Qingxiong Weng
Datos Biográficos
| ID | 4621685 |
|---|---|
| NOMBRE | Qingxiong Weng |
| NOMBRES | Qingxiong |
| APELLIDO | Weng |
| FIRMA | WENG Q |
| AFILIACIONES | University of Science and Technology of China |
| ORCID | 0000-0002-5426-6029 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 32 |
| TOTAL DE CITAS | 5 |
| TOTAL COMO AUTOR | 32 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 2012 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2026 |
| ÍNDICE H | 2 |
Success with a split face
By predominantly emphasizing the positive behavioral outcomes of subjective career success, existing research is limited in its ability to capture the potentially divergent consequences of such personal accomplishments. To address this limitation, we draw on the cognitive‐motivational‐relational theory of emotion and a dual‐faceted, functional conceptualization of pride to construct and test an integrated model. In this framework, subjective care…
I won't leave even when performance is poor
This study used the stressor–strain–outcome framework as a theoretical foundation to propose and test a research model exploring why and when poor business performance leads to entrepreneurial exit intention. Analysis of time-lagged data from a survey of 336 Chinese entrepreneurs supported our hypotheses. Specifically, emotional exhaustion mediated the relationship between poor performance and entrepreneurial exit intention, while family-to-busin…
Regret and resignation among successful entrepreneurs
More insight is needed into what triggers regret in successful entrepreneurs and what capabilities they need to cope with this. We drew on conservation of resources theory, developing a model linking work–family conflict to entrepreneurial exit intention via entrepreneurial regret at varying levels of family centrality and entrepreneurial resilience. Analysis of data from 328 Chinese entrepreneurs suggested that work–family conflict was positivel…
How venture capitalists evaluate entrepreneurs’ track records of conflicts in investment decisions
Purpose The aim of this study is to understand how venture capitalists (VCs) evaluate an entrepreneur with a track record of conflict with previous investors when making an initial investment decision. Design/methodology/approach This study draws on a conjoint experiment design with 2,064 observations from 129 participants. The data was analyzed using Hierarchical Linear Modeling. Findings This study finds that VCs evaluate entrepreneurs’ track r…
Mixed Feelings About Supervisors
Cheating from dominating
While prior research suggests that leaders’ dominant behavior effectively enhances organizational effectiveness and is necessary for navigating today’s uncertain and competitive business environments, its hidden costs—rooted in control, intimidation, and coercion—have received limited attention. In this study, we argue that leaders’ dominant behavior can serve as a workplace stressor that leads to employees’ defensive yet covert responses. Drawin…
Interest incongruence and employee thriving at work
How much conflict is too much? How frequent task conflict expressions affect angels’ reinvestment intention
Purpose The aim of this study is to understand the levels (i.e. mild vs intense) of task conflict (TC) expressions between angel investors and entrepreneurs at the post-investment stage and how it affect angel investors’ follow-on investment intentions with the same entrepreneur. Design/methodology/approach Survey data was gathered from 71 angel investors in China. Mplus was used to test the proposed research model. Findings This study found that…
Their bad experiences make me think twice
Prior research has shown that customer incivility impacts targeted employees' performance. Yet, whether such experiences also influence bystander employees has been overlooked. In this work, we take a third‐party perspective and suggest that observed customer‐to‐colleague incivility may have a positive impact on bystander employees' service performance. Drawing on social learning theory, we develop a model where we study the consequence of observ…
Blurred lines
Licensed to Misbehave? Leader Decisiveness Given Follower's Competence and Misconduct
Based on the idiosyncrasy credit theory, this article empirically tests the idea that leaders are likely to be more (less) lenient toward more (less) competent subordinates for misconduct—employee behavior that should be punished. With a field survey of 103 supervisors and their 582 subordinates (study 1) and an experiment that manipulates subordinates’ competence and leader dependence on subordinates (study 2), the posited effect is found to be …
Diminished relational energy
Researchers have often examined the leader‐member exchange (LMX) relationship from a univalent perspective, using a continuum from low to high exchange quality. This perspective has overlooked the possibility that employees may perceive their LMX relationships as both high and low quality (known as LMX ambivalence). In the present study, we draw on the transactional theory of stress and coping to examine how LMX ambivalence influences employees' …
Influence of meaningfulness of work and leadership characteristics on customer-directed counterproductive work behavior resulting from customer mistreatment
This study explored the impact of customer mistreatment on counterproductive work behavior (CWB) and the moderating role of supervisor responses (self-sacrificial and self-serving leadership) to clarify why customer-directed CWB occurs and how it can be reduced. A sample of 392 customer-facing employees in the USA completed measures assessing the meaningfulness of work and self-sacrificial and self-serving leadership experiences. The meaningfulne…
Why and when does person-entrepreneurship misfit promote entrepreneurial exit intention? A conservation of resources perspective
How different forms of job crafting relate to job satisfaction
From a restless pillow to a ruffled mind
Purpose Although work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly, this study aims to investigate off-the-job supervisors’ after-work experiences that may influence their work behavior. The authors explore how and when a supervisor’s poor recovery experiences lead to abusive supervisory behaviors through a negative start-of-work…
