A Framework for Research and Practice: Relationship among Mentoring, Power Distance Orientation and Innovative Behavior
Affiliation(s)
School of Business Administration, South China University of Technology, Guangdong, China.
School of Business Administration, South China University of Technology, Guangdong, China.
ABSTRACT
It is the foundation to establish sustainable competition for enterprises that keep the ability to create and apply knowledge. As the value of knowledge is mainly instantiated in tacit knowledge, it is important for enterprises to increase the amount of tacit knowledge and apply it. Mentoring is one of typical models to implement knowledge socialization, which is given serious attention by scholars and entrepreneur. However, there is less research that takes cultural values into account when we discuss mentoring. Whether cultural values do influence the effect of implementing mentoring? In different countries, should we adjust measures to local conditions when enterprises implement mentoring? In the research, we theoretically discussed the relationship among mentoring, power distance orientation and innovative behavior, in which we also took psychological safety into account. Research results have indicated that mentoring is positively related to innovation behavior, in which perceived psychological safety plays a mediating role and power distance orientation plays a regulating role. What’ more, protégés’ power distance moderates the positive relationship between mentoring and innovation behavior in such a way that the relationship will be stronger for protégés who are lower rather than higher in power distance.
It is the foundation to establish sustainable competition for enterprises that keep the ability to create and apply knowledge. As the value of knowledge is mainly instantiated in tacit knowledge, it is important for enterprises to increase the amount of tacit knowledge and apply it. Mentoring is one of typical models to implement knowledge socialization, which is given serious attention by scholars and entrepreneur. However, there is less research that takes cultural values into account when we discuss mentoring. Whether cultural values do influence the effect of implementing mentoring? In different countries, should we adjust measures to local conditions when enterprises implement mentoring? In the research, we theoretically discussed the relationship among mentoring, power distance orientation and innovative behavior, in which we also took psychological safety into account. Research results have indicated that mentoring is positively related to innovation behavior, in which perceived psychological safety plays a mediating role and power distance orientation plays a regulating role. What’ more, protégés’ power distance moderates the positive relationship between mentoring and innovation behavior in such a way that the relationship will be stronger for protégés who are lower rather than higher in power distance.
Cite this paper
He, X. and Zhang, X. (2015) A Framework for Research and Practice: Relationship among Mentoring, Power Distance Orientation and Innovative Behavior. Open Journal of Business and Management, 3, 250-256. doi: 10.4236/ojbm.2015.33025.
He, X. and Zhang, X. (2015) A Framework for Research and Practice: Relationship among Mentoring, Power Distance Orientation and Innovative Behavior. Open Journal of Business and Management, 3, 250-256. doi: 10.4236/ojbm.2015.33025.
References
[1] Wu, J.-L., Zhang, S., Shao, Z.-F. and Guang, M.A. (2015) Games Analysis and Simulation in Knowledge Sharing Based on Knowledge Contribution Assessment and Utility among Organization Employees. Journal of Industrial Engineering and Engineering Management, 1, 216-222. [2] Zhang, J. (2007) A Research of How Social Capital Affect Employees’ Creativity. Zhejiang University, Hangzhou. [3] Polanyi, M. (1958) Personal Knowledge. The University of Chicago Press, Chicago, 15-51. [4] Yang, Y. and Long, L.R. (2006) The Theory about the Mentoring Relationship in the Western. Advances in Psychological Science, 14, 450-455. [5] Chen, C. (2009) An Empirical Analysis on Predictors of Mentors’ Knowledge Sharing Behaviors. Huazhong University of Science and Technology, Wuhan. [6] Zhang, Z.T. (2008) Research on Mentoring. Foreign Economics & Management, 5, 39-41. [7] Bozionelos, N. (2006) Mentoring and Expressive Network Resources: Their Relationship with Career Success and Emotional Exhaustion among Hellenes Employees Involved in Emotion Work. The International Journal of Human Resource Management, 17, 362-378.
