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The relationship between person–team fit with supervisor–subordinate guanxi and organizational justice in a Chinese state‐owned enterprise
Author(s) -
Zhang Shanshan,
Liang Jieshuang,
Zhang Jianxin
Publication year - 2019
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/ijsa.12235
Subject(s) - psychology , guanxi , social psychology , distributive justice , economic justice , interactional justice , perception , procedural justice , organizational justice , china , organizational commitment , political science , neuroscience , law
The study examines how subordinates’ perceptions of justice in Chinese working teams are influenced by the person–team fit (or the misfit) of the supervisor–subordinate guanxi ( SSG ). We tested our hypotheses on a sample of 1,086 employees from 149 work groups in one state‐owned enterprise; using a combination of cross‐level polynomial regression and response surface analysis. The results showed that subordinates’ perceptions of justice, in terms of procedural, interactional, and distributive justice, were higher when individual SSG was congruent with the average SSG in the team ( TSSG ) at a high level than when an individual SSG was congruent with TSSG at a low level . Meanwhile, in the misfit situation, subordinates’ perceptions of the three dimensions of justice were higher when the individual SSG relative to TSSG (relative SSG , or RSSG ) was surplus (individual SSG exceeded TSSG ) versus RSSG deficient ( TSSG exceeded individual SSG ). Nevertheless, the subordinates’ perceptions of distributive justice were the highest when SSG and TSSG were almost equal in high level, as observed by integrating the fit with the misfit line. These findings highlight the important boundary cultural conditions of the psychological processes of justice and provide useful insights for international managers conducting their business in China.