Linking Career Adaptability to Entrepreneurial Burnout
Based on career construction theory and person-environment fit theory, this study developed a theoretical model linking career adaptability to entrepreneurial burnout. A three-wave data collected from 319 owner-manager entrepreneurs showed that career adaptability was positively associated with person-entrepreneurship fit, which negatively related to subsequent entrepreneurial burnout. Moreover, we found that the indirect effect of career adaptab…
Authoritarian-Benevolent Leadership and Employee Behaviors
Job characteristics as drivers of occupational commitment
Contextual resource or demand? The effects of organizational engagement climate on employees’ work-to-family conflict
Where energy flows, passion grows
After-hours work-related technology use and individuals' deviance
Purpose The purpose of this study is to investigate the effect of after-hours work-related technology use on interpersonal, organizational and nonwork deviance through work–family conflict (WFC) by focusing on the moderating role of other- and self-initiated interruptions. Design/methodology/approach The online survey included 318 valid samples from employees working in different organizations in the Anhui provinces of the People's Republic of Ch…
The Role of Autonomy Support and Job Crafting in Interest Incongruence
Interest incongruence, or the mismatch between employees’ vocational interests and their work environments, tends to induce negative work attitudes and behaviors among employees. Combining conservation of resources theory and person–environment fit research, we propose a mediated moderation model explaining how autonomy support and job crafting mitigate the detrimental effects of interest incongruence on job satisfaction and absenteeism. Using da…
Personality and Organizational Career Growth
Drawing on trait activation theory, the present study answered the question about who achieves better career development in innovative organizations in the Chinese context. We examined the relationships of Big Five personality traits on organizational career growth while considering the cross-level moderating effects of innovation climate and innovation climate strength. More specifically, we argued that conscientiousness and openness to experien…
Testing a Moderated Mediation Model of Turnover Intentions With Chinese Employees
This study explores the role of organizational career growth on employees’ organizational identification and turnover intentions in the contemporary career era. We compare the impact of organizational career growth and perceived external prestige of organization on employees’ organizational identification and turnover intentions and probe whether perceived alternative job opportunities moderate the relations between perceived external prestige–or…
Location, location, location
The purpose of the present commentary is to discuss the nature and correlates of workplace commitment across cultures. We asked six organizational behavior scholars, who are intimately familiar with Brazil, China, Denmark, Germany, or Israel as their country of origin or extended residence, to “contextualize” workplace commitment. They did so by explicating institutional and cultural characteristics of their context on the emergence, meaning, and…
Diminished relational energy
Researchers have often examined the leader‐member exchange (LMX) relationship from a univalent perspective, using a continuum from low to high exchange quality. This perspective has overlooked the possibility that employees may perceive their LMX relationships as both high and low quality (known as LMX ambivalence). In the present study, we draw on the transactional theory of stress and coping to examine how LMX ambivalence influences employees' …
Organizational career growth, affective occupational commitment and turnover intentions
Location, location, location
The purpose of the present commentary is to discuss the nature and correlates of workplace commitment across cultures. We asked six organizational behavior scholars, who are intimately familiar with Brazil, China, Denmark, Germany, or Israel as their country of origin or extended residence, to “contextualize” workplace commitment. They did so by explicating institutional and cultural characteristics of their context on the emergence, meaning, and…
A meta-analysis of the relationship between occupational commitment and job performance
Using a random effects model, we meta-analytically estimated the true correlations between occupational commitment (OCC) and performance outcomes. We analyzed 69 empirical studies related to OCC and job performance correlations, and addressed 4 issues: First, we identified that OCC was significantly related to task performance and overall organizational citizenship behavior. Second, we distinguished between the effects of OCC on individual and or…
Individuals’ Career Growth Within and Across Organizations
The tremendous changes occurring in the work environment encourage new studies to update our knowledge about what determines ones’ career growth within and across organizations. Seven papers from a pool of submissions are presented in this special issue. We summarize how the seven papers included in this special issue contribute to our understanding beyond previous research and identify directions for future research. As a result of this special …
Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision
The effects of abusive supervision may be more intricate than what reason would suggest. To examine why individuals may respond differently to perceptions of supervisor abusive, this study relies on goal-setting theory to present a model that accounts for the influence of abusive supervision on job performance and organizational deviance. To be precise, motivation control and self-defeating cognition are proposed to mediate the interaction of per…
Personality and Organizational Career Growth