http://dx.doi.org/10.1080/09585190500405009 [8] Pan, W., Sun, L. and Chow, I.H.S. (2011) The Impact of Supervisory Mentoring on Personal Learning and Career Outcomes: The Dual Moderating Effect of Self-Efficacy. Journal of Vocational Behavior, 78, 264-273.
http://dx.doi.org/10.1016/j.jvb.2010.05.001 [9] Kwan, H.K., Liu, J. and Yim, F.H. (2011) Effects of Mentoring Functions on Receivers’ Organizational Citizenship Behavior in a Chinese Context: A Two-Study Investigation. Journal of Business Research, 64, 363-370.
http://dx.doi.org/10.1016/j.jbusres.2010.04.003 [10] Song, P.L. and Huang, X.Q. (2008) The Effect of Mentoring Relationship on Job Satisfaction, Organization Commitment and Turnover Intention—An Empirical Analysis in the Chinese Context. Economic Management, 21, 62-70. [11] Zhou, X.H., Liu, B.J., Wu, X.N. and Jie, M.M. (2009) Study on the Effect of Mentoring Network on Employee’s Career Success. Journal of Management, 6, 1486-1491. [12] Goffin, K. and Koners, U. (2011) Tacit Knowledge, Lessons Learnt, and New Product Development. Journal of Product Innovation Management, 28, 300-318.
http://dx.doi.org/10.1111/j.1540-5885.2010.00798.x [13] Kahn, W.A. (1990) Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of management Journal, 33, 692-724.
http://dx.doi.org/10.2307/256287 [14] Kirkman, B.L., Chen, G., Farh, J.L., Chen, Z.X. and Lowe, K.B. (2009) Individual Power Distance Orientation and Follower Reactions to Transformational Leaders: A Cross-Level, Cross-Cultural Examination. Academy of Management Journal, 52, 744-764.
http://dx.doi.org/10.5465/AMJ.2009.43669971 [15] Chen, C. (2013) The Antecedents and Consequences of Mentoring in the Chinese Context. Ph.D. Thesis, Huazhong University of Science and Technology, Wuhan. [16] Edmondson, A.C. (2002) The Local and Variegated Nature of Learning in Organization: A Group-Level Perspective. Organization Science, 13, 128-146.
http://dx.doi.org/10.1287/orsc.13.2.128.530 [17] Wang, Y.-H., Hu, C.Y., Hurst, C.S. and Yang, C.-C. (2014) Antecedents and Outcomes of Career Plateaus: The Roles of Mentoring Others and Proactive Personality. Journal of Vocational Behavior, 85, 319-328.
http://dx.doi.org/10.1016/j.jvb.2014.08.003 [18] Nembhard, I.M. and Edmondson, A.C. (2006) Make It Safe: The Effects of Leader Inclusiveness and Professional Status on Psychological Safe and Improvement Efforts in Health Care Teams. Journal of Organization Behavior, 27, 941-966.
http://dx.doi.org/10.1002/job.413 [19] Lu, L. and Liang, X.L. (2009) The Mediating Effect of Knowledge Sharing between Interpersonal Interactions and Innovation. Nankai Business Review, 12, 118-123. [20] Vinarski-Peretz, H. and Carmeli, A. (2011) Linking Care Felt to Engagement in Innovative Behaviors in the Workplace: The Mediating Role of Psychological Conditions. Psychology of Aesthetics Creativity and the Arts, 5, 43-53.
http://dx.doi.org/10.1037/a0018241 [21] Liang, J., Farh, C. and Farh, J.L. (2008) Psychological Antecedents of Promotive and Prohibitive Voice Behavior: A Two-Wave Longitudinal Examination. Proceedings of the Third Conference of the International Association for Chinese Management Research, Guangzhou, 19-22 June 2008. [22] Edmondson, A.C. (2002) The Local and Variegated Nature of Learning in Organization: A Group-Level Perspective. Organization Science, 13, 128-146.
http://dx.doi.org/10.1287/orsc.13.2.128.530 [23] Wong, A., Tjosvold, D. and Lu, J. (2010) Leadership Values and Learning in China: The Mediating Role of Psychological Safety. Asia Pacific journal of Human Resources, 48, 86-107.
