Power Distance,Learning Orientation And Facades Of Conformity

In such Knowledge Economic Age,the formation of core competitiveness of enterprises stems from the accumulation of intellectual capital,of which the carrier are employees.However,with the increasing degree of China's financial market's opening up,the intensification of industry competition has put forward higher requirements for financial institutions.It has become an essential feature of excellent banking teams to work with high speed as well as quality.Within such teams,employees often need to work efficiently and accurately,the internal system of power and responsibility intends to be more e xplicit and fixed for ensuring team's efficiency during projects.However,being under such solidified structure of high pressure for long time will definitely exert nega tive consequences upon the team.On the one hand,employees will become more used to follow their superiors mechanically and blindly while faced with decision-making,in order to avoid the career crisis caused by misrepresentation or persistence.As a res ult,members of the organization get gradually used of being silent,sometimes,if it's necessary,even imitate and blindly follow the behavioral habits of others.On the other hand,the cruel environment of competition reinforces employees' anxiety in workplace.Such unsteady mood keeps gradually prompting employees to conceal their true feelings inside or even express opinions they them self's not believe in,in order to avoid negative damage.Such behavior,called facades of conformity(FOC),was found by Hewlin in 2003,means that employees pursue fake consistent with their organizations by hiding or disguising their true views and principle(Hewlin,2003).Moreover,in such process,power distance,which is an important dimension that affects employees' perception of leadership,also significantly reconciles his or her fair perception towards organization and thus further influences the follow-up behavior,including the FOC activity.Therefore,this paper starts from such unreal behavior of employees,combines with power distance to analyze the mechanism between them through empirical research.As to the empirical analysis,this paper adopts the data from �Questionnaire of Positive Psychological Capital and Human Resource Management of Chinese Banking Employees Survey�,which was conducted by the research team of the International Business School of Southwestern University of Finance and Economics.Referring to a lot of literature,accuracy of the variables' measuring questions has been ensured through the process of translation,and finally forms the questionnaire for the employees of the banking industry.After being gathered and selected,the data used in this paper was obtained,which was adopted for descriptive analysis,reliability and validity analys is,as well as the correlation and regression analysis through SPSS21.0 and Amos24.0.The analysis result shows the positive correlation between power distance and facades of conformity,which means,employees with higher power distance tend to choose facades of conformity more than those with low power distance.Secondly,this paper starts from the industrial of the banking industry,introduces in the learning orientation as the regulated variable,and attempts to explore its influence between power distance and facades of conformity.According to Sinkula(1997),learning orientation,which represents an organization's overall values,consists of three dimensions: commitment to learning,open mind,and shared vision.It reflects not only the ability to reshape an organizational environment and atmosphere,but also to reinvent the existing cognitive framework between employees and organizations.Therefore,by influencing the organizational atmosphere and employees' perception,whether learning orientation affects the relationship between employees' power distance and facades of conformity activity becomes another content of this article.Subsequently,through the empirical analysis,verification of learning orientation' positive effect has been obtained.Two o f its three dimensions�the commitment of learning and the shared vision have significa nt positive adjustment effect on relationship between power distance and facades of conformity.Finally,based on such result,this paper proposes several innovative suggestions for organizational learning management.Formation of employees' high-quality learning activities doesn't simply come from organization's pushing hard with heavy strength nor blindly pursue overall unity,but through wisely targeting the variety of employees as well as the learning content.Also,combining with industry characteristics and business types,leaders need to peruse more sustainable learning framework with effective learning activities and appropriate management of employees' facades of conformity.