Ken Cheng
Biographic Data
| ID | 108181 |
|---|---|
| NAME | Ken Cheng |
| GIVEN NAMES | Ken |
| FAMILY NAME | Cheng |
| SIGNATURE | CHENG K |
| AFFILIATIONS | Macquarie University |
| ORCID | 0000-0002-4913-2691 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 18 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1979 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 2 |
Drawing your way to an A
Family-Supportive Supervisor Behavior, Felt Obligation, and Unethical Pro-family Behavior
Mental contrasting with implementation intentions increases study time for university students
BACKGROUND: Goal setting is a core aspect of human behaviour that drives action. The intention to achieve one's goals, however, does not necessarily translate into desired outcomes. Although the mental contrasting with implementation intentions (MCII) strategy has demonstrated strong efficacy, limited investigations have been conducted in a university academic goal-setting context. AIMS: The current study sought to investigate the efficacy of MCI…
Congruence in organizational support and new generation employees' turnover intention
摘要: 基于心理契约理论, 探讨雇佣前后的组织支持一致性对新生代员工离职意愿的影响以及员工幸福感的中介作用。采用多项式回归与响应面分析技术, 对多时点收集的258名新生代员工数据进行检验。结果表明:(1)相较于“低预期−低感知”组织支持一致, 在“高预期−高感知”组织支持一致的情况下, 新生代员工的离职意愿更低; (2)相较于“高预期−低感知”组织支持不一致, 在“低预期−高感知”组织支持不一致的情况下, 新生代员工的离职意愿更低; (3)总体而言, 预期组织支持与感知组织支持越一致, 新生代员工的离职意愿越低; (4)员工幸福感在组织支持一致性与新生代员工离职意愿之间起部分中介作用
Bayesian integration of spatial information
Spatial judgments and actions are often based on multiple cues. The authors review a multitude of phenomena on the integration of spatial cues in diverse species to consider how nearly optimally animals combine the cues. Under the banner of Bayesian perception, cues are sometimes combined and weighted in a near optimal fashion. In other instances when cues are combined, how optimal the integration is might be unclear. Only 1 cue may be relied on,…
Improvements in self-control from financial monitoring
Longitudinal gains in self‐regulation from regular physical exercise
Objectives. The purpose of the present study was to test whether the repeated practice of self‐regulation could improve regulatory strength over time. Method. Regulatory performance was assessed at baseline, then at monthly intervals for a period of 4 months using a visual tracking task. Perceived stress, emotional distress, self‐efficacy and general regulatory behaviour were assessed by questionnaire. Following a 2‐month control phase, participa…
Are the Rules of Address Universal
Our question was: Does the alleged universality of Brown's Invariant Norm of Address (1965) extend to Chinese usage? Or, does the alleged universal relationship between social power and intimacy and between inequality and equality hold for Chinese social structure? To answer these questions, we developed three quantitative indices which measure the degrees of reciprocity, solidarity, and inequality in dyadic address exchanges. The indices permit …
Improvements in self-control from financial monitoring
Are the Rules of Address Universal
Our question was: Does the alleged universality of Brown's Invariant Norm of Address (1965) extend to Chinese usage? Or, does the alleged universal relationship between social power and intimacy and between inequality and equality hold for Chinese social structure? To answer these questions, we developed three quantitative indices which measure the degrees of reciprocity, solidarity, and inequality in dyadic address exchanges. The indices permit …
Are the Rules of Address Universal
Our question was: Does the alleged universality of Brown's Invariant Norm of Address (1965) extend to Chinese usage? Or, does the alleged universal relationship between social power and intimacy and between inequality and equality hold for Chinese social structure? To answer these questions, we developed three quantitative indices which measure the degrees of reciprocity, solidarity, and inequality in dyadic address exchanges. The indices permit …
Longitudinal gains in self‐regulation from regular physical exercise
Objectives. The purpose of the present study was to test whether the repeated practice of self‐regulation could improve regulatory strength over time. Method. Regulatory performance was assessed at baseline, then at monthly intervals for a period of 4 months using a visual tracking task. Perceived stress, emotional distress, self‐efficacy and general regulatory behaviour were assessed by questionnaire. Following a 2‐month control phase, participa…
Bayesian integration of spatial information
Spatial judgments and actions are often based on multiple cues. The authors review a multitude of phenomena on the integration of spatial cues in diverse species to consider how nearly optimally animals combine the cues. Under the banner of Bayesian perception, cues are sometimes combined and weighted in a near optimal fashion. In other instances when cues are combined, how optimal the integration is might be unclear. Only 1 cue may be relied on,…
Improvements in self-control from financial monitoring
Congruence in organizational support and new generation employees' turnover intention
摘要: 基于心理契约理论, 探讨雇佣前后的组织支持一致性对新生代员工离职意愿的影响以及员工幸福感的中介作用。采用多项式回归与响应面分析技术, 对多时点收集的258名新生代员工数据进行检验。结果表明:(1)相较于“低预期−低感知”组织支持一致, 在“高预期−高感知”组织支持一致的情况下, 新生代员工的离职意愿更低; (2)相较于“高预期−低感知”组织支持不一致, 在“低预期−高感知”组织支持不一致的情况下, 新生代员工的离职意愿更低; (3)总体而言, 预期组织支持与感知组织支持越一致, 新生代员工的离职意愿越低; (4)员工幸福感在组织支持一致性与新生代员工离职意愿之间起部分中介作用
Mental contrasting with implementation intentions increases study time for university students
BACKGROUND: Goal setting is a core aspect of human behaviour that drives action. The intention to achieve one's goals, however, does not necessarily translate into desired outcomes. Although the mental contrasting with implementation intentions (MCII) strategy has demonstrated strong efficacy, limited investigations have been conducted in a university academic goal-setting context. AIMS: The current study sought to investigate the efficacy of MCI…
Family-Supportive Supervisor Behavior, Felt Obligation, and Unethical Pro-family Behavior
Drawing your way to an A
Psychology (8 works) · Computer Science (4 works) · Social Psychology (4 works) · Behavioral Health and Interventions (3 works) · Artificial Intelligence (2 works) · Clinical Psychology (2 works) · Cognitive psychology (2 works) · Developmental psychology (2 works) · Distress (2 works) · Job Satisfaction and Organizational Behavior (2 works)