Document Type
Dissertation
Degree
Doctor of Education (EdD)
Major/Program
Adult Education and Human Resource Development
First Advisor's Name
Thomas Reio
First Advisor's Committee Title
Committee chair
Second Advisor's Name
Jinlin Zhao
Second Advisor's Committee Title
Committee Member
Third Advisor's Name
Haiying Long
Third Advisor's Committee Title
Committee Member
Fourth Advisor's Name
Hyejin Bang
Fourth Advisor's Committee Title
Committee Member
Keywords
leadership, organizational justice, job satisfaction
Date of Defense
10-3-2019
Abstract
This nonexperimental, quantitative study (N = 283) is to investigate the relationship between organizational justice, job satisfaction, and expatriate leadership performance. This study, undergirded by both social exchange (Blau, 1964) and transformational leadership theory (Bass & Avolio, 1990). The target population of this study was local employees who work with expatriate managers in the hospitality industry in Mainland China. 64% (n = 182) of the sample was female and 36% (n = 101) of the sample was male participated in this study. The research hypotheses were tested using correlational, regression analyses and structural equation modeling.
The results of this study shows that there is a positive relationship between employee job satisfaction and employees’ perceptions of the expatriate leader’s job performance. Also, it shows there was a positive relationship between organizational justice and employee job satisfaction. Furthermore, it confirmed that relationship between job satisfaction and leadership performance was mediated by organizational justice.
The results of this study further understandings of social exchange theory and transformational leadership in a cross-cultural leadership context. It provides evidence of the direction and magnitude of relationships between organizational justice, job satisfaction and expatriate leadership performance. In addition, the results of this research help hospitality industry leaders face the reality of how local employees perceive their performance, and play a vital role to identify possible opportunities and shortcomings in HRD policies and procedures. HRD professionals can focus on creating developmental interventions that promote organizational justice, employee job satisfaction, and encourage a positive psychological climate.
Identifier
FIDC007834
Recommended Citation
Ding, Wei, "A Quantitative Study of Expatriate Hotel Managers in Mainland China: An Exploration of Perceived Organizational Justice as a Mediator of Local Employee Job Satisfaction and Their Evaluation of Expatriate Manager Leadership Performance" (2019). FIU Electronic Theses and Dissertations. 4361.
https://digitalcommons.fiu.edu/etd/4361
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