadersh Q 25(6):1095–1119, 2014) research, this study focuses on the dynamic view on the leader trait theory in the Chinese context to explore the distinctive characteristics. There are three patterns (homological, converse, and compos...

We investigate the relationships between gender-role-orientation (i.e., androgynous, masculine, feminine and undifferentiated) and subjective career success among business professionals from 36 societies. Drawing on the resource management perspective, we predict that androgynous individuals will report the highest subjective career success, follow...

Since the days of Hofstede (1980), cross-cultural comparisons of countries based on societal-level work values have been a norm. This approach has been represented more recently in Ronen and Shenkar’s (2013) 11 clusters of country cultures. However, more contemporary research found within-country heterogeneity of values/behaviors is substantial and...

This paper examines cultural and leadership variables associated with corporate social responsibility values that managers apply to their decision-making. In this longitudinal study, we analyze data from 561 firms located in 15 countries on five continents to illustrate how the cultural dimensions of institutional collectivism and power distanc...

Purpose Through three case studies, the authors aim to examine how Confucian humanistic philosophy can be applied to leadership practices and show how it is possible to practice humanistic leadership in the Chinese context. Design/methodology/approach The authors use case studies of three exemplary humanistic leaders and the companies they lead to...

Business schools face a dilemma of promoting prosocial values while maintaining the principles of self-interest and profit maximization. In response to recent research suggesting that emotions may be the key to ethical decision making, we ask two basic questions: Do emotions make business students more ethical? Is business school education inhibiti...

Humanistic management practices are often perceived as ‘unrealistic’, as they stand in steep contrast to ‘normal’ business reality shaped by the commercial logic of neoclassic economics. The conceptual lens of performative practices focuses on how practices that appear to be unrealistic can be ‘made real’ through their enactment. This paper studies...

1 This chapter urges academicians to examine the nature of responsible management from a cultural perspective, linking the normative values of a society with the ultimate purpose of responsible management. Using the responsible management practices of a few Chinese firm leaders who have been applying the classic ideologies to management as examples...

Purpose Previous research on influence strategies has almost exclusively indicated negative relationships between assertive influence and employee work outcomes; the purpose of this study is to argue that an assertive influence strategy can also lead to both positive and negative work outcomes, when subordinates hold different attributions towards...

Objective: The objective of this article is to identify factors that drive and conditions that affect foreign women entrepreneurs in China. The emphasis is on the commonalities and differences between these women and women entrepreneurs in Western developed countries as reflected in the literature. Research Design & Methods: The study was designed...

We suggest that different generations differ in the meaning they ascribe to their work, which hinders mutual understanding and cooperation. In addition, we propose that part of the inter- generational differences are caused by the different life stages that people occupy. Thus, age simulation–envisioning oneself in another age group–can reduce one’...

This study examines changes in values of Chinese professionals across high, moderate, and low development regions between 1993/94 and 2004/05 and as such explores values in China’s recent past. The 1993/94 to 2004/05 period was crucial during China’s evolution from a socialist state to one more open to capitalism. The foundation of our investigatio...

For nearly 30 years, Youmin Xi, Professor of Management at Xi’an Jiaotong University, who serves concurrently as the executive president of Xi’an Jiaotong-Liverpool University and Pro-Vice Chancellor of the University of Liverpool, has been trying to find a way to best integrate the management practices and management research in the East and West...

Value is considered as the core concept of social sciences. Although many instruments have been developed by Western scholars, those based on a particular culture will not be able to capture values in other societies because values are “a product of the culture”. In order to accurately explore the specific characteristics of the Chinese values, the...

With major goals of acquiring international strategic assets, including managerial and technical know-how, the human resource management (HRM) of Chinese multinational organizations (MNOs) now includes the hiring of foreign experts and executives. Such recruitment is nothing new for MNOs headquartered in advanced economies, which often pursue geoce...

Purpose – The purpose of this paper is to examine the extent to which chief executive officer (CEO) transactional and transformational leader behaviors as well as CEO self-enhancing versus self-transcendent values permeate through the organization to influence middle-level managers. Design/methodology/approach – Using a multi-level longitudinal de...

To understand leader influence behavior in organizations, it is essential to understand how subordinates interpret the different influence strategies used by their superiors. In this study, we examine the effect of influence behavior on organizational commitment from two relational perspectives with employees from Chinese and Western societies. Dra...

Although several studies have linked influence tactics with organizational outcomes, few have examined how different types of influence strategies adopted by superiors get interpreted differently by their subordinates. Using data collected from a sample of Chinese working adults in a manufacturing company, the present study seeks to contribute to l...

Purpose – The purpose of this paper is to conceptualize the indigenous concept of suzhi at individual and organizational levels, and identify its dimensions for human resource management (HRM) research and practice in China. Design/methodology/approach – Based on a comprehensive review of suzhi literature, Chinese cultural and historical literatur...

In studying the effect of employment-relationship practices on employees, research has largely ignored individual differences, both cross-culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within-culture value orientation regarding submission to authority and endorsement of...

