Baoguo Xie
Datos Biográficos
| ID | 7184534 |
|---|---|
| NOMBRE | Baoguo Xie |
| NOMBRES | Baoguo |
| APELLIDO | Xie |
| FIRMA | XIE B |
| AFILIACIONES | Wuhan University of Technology |
| ORCID | 0000-0001-5356-3972 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 11 |
| TOTAL DE CITAS | 0 |
| TOTAL COMO AUTOR | 11 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 2008 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2026 |
| ÍNDICE H | 0 |
Why are researchers willing to share valuable knowledge resources? The critical role of occupational calling
Knowledge sharing is a prosocial and morally expected behavior in academia. Although occupational calling is a prosocial and ethical work orientation, there has been no research exploring the internal mechanisms linking occupational calling and knowledge sharing. Based on the conservation of resources theory (COR), this study examined why and how occupational calling is positively related to researchers’ knowledge sharing. Drawing on three-wave, …
Why and when entrepreneurs with calling perform better? The effects of calling and money motivation on entrepreneurial performance
Although calling is frequently stated in entrepreneurial practice, empirical study examining the impact of calling on entrepreneurial activities is scarce. Based on self-regulation theory, two-wave survey is administered among 174 Chinese entrepreneurs to investigate the influence of calling on entrepreneurial performance. The results indicate that calling has a significant and positive impact on entrepreneurial performance of entrepreneurs. Inno…
The benefits and costs of living out one’s calling
“Good pressure, bad pressure?” The double-edged sword effect of algorithmic regulatory pressure on service performance
How do career success criteria shape occupational calling
Career success criteria of intrinsic fulfillment criteria have positive effects on college students' occupational calling. Based on the findings of this study, educators and counselors may leverage these findings to help college students foster their occupational calling that leads to true meaningfulness in work
Are Callings Always Ethically Good? Why and When Occupational Calling Inhibits Unethical Decision-Making Among Researchers
Guanxi HRM Practice and Employees’ Occupational Well-Being in China
Chinese employees may experience and respond to guanxi human resource management (HRM) practice (e.g., recruiting, selecting, inducting and appraising employees based on personal relationships). Little has been done to examine the linkage between guanxi HRM practice and employees' occupational well-being. This study investigates the psychological process of how guanxi HRM practice affects employees' occupational well-being. The theoretical model …
Social effects of engaged leaders on subordinates' experiences in the workplace
We drew on the theory of conservation of resources to examine the social effects of a leader's work engagement on followers' psychological capital, work engagement, and job satisfaction. With a sample of 530 employees nested within 54 teams, we tested our hypotheses using multilevel path analyses in Mplus. As hypothesized, we found that the leader's work engagement was positively related to followers' psychological capital, work engagement, and j…
Bridging the Gap between Affective Well-Being and Organizational Citizenship Behavior
Workplace well-being has received considerable attention over the past decade. Relative to the positive relationship between affective well-being and in-role performance, the relationship between affective well-being and extra-role performance has received little empirical attention. The purpose of this study was to examine the relationships among affective well-being, work engagement, collectivist orientation, and organizational citizenship beha…
A Meta-Analysis on Effects of Human, Social, and Psychological Capital on Career Success in Chinese Business Organizations
摘要
The Effects of Career Plateau on Job Satisfaction,Organizational Commitment and Turnover Intentions
摘要: 职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。(1)层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;(2)内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;(3)中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响
Sin obras prominentes en esta página.
The Effects of Career Plateau on Job Satisfaction,Organizational Commitment and Turnover Intentions
摘要: 职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。(1)层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;(2)内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;(3)中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响
A Meta-Analysis on Effects of Human, Social, and Psychological Capital on Career Success in Chinese Business Organizations
摘要
Bridging the Gap between Affective Well-Being and Organizational Citizenship Behavior
Workplace well-being has received considerable attention over the past decade. Relative to the positive relationship between affective well-being and in-role performance, the relationship between affective well-being and extra-role performance has received little empirical attention. The purpose of this study was to examine the relationships among affective well-being, work engagement, collectivist orientation, and organizational citizenship beha…
Guanxi HRM Practice and Employees’ Occupational Well-Being in China
Chinese employees may experience and respond to guanxi human resource management (HRM) practice (e.g., recruiting, selecting, inducting and appraising employees based on personal relationships). Little has been done to examine the linkage between guanxi HRM practice and employees' occupational well-being. This study investigates the psychological process of how guanxi HRM practice affects employees' occupational well-being. The theoretical model …
Social effects of engaged leaders on subordinates' experiences in the workplace
We drew on the theory of conservation of resources to examine the social effects of a leader's work engagement on followers' psychological capital, work engagement, and job satisfaction. With a sample of 530 employees nested within 54 teams, we tested our hypotheses using multilevel path analyses in Mplus. As hypothesized, we found that the leader's work engagement was positively related to followers' psychological capital, work engagement, and j…
Are Callings Always Ethically Good? Why and When Occupational Calling Inhibits Unethical Decision-Making Among Researchers
Why and when entrepreneurs with calling perform better? The effects of calling and money motivation on entrepreneurial performance
Although calling is frequently stated in entrepreneurial practice, empirical study examining the impact of calling on entrepreneurial activities is scarce. Based on self-regulation theory, two-wave survey is administered among 174 Chinese entrepreneurs to investigate the influence of calling on entrepreneurial performance. The results indicate that calling has a significant and positive impact on entrepreneurial performance of entrepreneurs. Inno…
The benefits and costs of living out one’s calling
“Good pressure, bad pressure?” The double-edged sword effect of algorithmic regulatory pressure on service performance
How do career success criteria shape occupational calling
Career success criteria of intrinsic fulfillment criteria have positive effects on college students' occupational calling. Based on the findings of this study, educators and counselors may leverage these findings to help college students foster their occupational calling that leads to true meaningfulness in work
Why are researchers willing to share valuable knowledge resources? The critical role of occupational calling
Knowledge sharing is a prosocial and morally expected behavior in academia. Although occupational calling is a prosocial and ethical work orientation, there has been no research exploring the internal mechanisms linking occupational calling and knowledge sharing. Based on the conservation of resources theory (COR), this study examined why and how occupational calling is positively related to researchers’ knowledge sharing. Drawing on three-wave, …
Psychology (9 obras) · Social Psychology (7 obras) · Job Satisfaction and Organizational Behavior (6 obras) · Religion, Spirituality, and Psychology (5 obras) · Workplace Spirituality and Leadership (5 obras) · Business (4 obras) · Social Psychology (4 obras) · Political science (3 obras) · Sociology (3 obras) · Business administration (2 obras)