| 文章名称 | 作者排序 | 发表刊物 | 发表日期 | 期刊类型 | 备注 |
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How does active helping behavior step up or slack off? Integrating enrichment-based and depletion-based perspective
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第一作者 |
Journal of Management |
2020/3/1 |
期刊论文JCR一、二区论文 |
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How does helping self-sustain? A psychological safety perspective
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第一作者 |
the 76th Annual Meeting of the Academy of Management |
2016/8/1 |
会议论文国际会议 |
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Perish in comfort? The moderating role of conscientiousness in the curvilinear relationship between psychological safety and creativity
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第一作者 |
the 76th Annual Meeting of the Academy of Management |
2016/8/1 |
会议论文国际会议 |
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Benevolent leadership and team performance: The moderating role of team commitment
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第二作者 |
the 76th Annual Meeting of the Academy of Management |
2016/8/1 |
会议论文一般期刊 |
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Adaptability and Life Satisfaction: The Moderating Role of Social Support
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第二作者 |
Frontiers in Psychology |
2016/7/28 |
期刊论文SSCI |
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Employee Trust in Supervisors and Affective Commitment: The Moderating Role of Authentic Leadership
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第二作者 |
Psychological Reports |
2016/6/1 |
期刊论文SSCI |
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Follower political Skill, leader-member exchange, and performance: A followership perspective
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第一作者 |
the 31th Annual Conference of the Society for Industrial and Organizational Psychology |
2016/4/1 |
会议论文国际会议 |
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Family incivility and counterproductive work behavior: A moderated mediation model of self-esteem and emotional regulation
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第二作者 |
Journal of Vocational Behavior |
2016/2/23 |
期刊论文核心期刊 |
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Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance
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第一作者 |
Journal of Vocational Behavior |
2016/1/1 |
期刊论文SSCI |
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Leadingfutureorientationsforcurrenteffectiveness:Theroleof engagementandsupervisorcoachinginlinkingfutureworkself salience tojob performance
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第一作者 |
JournalofVocational Behavior |
2015/12/10 |
期刊论文核心期刊 |
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A Double-edged Sword: The Moderating Role of Conscientiousness in the Relationships Between Work Stressors, Psychological Strain and Job Performance
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第一作者 |
Journal of Organizational Behavior |
2015/1/10 |
期刊论文SSCI |
Although conscientiousness was commonly ...展开 |
Although conscientiousness was commonly viewed as a type of personal resource to help individuals reduce strain or mitigate the impacts of stressors, empirical research demonstrated mixed results. Based on the personal resource allocation perspective, we posited that rather than functioning as personal resource per se, conscientiousness may act as a key factor influencing how individuals allocate their personal resources. The current study examined the moderating roles of conscientiousness in the relationships that work stressors (i.e., challenge stressors and hindrance stressors) have with employee psychological strain and job performance by using multi-source, time-lagged data collected from 250 employees working at two companies. The results showed that both challenge stressors and hindrance stressors were positively related to psychological strain. Conscientiousness moderated the relationships between both stressors and psychological strain, such that the positive relationships were stronger for individuals with high conscientiousness. Conscientiousness also moderated the relationship between challenge stressors and performance, such that the relationship was positive for individuals with high conscientiousness but negative for those with low conscientiousness. Altogether, the findings suggest that conscientiousness acts as a double-edged sword that both promotes performance and exacerbates the stress reaction of employees when they are confronted with stressful situations.收起 |
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The role of affective commitment and future work self salience in the abusive supervision–job performance relationship
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第二作者 |
Journal of Occupational and Organizational Psychology |
2014/12/1 |
期刊论文SSCI |
Drawing upon the identity-based perspect...展开 |
Drawing upon the identity-based perspective, the current research focused on the role of affective commitment and future work self salience (FWSS) in the relationship between abusive supervision and job performance. We expected that affective commitment, which represents the organization-based identities of employees, would mediate the relationship between abusive supervision and job performance. Furthermore, we predicted that employees’ FWSS, which represents the ease of construction and clarity of an individual’s hoped-for work-based identity, would amplify the indirect effect of abusive supervision on job performance via affective commitment. Specifically, FWSS was expected to play an amplifying role in the abusive supervision–affective commitment path. Based on a sample of 480 salespersons, the results of a three-wave study revealed that affective commitment mediated the abusive supervision–sales performance relationship. Moreover, the indirect effect of abusive supervision on sales performance via affect收起 |
