The Power Game of Chinese Subordinates
Date Issued
2009
Date
2009
Author(s)
Huang, Jui-Hsiang
Abstract
When it comes to the word Zheng Chong in Chinese, which means competing for appreciation, a certain corresponding scenario comes to Chinese people’s mind. This suggests that the phenomenon “Zheng Chong” might occur in all kinds of contexts and relationships in Chinese culture. However, the word Zheng Chong tends to be associated with negative behavior. For example, subordinates flatter supervisors, or subordinates attack each other. These actions are likely to have negative effects on organizations, which means that the phenomenon “Zheng Chong” may hinder the operation of organizations. This thesis aims to provide useful suggestions for supervisors facing the phenomenon “Zheng Chong” by defining Zheng Chong and identifying key factors that trigger subordinates’ competition for supervisors’ appreciation. However, there has been little research on related topics, so the present study conducts a pilot study with a view to defining the phenomenon Zheng Chong. his thesis finds that as regards the leader-member relationship, the latter may cater to the former’s needs, trying to obtain material and spiritual resources by reaching a privileged status. Supervisor’s appreciation is a kind of resources and reflects a subordinate’s status in the eyes of his or her supervisor. As far as the parallel relationship between subordinates is concerned, subordinates may compete with some of their peers. Meanwhile, subordinates may try to ally with other peers.herefore, Zheng Chong can be defined as subordinates’ behavior to flatter their supervisors, and meantime compete and cooperate with peers so as to win the supervisors’ appreciation. he results of the pilot study bring about three follow-up studies. The first study proves that when a supervisor exerts differential leadership, his or her subordinates may judge their differentiated statuses and identify the supervisor’s preferences according to resource distribution and interactions between supervisors and subordinates. Considering the supervisor’s preferences, the subordinates try to display their loyalty and abilities to strengthen the relationship with the supervisor. The second study indicates that subordinates may classify peers in terms of their perception of fairness and self-expansion. The former refers to subordinates’ perception of supervisors’ resource distribution, and the latter refers to the quality of the peer relationship. With the two criteria, four peer categories are thus yielded, each one with distinct relationship patterns. The harmonious group includes two categories: (i) cooperation and (ii) nodding acquaintance. The category of complexity is a transitional group. The category of competition for power falls in the competing group. The third study further points out that when there are changes in a subordinate’s perception of fairness and self-expansion, category shifts occur accordingly. Finally, based on the results, the thesis discusses its theoretical contribution and applications in management.
Subjects
Zheng Chong(compete for appreciation)
Cha xu ge ju(差序格局)
Differential Leadership
inequity
self-expansion
competition
conflict.
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