Abstract
The purpose of this study is to examine the mediation role of harming behavior (HB) in the relationship of guanxi and organizational commitment (OC) by using a moderated mediation model. In addition, this study explores whether malicious envy (ME) can moderate the relationship of OC and guanxi when mediated by HB. Data were collected from 215 employees who had experience working in an organization in the United States. An integrated mediation and moderation model was evaluated. The findings contribute to understanding of the effects of guanxi on OC. Although guanxi relationships between supervisors and subordinates directly promote OC, the high level of ME in response to guanxi relationships among coworkers in the workplace leads to a high level of HBs, reducing OC.
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