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The role of affective commitment and future work self salience in the abusive supervision-job performance relationship
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第二作者 |
the 30th Annual Conference of the Society for Industrial and Organizational Psychology |
2014/12/1 |
会议论文国际会议 |
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Communication frequency, quality and relationship satisfaction: A P-E fit approach
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第三作者 |
the 30th Annual Conference of the Society for Industrial and Organizational Psychology |
2014/12/1 |
会议论文国际会议 |
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A double-edged sword: The moderating role of conscientiousness in the relationships between work stressors, psychological strain, and job performance
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第一作者 |
Journal of Organizational Behavior |
2014/9/12 |
期刊论文核心期刊 |
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The Moderating role of promotion-prevention focus in the relationships between supervisor coaching behaviors and performance
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第一作者 |
the 28th International Congress of Applied Psychology |
2014/7/9 |
会议论文国际会议 |
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Ethical leadership and employee performance: A cross-level moderated mediation model
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第二作者 |
the 28th International Congress of Applied Psychology |
2014/7/8 |
会议论文国际会议 |
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Leader coaching and employee performance: A multilevel moderated mediation model
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第一作者 |
the 29th Annual Conference of the Society for Industrial and Organizational Psychology |
2014/5/15 |
会议论文国际会议 |
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The moderating role of conscientiousness in the relationships between work stressors, psychological strain and job performance
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第二作者 |
the 28th Annual Conference of the Society for Industrial and Organizational Psychology |
2013/4/3 |
会议论文国际会议 |
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Abusive Supervision and Employee Well-Being: The Moderating Effect of Power Distance Orientation
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第一作者 |
Applied Psychology: An International Review |
2013/4/2 |
期刊论文SSCI |
Researchers generally believe that abusi...展开 |
Researchers generally believe that abusive supervision leads to poor employee well-being (e.g., poor mental health and lower job satisfaction). However, these relationships are not always observed. Based on the cognitive appraisal theory, the current research extended content domain of abusive supervision research by examining the moderating effect of power distance orientation (the extent to which an individual accepts the unequal distribution of power in institutions and organizations), a kind of cultural values, on these relationships. We tested two independent samples (N1=762 and N2=347) using different methods. Results showed that employees’ power distance orientation moderated the relationships of abusive supervision with employee psychological health and job satisfaction, such that the negative relationships were weaker for employees with higher power distance orientation. The findings suggest the adaptive function of cultural values employees hold in organizational behavior. The implications for theory and practice are discussed.收起 |
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Political skill and locus of control as moderators of the relationships between work stressors and burnout
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独撰 |
The 30th International Congress of Psychology |
2012/7/20 |
会议论文国际会议 |
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Wording effects and the dimensionality of the General Health Questionnaire (GHQ-12)
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第二作者 |
Personality and Individual Differences |
2011/3/8 |
期刊论文SSCI |
There has been a debate about the struct...展开 |
There has been a debate about the structure of the 12-item General Health Questionnaire (GHQ-12). While some researchers believe it taps two or three dimensions, others think its multidimensionality is merely an artifact of wording effects. To directly test these competing views, we had 855 Chinese employees take one of three versions of the GHQ-12: either the original version, which is comprised of six positively worded and six negatively worded items; or one of two alternative versions that are comprised of 12 positively worded or 12 negatively worded items. Analyses indicated that the GHQ-12 had a unidimensional factor structure after controlling wording effects. The substantive meaning of the factor analysis results is further discussed based on their correlations with a string of personality and organization behavior variables.收起 |
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When is abusive supervision not related to employee psychological health: The moderating role of power distance orientation
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独撰 |
the 27th International Congress of Applied Psychology |
2010/7/8 |
会议论文国际会议 |
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| 合计发表 23 篇论文 |