http://dx.doi.org/10.1177/1038411109355374 [24] Post, C. (2012) Deep-Level Team Composition and Innovation: The Mediating Roles of Psychological Safety and Cooperative Learning. Group & Organization Management, 37, 555-588.
http://dx.doi.org/10.1177/1059601112456289 [25] Lettieri, E., Mura, M., Radaelli, G. and Spiller, N. (2012) Promoting Professionals’ Innovative Behaviors through Knowledge Assets: The Mediating Role of Knowledge Sharing and Psychological Safety. Proceedings of the Joint IFKAD-KCWS 2012: 7th International Forum on Knowledge Asset Dynamics and 5th Knowledge Cities World Summit: Knowledge, Innovation and Sustainability: Integrating Micro & Macro Perspectives, Matera, 13-15 June 2012, 2282-2298. [26] Chen, C., Liao, J. and Wen, P. (2014) Why Does Formal Mentoring Matter? The Mediating Role of Psychological Safety and the Moderating Role of Power Distance Orientation in the Chinese Context. International Journal of Human Resource Management, 25, 1112-1130.
http://dx.doi.org/10.1080/09585192.2013.816861 [27] Kirkman, B.L., Chen, G., Farh, J.L., Chen, Z.X. and Lowe, K.B. (2009) Individual Power Distance Orientation and Follower Reactions to Transformational Leaders: A Cross-Level, Cross-Cultural Examination. Academy of Management Journal, 52, 744-764.
http://dx.doi.org/10.5465/AMJ.2009.43669971 [28] Lian, H., Lance Ferris, D. and Brown, D.J. (2012) Does Power Distance Exacerbate or Mitigate the Effects of Abusive Supervision? It Depends on the Outcome. Journal of Applied Psychology, 97, 107-123.
http://dx.doi.org/10.1037/a0024610 [29] Khatri, N. (2009) Consequences of Power Distance in Organisations. Vision, 13, 1-9. [30] Fischer, R. and Smith, P. (2006) Who Cares about Justice? The Moderating Effect of Values on the Link between Organizational Justice and Work Behavior. Applied Psychology: An International Review, 55, 541-562.
http://dx.doi.org/10.1111/j.1464-0597.2006.00243.x [31] Clugston, M., Howell, J.P. and Dorfinan, P.W. (2006) Does Cultural Socialization Predict Multiple Bases and Foci of Commitment? Journal of Management, 26, 5-30.
http://dx.doi.org/10.1016/S0149-2063(99)00034-3 [32] Lin, W., Wang, L. and Chen, S. (2013) Abusive Supervision and Employee Well-Being: The Moderating Effect of Power Distance Orientation. Applied Psychology, 62, 308-329.
http://dx.doi.org/10.1111/j.1464-0597.2012.00520.x [33] Winkler, E., Busch, C., Clasen, J. and Vowinkel, J. (2014) Leadership Behavior as a Health-Promoting Resource for Workers in Low-Skilled Jobs and the Moderating Role of Power Distance Orientation. Zeitschrift für Personalforschung, 28, 96-116. [34] Payne, S.C. and Huffinan, A.H. (2005) A Longitudinal Examination of the Influence of Mentoring on Organizational Commitment and Turnover. Academy of Management Journal, 48, 158-168.
http://dx.doi.org/10.5465/AMJ.2005.15993166
[1] Wu, J.-L., Zhang, S., Shao, Z.-F. and Guang, M.A. (2015) Games Analysis and Simulation in Knowledge Sharing Based on Knowledge Contribution Assessment and Utility among Organization Employees. Journal of Industrial Engineering and Engineering Management, 1, 216-222. [2] Zhang, J. (2007) A Research of How Social Capital Affect Employees’ Creativity. Zhejiang University, Hangzhou. [3] Polanyi, M. (1958) Personal Knowledge. The University of Chicago Press, Chicago, 15-51. [4] Yang, Y. and Long, L.R. (2006) The Theory about the Mentoring Relationship in the Western. Advances in Psychological Science, 14, 450-455. [5] Chen, C. (2009) An Empirical Analysis on Predictors of Mentors’ Knowledge Sharing Behaviors. Huazhong University of Science and Technology, Wuhan. [6] Zhang, Z.T. (2008) Research on Mentoring. Foreign Economics & Management, 5, 39-41. [7] Bozionelos, N. (2006) Mentoring and Expressive Network Resources: Their Relationship with Career Success and Emotional Exhaustion among Hellenes Employees Involved in Emotion Work. The International Journal of Human Resource Management, 17, 362-378.