Drawing on trait activation theory, the present study answered the question about who achieves better career development in innovative organizations in the Chinese context. We examined the relationships of Big Five personality traits on organizational career growth while considering the cross-level moderating effects of innovation climate and innovation climate strength. More specifically, we argued that conscientiousness and openness to experien…
Testing a Moderated Mediation Model of Turnover Intentions With Chinese Employees
This study explores the role of organizational career growth on employees’ organizational identification and turnover intentions in the contemporary career era. We compare the impact of organizational career growth and perceived external prestige of organization on employees’ organizational identification and turnover intentions and probe whether perceived alternative job opportunities moderate the relations between perceived external prestige–or…
Social comparison as a double-edged sword on social media
Leader emotion regulation, leader‐member exchange (LMX), and followers’ task performance
Drawing on Social Exchange theory, we investigated the direct link between leaders’ emotion regulation strategies (i.e., surface acting and deep acting) and follower task performance. In addition, we investigated the indirect link between leaders’ emotion regulation strategies and follower task performance via leader‐member exchange (LMX). Using survey data ( N = 301) from the banking industry, we found that leader surface acting only has an indi…
Job characteristics as drivers of occupational commitment
Contextual resource or demand? The effects of organizational engagement climate on employees’ work-to-family conflict
Where energy flows, passion grows
After-hours work-related technology use and individuals' deviance
Purpose The purpose of this study is to investigate the effect of after-hours work-related technology use on interpersonal, organizational and nonwork deviance through work–family conflict (WFC) by focusing on the moderating role of other- and self-initiated interruptions. Design/methodology/approach The online survey included 318 valid samples from employees working in different organizations in the Anhui provinces of the People's Republic of Ch…
The Role of Autonomy Support and Job Crafting in Interest Incongruence
Interest incongruence, or the mismatch between employees’ vocational interests and their work environments, tends to induce negative work attitudes and behaviors among employees. Combining conservation of resources theory and person–environment fit research, we propose a mediated moderation model explaining how autonomy support and job crafting mitigate the detrimental effects of interest incongruence on job satisfaction and absenteeism. Using da…
Why and when does person-entrepreneurship misfit promote entrepreneurial exit intention? A conservation of resources perspective
How different forms of job crafting relate to job satisfaction
From a restless pillow to a ruffled mind
Purpose Although work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly, this study aims to investigate off-the-job supervisors’ after-work experiences that may influence their work behavior. The authors explore how and when a supervisor’s poor recovery experiences lead to abusive supervisory behaviors through a negative start-of-work…
Linking Career Adaptability to Entrepreneurial Burnout
Based on career construction theory and person-environment fit theory, this study developed a theoretical model linking career adaptability to entrepreneurial burnout. A three-wave data collected from 319 owner-manager entrepreneurs showed that career adaptability was positively associated with person-entrepreneurship fit, which negatively related to subsequent entrepreneurial burnout. Moreover, we found that the indirect effect of career adaptab…
Authoritarian-Benevolent Leadership and Employee Behaviors
Interest incongruence and employee thriving at work
How much conflict is too much? How frequent task conflict expressions affect angels’ reinvestment intention
Purpose The aim of this study is to understand the levels (i.e. mild vs intense) of task conflict (TC) expressions between angel investors and entrepreneurs at the post-investment stage and how it affect angel investors’ follow-on investment intentions with the same entrepreneur. Design/methodology/approach Survey data was gathered from 71 angel investors in China. Mplus was used to test the proposed research model. Findings This study found that…
Their bad experiences make me think twice
Prior research has shown that customer incivility impacts targeted employees' performance. Yet, whether such experiences also influence bystander employees has been overlooked. In this work, we take a third‐party perspective and suggest that observed customer‐to‐colleague incivility may have a positive impact on bystander employees' service performance. Drawing on social learning theory, we develop a model where we study the consequence of observ…
Blurred lines
Licensed to Misbehave? Leader Decisiveness Given Follower's Competence and Misconduct
Based on the idiosyncrasy credit theory, this article empirically tests the idea that leaders are likely to be more (less) lenient toward more (less) competent subordinates for misconduct—employee behavior that should be punished. With a field survey of 103 supervisors and their 582 subordinates (study 1) and an experiment that manipulates subordinates’ competence and leader dependence on subordinates (study 2), the posited effect is found to be …
Diminished relational energy
Researchers have often examined the leader‐member exchange (LMX) relationship from a univalent perspective, using a continuum from low to high exchange quality. This perspective has overlooked the possibility that employees may perceive their LMX relationships as both high and low quality (known as LMX ambivalence). In the present study, we draw on the transactional theory of stress and coping to examine how LMX ambivalence influences employees' …
Psychology (27 obras) · Job Satisfaction and Organizational Behavior (26 obras) · Social Psychology (26 obras) · Political science (14 obras) · Management (10 obras) · Organizational commitment (9 obras) · Business (7 obras) · Job satisfaction (7 obras) · Public relations (7 obras) · Work-Family Balance Challenges (7 obras)