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The State-Owned Enterprise as an Identity: The Influence of Institutional Logics on Guanxi Behavior

Published online by Cambridge University Press:  14 July 2020

Xi Chen Open the ORCID record for Xi Chen [Opens in a new window]
Xi Chen*
Affiliation:
University of Nottingham - Ningbo China
*
Corresponding author: Xi Chen (xi.chen2@nottingham.edu.cn)
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Abstract

Previous research has debated whether guanxi persists or declines with the development of formal institutions. This study addresses this debate by investigating how the development of formal institutions in China's state-owned organizations influences employees’ guanxi behavior. Building on institutional logics theory, I propose that guanxi behavior is a reaction to the socialist institutions adopted by state-owned enterprises (SOEs) and is associated with the collective identity of SOEs. Thus, employees’ identification with SOEs is the mechanism that influences their guanxi behavior. A survey of 721 employees from 12 organizations compared guanxi behavior across three types of organizations with different degrees of state ownership: SOEs, public firms, and joint ventures. The results showed that the employees of joint ventures identify less with SOEs and engage in less guanxi behaviors than do SOE employees. The employees of public firms still identify with SOEs, and their guanxi behavior did not differ from that of SOE employees. Identification with SOEs mediated the effect of organizational type on guanxi behavior, whereas formalization did not. Therefore, the development of formal institutions does not necessarily decrease guanxi behavior, and its effect depends on whether the collective identity underlying guanxi is changed. This study has important implications for guanxi research, institutional logics theory, and transition economies.

摘要

摘要

前人关于作为非正式制度的关系是否随着正式制度的发展此消彼长展开了争论。此研究针对该争论来研究中国国有企业的正式制度的发展如何影响员工的关系行为。基于制度逻辑理论，我提出关系行为是对国有企业的社会主义制度的一种反应并已与国有企业的集体身份联系在一起。因此，员工对于国有企业的认同是影响其关系行为的机制。对于12家组织721名员工的调研比较了三种不同国有程度的组织—国有企业、上市公司、和合资企业—内的关系行为。结果发现相对于国有企业的员工，合资企业的员工更少地认同国有企业并从事更少的关系行为；上市公司的员工仍认同国有企业且其关系行为并未减少。因此，正式制度的发展并不必然减少关系行为，其作用依赖于反映关系行为的集体身份是否改变。该研究对于关系研究，制度逻辑理论，以及转型经济具有重要意义。

Аннотация

АННОТАЦИЯ

В ранних исследованиях ведутся споры о том, сохраняются ли отношения guanxi или исчезают с развитием формальных институтов. Данное исследование вносит свой вклад в эти научные дебаты, изучая то, каким образом развитие формальных институтов в китайских государственных организациях влияет на поведение guanxi у сотрудников. На основании теории институциональной логики, я предполагаю, что поведение guanxi является реакцией на социалистические институции, которые приняты на государственных предприятиях (ГП), а также связано с коллективной идентичностью ГП. Таким образом, идентификация сотрудников с ГП является механизмом, который влияет на их поведение guanxi. На основании опроса 721 сотрудников из 12 организаций, я сравнил поведение guanxi в трех типах организаций с разной степенью государственной собственности: государственные предприятия, открытые акционерные компании и совместные предприятия. Результаты показали, что сотрудники совместных предприятий меньше идентифицируют себя с государственными предприятиями и менее полагаются на поведение guanxi, чем сотрудники государственных предприятий. Сотрудники открытых акционерных компаний по-прежнему идентифицируют себя с государственными предприятиями, и их поведение guanxi не отличается от поведения сотрудников государственных предприятий. Следовательно, развитие формальных институтов вовсе не обязательно нивелирует поведение guanxi, и это влияние зависит от того, изменилась ли коллективная идентичность, которая лежит в основе guanxi. Эта работа имеет важное значение для исследований в сфере guanxi, теории институциональной логики, а также для изучения стран с переходной экономикой.

Resumen

RESUMEN

Investigaciones anteriores han debatido si el guanxi persiste o declina con el desarrollo de instituciones formales. Este estudio aborda este debate investigando cómo el desarrollo de instituciones formales en las organizaciones estatales de China influye en el comportamiento guanxi de los empleados. Basándome en la teoría de la lógica institucional, propongo que el comportamiento guanxi sea una reacción a las instituciones socialistas adoptadas por las empresas estatales (SOEs por sus iniciales en inglés) y esté asociada con la identidad colectiva de las empresas de propiedad estatal. De este modo, la identificación de los empleados con las empresas estatales es el mecanismo que influye en su comportamiento guanxi. Una encuesta realizada a 721 empleados de 12 organizaciones comparó el comportamiento guanxi en tres tipos de organizaciones con diferentes grados de propiedad estatal: empresas de propiedad estatal, empresas públicas y empresas conjuntas. Los resultados mostraron que los empleados de las empresas conjuntas identifican menos con las empresas de propiedad estatal y se involucran en menos comportamientos guanxi que los empleados de empresas de propiedad estatal. Los empleados de las empresas públicas todavía se identifican con las empresas de propiedad estatal, y su comportamiento guanxi no difería del de los empleados de las empresas estatales. Por consiguiente, el desarrollo de instituciones formales no necesariamente disminuye el comportamiento guanxi, y su efecto depende de si se cambia la identidad colectiva subyacente al guanxi. Este estudio tiene importantes implicaciones para la investigación sobre el guanxi, la teoría de lógicas institucionales y las economías en transición.

Keywords

collective identityguanxiinstitutional logicsinstitutionsSOE制度制度逻辑集体身份国有企业关系коллективная идентичностьguanxiинституциональная логикаинститутыгосударственные предприятияidentidad colectivaguanxilógica institucionalinstitucionesempresas de propiedad estatal
Type
Special Issue Articles
Information
Management and Organization Review , Volume 16 , Special Issue 3: Informal Networks: Dark Sides, Bright Sides, and Unexplored Dimensions , July 2020 , pp. 543 - 568
Copyright
Copyright © 2020 The International Association for Chinese Management Research

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Footnotes

Accepted by Guest Editors Sven Horak, Fida Afiouni, and Alena Ledeneva, Senior Editors Yanjie Bian and Maral Muratbekova-Touron, and Deputy Editor Carl F. Fey

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