http://dx.doi.org/10.1080/09585190500405009 [8] Pan, W., Sun, L. and Chow, I.H.S. (2011) The Impact of Supervisory Mentoring on Personal Learning and Career Outcomes: The Dual Moderating Effect of Self-Efficacy. Journal of Vocational Behavior, 78, 264-273.
http://dx.doi.org/10.1016/j.jvb.2010.05.001 [9] Kwan, H.K., Liu, J. and Yim, F.H. (2011) Effects of Mentoring Functions on Receivers’ Organizational Citizenship Behavior in a Chinese Context: A Two-Study Investigation. Journal of Business Research, 64, 363-370.
http://dx.doi.org/10.1016/j.jbusres.2010.04.003 [10] Song, P.L. and Huang, X.Q. (2008) The Effect of Mentoring Relationship on Job Satisfaction, Organization Commitment and Turnover Intention—An Empirical Analysis in the Chinese Context. Economic Management, 21, 62-70. [11] Zhou, X.H., Liu, B.J., Wu, X.N. and Jie, M.M. (2009) Study on the Effect of Mentoring Network on Employee’s Career Success. Journal of Management, 6, 1486-1491. [12] Goffin, K. and Koners, U. (2011) Tacit Knowledge, Lessons Learnt, and New Product Development. Journal of Product Innovation Management, 28, 300-318.
http://dx.doi.org/10.1111/j.1540-5885.2010.00798.x [13] Kahn, W.A. (1990) Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of management Journal, 33, 692-724.
http://dx.doi.org/10.2307/256287 [14] Kirkman, B.L., Chen, G., Farh, J.L., Chen, Z.X. and Lowe, K.B. (2009) Individual Power Distance Orientation and Follower Reactions to Transformational Leaders: A Cross-Level, Cross-Cultural Examination. Academy of Management Journal, 52, 744-764.
http://dx.doi.org/10.5465/AMJ.2009.43669971 [15] Chen, C. (2013) The Antecedents and Consequences of Mentoring in the Chinese Context. Ph.D. Thesis, Huazhong University of Science and Technology, Wuhan. [16] Edmondson, A.C. (2002) The Local and Variegated Nature of Learning in Organization: A Group-Level Perspective. Organization Science, 13, 128-146.
http://dx.doi.org/10.1287/orsc.13.2.128.530 [17] Wang, Y.-H., Hu, C.Y., Hurst, C.S. and Yang, C.-C. (2014) Antecedents and Outcomes of Career Plateaus: The Roles of Mentoring Others and Proactive Personality. Journal of Vocational Behavior, 85, 319-328.
http://dx.doi.org/10.1016/j.jvb.2014.08.003 [18] Nembhard, I.M. and Edmondson, A.C. (2006) Make It Safe: The Effects of Leader Inclusiveness and Professional Status on Psychological Safe and Improvement Efforts in Health Care Teams. Journal of Organization Behavior, 27, 941-966.
http://dx.doi.org/10.1002/job.413 [19] Lu, L. and Liang, X.L. (2009) The Mediating Effect of Knowledge Sharing between Interpersonal Interactions and Innovation. Nankai Business Review, 12, 118-123. [20] Vinarski-Peretz, H. and Carmeli, A. (2011) Linking Care Felt to Engagement in Innovative Behaviors in the Workplace: The Mediating Role of Psychological Conditions. Psychology of Aesthetics Creativity and the Arts, 5, 43-53.
