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Full-Text Articles in Business
Empowerment Through Choice?: A Critical Analysis Of The Effects Of Choice In Organizations, Roy Y. J. Chua, Sheena S. Iyengar
Empowerment Through Choice?: A Critical Analysis Of The Effects Of Choice In Organizations, Roy Y. J. Chua, Sheena S. Iyengar
Roy Chua
The provision of choice is one of the most common vehicles through which managers empower employees in organizations. Although past psychological and organizational research persuasively suggests that choice confers personal agency, and is thus intrinsically motivating, emerging research indicates that there could be potential pitfalls. In this chapter, we examine the various factors that could influence the effects of choice. Specifically, we examine individual-level factors such as the chooser’s socioeconomic status and cultural background. We also examine situational factors such as the content of choice and the number of choices offered. We then expand our discussion on the effect of …
Perceiving Freedom Givers: Effects Of Granting Decision Latitude On Personality And Leadership Perceptions, Roy Y. J. Chua, Sheena S. Iyengar
Perceiving Freedom Givers: Effects Of Granting Decision Latitude On Personality And Leadership Perceptions, Roy Y. J. Chua, Sheena S. Iyengar
Roy Chua
A perennial question facing managers is how much decision latitude to give their employees at work. The current research investigates how decision latitude affects employees'' perceptions of managers'' personalities and, in turn, their leadership effectiveness. Results from three studies using different methods (two experiments and a survey) indicate an inverted-U shaped relationship between degree of decision latitude and leadership effectiveness perceptions. The increase in leadership effectiveness perception between low and moderate decision latitude was explained by an increase in perceived agreeableness; the decrease in leadership effectiveness perception between moderate and high decision latitude was explained by a decrease in perceived …
From The Head And The Heart: Locating Cognition- And Affect-Based Trust In Managers' Professional Networks, Roy Y. J. Chua, Paul Ingram, Michael W. Morris
From The Head And The Heart: Locating Cognition- And Affect-Based Trust In Managers' Professional Networks, Roy Y. J. Chua, Paul Ingram, Michael W. Morris
Roy Chua
This article investigates the configuration of cognition- and affect-based trust in managers' professional networks, examining how these two types of trust are associated with relational content and structure. Results indicate that cognition-based trust is positively associated with economic resource, task advice, and career guidance ties, whereas affect-based trust is positively associated with friendship and career guidance ties but negatively associated with economic resource ties. The extent of embeddedness in a network through positive ties increases affect-based trust, whereas that through negative ties decreases cognition-based trust. These findings illuminate how trust arises in networks and inform network research that invokes trust …
Do I Contribute More When I Trust More? Differential Effects Of Cognition- And Affect-Based Trust, Roy Y. J. Chua, Kok-Yee Ng
Do I Contribute More When I Trust More? Differential Effects Of Cognition- And Affect-Based Trust, Roy Y. J. Chua, Kok-Yee Ng
Roy Chua
This study investigates the relationship between level of trust and cooperative behaviours in a social dilemma. We argue that this relationship should depend on the basis of trust (cognition- versus affect-based) and on beliefs about the equality of resource endowments. Results supported our prediction that increasing affect-based trust increases cooperation, but increasing cognition-based trust to a certain level can reduce cooperation because of free-riding tendency. Moreover, these effects of trust are stronger for individuals who believed that other group members had more resources than they did. Thus, our study demonstrates that higher levels of trust do not necessarily encourage cooperation. …
Effects Of Cultural Ethnicity, Firm Size, And Firm Age On Senior Executives’ Trust In Their Overseas Business Partners: Evidence From China, Crystal X. Jiang, Roy Y. J. Chua, Masaaki Kotabe, Janet Y. Murray
Effects Of Cultural Ethnicity, Firm Size, And Firm Age On Senior Executives’ Trust In Their Overseas Business Partners: Evidence From China, Crystal X. Jiang, Roy Y. J. Chua, Masaaki Kotabe, Janet Y. Murray
Roy Chua
We investigate trust relationships between senior business executives and their overseas partners. Drawing on the similarity-attraction paradigm, social categorization theory, and the distinction between cognition- and affect-based trust, we argue that executives trust their overseas partners differently, depending on the partners’ cultural ethnicity. In a field survey of 108 Chinese senior executives, we found that these executives have higher affect-based trust in overseas partners of the same cultural ethnicity as themselves; cognition-based trust is associated with affect-based trust differently when overseas partners are of the same or different cultural ethnicity. We also examine the role of relative firm size and …
Unleashing Creativity Across Cultural Borders, R.Y.J. Chua
Unleashing Creativity Across Cultural Borders, R.Y.J. Chua
Roy Chua
No abstract provided.
Creativity And Cross-Cultural Collaborations 创 新 : 从跨文化合作出发, R.Y.J. Chua, X. Qin
Creativity And Cross-Cultural Collaborations 创 新 : 从跨文化合作出发, R.Y.J. Chua, X. Qin
Roy Chua
No abstract provided.
From Building Guanxi To Mutual Trust 从“建立关系”到“相互信任”, R.Y.J. Chua
From Building Guanxi To Mutual Trust 从“建立关系”到“相互信任”, R.Y.J. Chua
Roy Chua
No abstract provided.
Building Effective Business Relationships In China, R.Y.J. Chua
Building Effective Business Relationships In China, R.Y.J. Chua
Roy Chua
China’s ways of doing business are becoming more Westernized. But non-Chinese executives still must work hard at building trust in relationships with their Chinese business partners.
Building Intercultural Trust At The Negotiating Table, S. Jang, R.Y.J. Chua
Building Intercultural Trust At The Negotiating Table, S. Jang, R.Y.J. Chua
Roy Chua
No abstract provided.
Compelled To Help: Effects Of Direct And Indirect Exchange On Perceived Obligation In Professional Networks, R.Y.J. Chua, B. Sullivan, M.W. Morris
Compelled To Help: Effects Of Direct And Indirect Exchange On Perceived Obligation In Professional Networks, R.Y.J. Chua, B. Sullivan, M.W. Morris
Roy Chua
The article discusses the level of perceived responsibility among managers and non-management personnel to help other employees in their business networks. The hypothesis, which is tested with two empirical studies, is that managers are motivated to help by direct and indirect or generalized social exchange. The socio-emotional factors in the sense of obligation, especially with those who provide valued resources, are mentioned. The study suggests that reciprocity impacts perceived obligation. The research methods include random effects regression models. [Best Paper Award]
Dynamics Of Trust In Guanxi Networks, R.Y.J. Chua, M.W. Morris
Dynamics Of Trust In Guanxi Networks, R.Y.J. Chua, M.W. Morris
Roy Chua
No abstract provided.
Training And Developing Cultural Intelligence, J.S. Tan, R.Y.J. Chua
Training And Developing Cultural Intelligence, J.S. Tan, R.Y.J. Chua
Roy Chua
No abstract provided.