Is the societal-level of analysis sufficient today to understand the values of those in the global workforce? Or are individual-level analyses more appropriate for assessing the influence of values on ethical behaviors across country workforces? Using multi-level analyses for a 48-society sample, we test the utility of both the societal-level and i...

This study examined the relationships between ethical leadership, as perceived by subordinates, and task performance as well as organizational citizenship behaviour towards the organization ( OCBO ) and towards individuals ( OCBI ), while lending consideration to the moderating roles of subordinates' workplace friendships and traditionality in Chin...

This study examined the link between servant leadership and hotel employees' customer-oriented organizational citizenship behavior (OCB) by focusing on the mediating role of leader-member exchange (LMX) and the moderating role of followers' sensitivity to others' favorable treatment. Using time-lagged data from 304 supervisor-follower pairs in nine...

Organizational and task commitment are central drivers of firm performance as they affect employees’ willingness to exert effort for the organization. This paper argues that supervisors who consistently use socio-emotional and supportive influence strategies are likely to enhance subordinates’ immediate commitment to the tasks as well as their psyc...

Purpose The purpose of this study is to examine the existence of relational power which is derived from an indigenous Chinese construct – guanxi . The authors also test the hypotheses of relational power with two well established power sources (position and personal power) and their relationships with influence strategies (persuasive, assertive and...

Is the societal-level of analysis sufficient today to understand the values of those in the global workforce? Or are individual-level analyses more appropriate for assessing the influence of values on ethical behaviors across country workforces? Using multi-level analyses for a 48-society sample, we test the utility of both the societal-level and i...

We explore macro-level factors that shape perceptions of the ethicality of favors in Asian workplaces using the subordinate influence ethics (SIE) measure. We also expand and use the crossvergence model to examine the cross-level relationship between socio-cultural (i.e., traditional/secular; survival/self-expression; in-group favoritism) and busin...

Leaders’ emotional intelligence (EI), personality, and empowering behavior have been heavily studied in the organizational behavior literature. To date, the majority of research on EI and personality has shown their significant influence on personal outcomes. It has also been suggested that empowerment is a fundamental psychological mechanism under...

This article provides current Schwartz Values Survey (SVS) data from samples of business managers and professionals across 50 societies that are culturally and socioeconomically diverse. We report the society scores for SVS values dimensions for both individual- and societal-level analyses. At the individual-level, we report on the ten circumplex v...

This study examined the roles of 3 multilevel motivational predictors in protégés' personal learning in teams: an autonomy-supportive team climate, mentors' autonomy support, and protégés' autonomy orientation. The authors followed 305 protégés in 58 teams for 12 weeks and found that all 3 predictors were positively related to the protégés' persona...

Focusing on the 'passion at work' specific to leaders, this study examined the relationships among leaders' passion at work, transformational leadership and leader effectiveness using structural equation modeling. Specifically9ÿ we developed and tested the ideas that mediated effects of transformational leadership. Using a sample of managers in Chi...

This study examines whether relational power is relevant to the Chinese context only or is universally applicable. Using data from 1150 employees from six societies, we tested the universality of the construct, and examined the relationships between relational power and organizational commitment, with persuasive influence strategy as the mediator,...

This paper theorizes and tests how chief executive officers' (CEOs') transformational leadership behaviors, which motivate followers to do more than expected and act for the good of the collective, influence followers' commitment. We theorize that CEOs' values may either enhance or attenuate the effect of transformational behaviors on followers, de...

In this paper, we investigate the effects of societal values and life stage on subordinate influence ethics. Based on the evolving crossvergence theory of macro-level predictors of values evolution, we demonstrate the applicability of crossvergence theory in the micro-level context. Furthermore, our study provides the first empirical multi-level an...

With a 41-society sample of 9990 managers and professionals, we used hierarchical linear modeling to investigate the impact of both macro-level and micro-level predictors on subordinate influence ethics. While we found that both macro-level and micro-level predictors contributed to the model definition, we also found global agreement for a subordin...

Purpose The purpose of this paper is to examine how different conflict‐handling approaches moderate the relationship between conflicts and TMT as well as firm performance by adopting the Thomas terminology. Design/methodology/approach CEOs, TMT members, and lower‐level employees of 200 firms in the telecommunication industry in Mainland China were...

The research reported in this article clarifies how employee-organization relationships (EORs) work. Specifically, the authors tested whether social exchange and job embeddedness mediate how mutual-investment (whereby employers offer high inducements to employees for their high contributions) and over-investment (high inducements without correspond...

Introduction. The power impulse has two forms: explicit, in leaders; implicit, in their followers. When men willingly follow a leader, they do so with a view to the acquisition of power by the group which he commands, and they feel that his triumphs are theirs. (Russell 1938: 16). The above averment by Bertrand Russell, the recipient of the 1950 No...

Purpose The purpose of this paper is to explore answers to two research questions: what types of conflicts do top management team (TMT) members in Chinese firms deal with; and what approaches do they take to handle them? Design/methodology/approach Interview data were collected from 52 TMT members in 16 Chinese entrepreneurial high tech firms, and...

