Moderating effect of power distance and age on the relationship between paternalistic leadership and affective commitment : Evidence from Chinese employees
- 주제(키워드) Paternalistic leadership
- 발행기관 고려대학교 대학원
- 지도교수 신만수
- 발행년도 2022
- 학위수여년월 2022. 8
- 학위명 석사
- 학과 및 전공 대학원 경영학과
- 세부분야 해당없음
- 원문페이지 74 p
- 실제URI http://www.dcollection.net/handler/korea/000000268433
- UCI I804:11009-000000268433
- DOI 10.23186/korea.000000268433.11009.0001283
- 본문언어 영어
초록/요약
This study investigates the influences of paternalistic leadership on organizational citizenship behavior in China. Additionally, it examines the mediating effect of affective commitment on the relationship between paternalistic leadership and organizational citizenship behavior. This study also analyzes power distance and age as moderating variables. Specifically, it deals with three research issues. First, it investigates whether paternalistic leadership’s benevolent, moral, and authoritative dimensions positively affect organizational citizenship behavior. Second, it examines the mechanism by which affective commitment mediates the relationship between paternalistic leadership and organizational citizenship behavior. Third, this study analyzes if power distance and age also have moderating effects on the relationship between paternalistic leadership and affective commitment of Chinese employees. The results confirm the positive effects of the three sub-dimensions of paternalistic leadership on organizational citizenship behavior. The benevolent dimension has the strongest relationship among the three aspects. Furthermore, affective commitment mediates the relationship between the dimensions of paternalistic leadership and the organizational citizenship behavior of subordinates. Although both individual power distance and employees’ age negatively moderate this relationship, the authoritative aspect does not have a significant moderating effect, unlike the benevolent and moral dimensions. These findings suggest that a dimensional level analysis of paternalistic leadership is more helpful in understanding the moderating effect of power distance and age. Managerial implications are also provided.
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ABSTRACT····························································17
CHAPTER 1 INTRODUCTION ··································13
1.1 Significance of Research Issues································13
1.2 The Importance of Chinese Management ···················15
1.3 Cultural Characteristics of China ····························16
CHAPTER 2 THEORETICAL BACKGROUND ·············19
2.1 Concept of Paternalistic Leadership ·························19
2.2 Paternalistic Leadership, Affective Commitment, and
Organizational Citizenship Behavior ······································27
2.3 Power Distance and Organizational Commitment ········29
2.4 Age and Organizational Commitment ·······················30
CHAPTER 3 MODEL AND HYPOTHESES···················33
3.1 Research Model···················································33
3.2 Paternalistic Leadership on Organizational Citizenship
Behavior ·········································································33
3.3 The Mediating Role of Affective Commitment·············35
3.4 The Moderating Role of Power Distance ····················36
3.5 The Moderating Role of Age ···································37
CHAPTER 4 SAMPLE AND METHODOLOGY ·············40
4.1 Sample ······························································40
4.2 Measures ···························································43
4.2.1 Paternalistic Leadership······································43
4.2.2 Affective Commitment ········································43
4.2.3 Organizational Citizenship Behavior ······················43
4.2.4 Power Distance ·················································43
4.2.5 Control Variables ··············································44
CHAPTER 5 MAJOR FINDINGS ································45
5.1 Correlation Analysis·············································45
5.2 Hypothesis Testing ···············································47
CHAPTER 6 DISCUSSION ········································57
CHAPTER 7 CONCLUSION AND LIMITATIONS ·········60
7.1 Conclusion ·························································60
7.2 Limitations and Future Research ·····························60
REFERENCES························································62
APPENDIX 1 ··························································71
