Group & Organization Management
2014, Vol. 39(4) 389 –415
© The Author(s) 2014
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DOI: 10.1177/1059601114539389
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Article
Self-Leadership in a
Chinese Context: Work
Outcomes and the
Moderating Role of Job
Autonomy
Jessie Ho
1
and Paul L. Nesbit
2
Abstract
To investigate whether the theory of self-leadership could be applicable in
a non-Western context, this study examined the
relationship between self-
leadership behaviors with supervisor performance rating, objective work
performance, and job satisfaction in nine Chinese organizations.
In addition,
we examined whether job autonomy would influence the relationship
between self-leadership behaviors and these work outcomes. We used
a sample of 407 supervisor–subordinate dyads
from a wide variety of
organizations located in the People’s Republic of China and Hong Kong.
Results showed a positive relationship between subordinates’ self-leadership
behaviors to supervisor performance rating,
and to job satisfaction, even
when controlling for the personality trait of conscientiousness. However,
self-leadership was not significantly related to objective job performance.
In addition, job autonomy moderated the relationships between self-
leadership behaviors and work
outcomes of performance rating, objective
work performance, and job satisfaction. These
findings suggested that the
associations between self-leadership and work outcomes found in Western-
based studies could be extended to the Chinese organizational settings
included in this study.
1
Hong
Kong Polytechnic University, Kowloon, Hong Kong
2
Macquarie University, Sydney,
Australia
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