Based on the value-based leadership(VBL) theory and the preliminary findings obtained from an empirical study of Chinese business leaders, we propose a new model addressing the dynamic relationships among firm environment, VBL behaviors and leadership effectiveness; and test the model using data collected from 95 firms. Results show that VBL behavi...

Malgré la diffusion du concept de développement durable dans les instances internationales, la sensibilité écologique ou sociale varie beaucoup d’un pays à un autre : alors qu’elle culmine dans certains pays elle est quasi absente dans d’autres. Si différentes raisons sont évoquées pour expliquer ces différences internationales, la littérature se f...

This study extended recent attempts to build a conceptual framework for the study of organizational influence behaviors. A hundred and four Hong Kong managers rated the perceived effectiveness of 16 influence tactics in six scenarios, covering three directions of influence—upward, downward, and lateral. Results consistently generated a two-dimensio...

This study examines the influence of economic and political factors that contribute to the convergence and/or divergence in value priorities of five East Asian societies—China, Hong Kong, Singapore, South Korea, and Taiwan. We find that political and social-economic factors influence the values orientations of managers within this region. However,...

This paper examines the antecedents of felt trust, an under-explored area in the trust literature. We hypothesized that subordinates’ felt trust would relate positively with their leaders’ moral leadership behaviors and negatively with autocratic leadership behaviors and demographic differences between leaders and themselves. We also hypothesized t...

This paper examines cultural and leadership variables associated with corporate social responsibility values that managers apply to their decision-making. In this longitudinal study, we analyze data from 561 firms located in 15 countries on five continents to illustrate how the cultural dimensions of institutional collectivism and power distanc...

We found that regardless of individual differences in individualistic values orientation, societal individualism moderates gender differences on views regarding self-indulgent upward influence. In more individualistic societies, where relationships are viewed in relation to self and expectations are negotiated, female managers are more accepting of...

This study investigated cross-national gender differences in attitudes toward strategies of upward influence across 16 diverse countries. We used hierarchical linear modeling to test for significant economic and socio-cultural moderators on these relationships, while controlling for demographic and organizational characteristics. Overall, compared...

This study explored the perceived effectiveness of organizational influence strategies amongst three Chinese societies and the US. A total of 488 managers rated 16 influence tactics on their effectiveness across three influence directions - upward, downward and lateral. Consistently, these 16 tactics fell into two broad dimensions of influence - th...

This paper examines cultural and leadership variables associated with corporate social responsibility values that managers apply to their decision-making. In this longitudinal study, we analyze data from 561 firms located in 15 countries on five continents to illustrate how the cultural dimensions of institutional collectivism and power distance pr...

– This paper employs multiple theoretical perspectives — resource-and knowledge-based views as well as social network theory — to explore the dynamics of guanxi in the context of Chinese entrepreneurial firms. – We propose a dynamic model and offer multiple propositions for researchers to examine the role of guanxi for knowledge management and d...

This study aimed to show the impact of social position, category and culture on strategies of influence in a managerial context. Although cultural norms in a society can lead to preferences for certain types of behaviour, status and organizational culture are also determinants in interpersonal relations. To demonstrate this phenomenon, a questionna...

Witness China today: economic reform, WTO membership, restructuring of state-owned enterprises, traditional Confucian values, Communist ideologies, modern MBA education, return of Chinese "haigui" (sea-turtles, used as a pun to describe those returned from overseas), and much more. Chinese business executives are living in both challenging and exci...

This paper reports the findings of a 12-nation study designed to test empirically the relationships between societal cultural values, individual social beliefs, and the perceived effectiveness of different influence strategies. The relationships between three types of broad influence strategy (persuasive, assertive, and relationship based) and four...

This study investigated perceptions of corporate environmental and social responsibilities of 5,539 managers and professionals in 22 countries. . In particular, we studied the influence of personal values (individualism, collectivism, universalism), personal characteristics (age, gender, education and organizational position level), organizational...

This study investigated perceptions of corporate enviromnental and social responsibilities of 5,539 managers and professionals in 22 countries. In particular, we studied the influence of personal values (individualism, collectivism, universalism), personal characteristics (age, gender, education and organizational position level), organizational ch...

Using news media as a reliable source, we content analyzed stories on business leaders in two major official Chinese newspapers in three different time periods over the past 20 years. Results show that the reform has brought an increase in stories of business leaders, and in coverage of the desirable leadership attributes relating to Confucian virt...

This paper examines procedural justice principles from a cultural perspective, and examines the relationships between three dimensions of national culture (uncertainty avoidance, societal emphasis on collectivism, and gender egalitarianism), three principles of procedural justice (consistency, social sensitivity, and account-giving), and judgments...

This chapter summarizes our current knowledge regarding use of managerial influence tactics in international settings, and reports the findings of a twelve-nation study on the relative effectiveness of different influence tactics in business organizations. Rational persuasion, consultation, collaboration and apprising were identified as effective t...