http://dx.doi.org/10.1037/a0018241 [21] Liang, J., Farh, C. and Farh, J.L. (2008) Psychological Antecedents of Promotive and Prohibitive Voice Behavior: A Two-Wave Longitudinal Examination. Proceedings of the Third Conference of the International Association for Chinese Management Research, Guangzhou, 19-22 June 2008. [22] Edmondson, A.C. (2002) The Local and Variegated Nature of Learning in Organization: A Group-Level Perspective. Organization Science, 13, 128-146.
http://dx.doi.org/10.1287/orsc.13.2.128.530 [23] Wong, A., Tjosvold, D. and Lu, J. (2010) Leadership Values and Learning in China: The Mediating Role of Psychological Safety. Asia Pacific journal of Human Resources, 48, 86-107.
http://dx.doi.org/10.1177/1038411109355374 [24] Post, C. (2012) Deep-Level Team Composition and Innovation: The Mediating Roles of Psychological Safety and Cooperative Learning. Group & Organization Management, 37, 555-588.
http://dx.doi.org/10.1177/1059601112456289 [25] Lettieri, E., Mura, M., Radaelli, G. and Spiller, N. (2012) Promoting Professionals’ Innovative Behaviors through Knowledge Assets: The Mediating Role of Knowledge Sharing and Psychological Safety. Proceedings of the Joint IFKAD-KCWS 2012: 7th International Forum on Knowledge Asset Dynamics and 5th Knowledge Cities World Summit: Knowledge, Innovation and Sustainability: Integrating Micro & Macro Perspectives, Matera, 13-15 June 2012, 2282-2298. [26] Chen, C., Liao, J. and Wen, P. (2014) Why Does Formal Mentoring Matter? The Mediating Role of Psychological Safety and the Moderating Role of Power Distance Orientation in the Chinese Context. International Journal of Human Resource Management, 25, 1112-1130.
http://dx.doi.org/10.1080/09585192.2013.816861 [27] Kirkman, B.L., Chen, G., Farh, J.L., Chen, Z.X. and Lowe, K.B. (2009) Individual Power Distance Orientation and Follower Reactions to Transformational Leaders: A Cross-Level, Cross-Cultural Examination. Academy of Management Journal, 52, 744-764.
http://dx.doi.org/10.5465/AMJ.2009.43669971 [28] Lian, H., Lance Ferris, D. and Brown, D.J. (2012) Does Power Distance Exacerbate or Mitigate the Effects of Abusive Supervision? It Depends on the Outcome. Journal of Applied Psychology, 97, 107-123.
http://dx.doi.org/10.1037/a0024610 [29] Khatri, N. (2009) Consequences of Power Distance in Organisations. Vision, 13, 1-9. [30] Fischer, R. and Smith, P. (2006) Who Cares about Justice? The Moderating Effect of Values on the Link between Organizational Justice and Work Behavior. Applied Psychology: An International Review, 55, 541-562.
http://dx.doi.org/10.1111/j.1464-0597.2006.00243.x [31] Clugston, M., Howell, J.P. and Dorfinan, P.W. (2006) Does Cultural Socialization Predict Multiple Bases and Foci of Commitment? Journal of Management, 26, 5-30.
http://dx.doi.org/10.1016/S0149-2063(99)00034-3 [32] Lin, W., Wang, L. and Chen, S. (2013) Abusive Supervision and Employee Well-Being: The Moderating Effect of Power Distance Orientation. Applied Psychology, 62, 308-329.
http://dx.doi.org/10.1111/j.1464-0597.2012.00520.x [33] Winkler, E., Busch, C., Clasen, J. and Vowinkel, J. (2014) Leadership Behavior as a Health-Promoting Resource for Workers in Low-Skilled Jobs and the Moderating Role of Power Distance Orientation. Zeitschrift für Personalforschung, 28, 96-116. [34] Payne, S.C. and Huffinan, A.H. (2005) A Longitudinal Examination of the Influence of Mentoring on Organizational Commitment and Turnover. Academy of Management Journal, 48, 158-168.
http://dx.doi.org/10.5465/AMJ.2005.15993166