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This study examined employees’ Guanxi orientation as a quasi-dispositional predictor and organizational Guanxi practice as a contextual predictor of employees’ engagement in personal Guanxi behavior directed at the supervisor, which in turn predicted three work-related outcomes: job satisfaction, job stress, and turnover intention. Using data collected from 226 hotel employees, the conceptualized structural model was tested. Results of this study showed that employees’ Guanxi orientation and organizational Guanxi behavior both positively predicted employees’ engagement in personal Guanxi behavior toward the supervisor; employee personal Guanxi behavior toward the supervisor was positively related to job satisfaction whereas organizational Guanxi behavior was negatively related to job satisfaction and positively related to stress; lastly, personal Guanxi was positively related to employee turnover intention. Theoretical and practical implications were discussed.
According to Confucianism, guanxi as inter-familial relations, forms the important foundation in a social system that is built through mutual commitments, reciprocity and trust.
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Innovative work behavior has been one of the essential attribute of high performing firms, and the roles of entrepreneurial orientation and self-leadership have been important for promoting innovative work behavior. This study advances research on innovative work behavior by examining the mediating role of self-leadership in the relationship between perceived entrepreneurial orientation and innovative work behavior. Structural equation modelling is employed to analyze data from a survey of 404 employees in banking sector. The results of reliability measures and confirmatory factor analysis strongly support the scale of the study. The results from an empirical survey study in the deposit banks reveal that participants’ perceptions about high levels of entrepreneurial orientation have a positive impact on innovative work behavior. The results also provide support for the full mediating role of self-leadership in the relationship between participants’ perceptions of entrepreneurial orientation and innovative work behavior. Additionally, this study provides some implications for practitioners in the banking sector to facilitate innovative work behavior through entrepreneurial orientation and self- leadership.