Thomas W H Ng
Biographic Data
| ID | 163170 |
|---|---|
| NAME | Thomas W H Ng |
| GIVEN NAMES | Thomas W H |
| FAMILY NAME | Ng |
| SIGNATURE | NG T W H |
| AFFILIATIONS | University of Hong Kong |
| ORCID | 0000-0002-3179-4224 |
| VERIFIED | Yes |
| TOTAL WORKS | 30 |
| TOTAL CITATIONS | 234 |
| AUTHOR COUNT | 30 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2005 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 9 |
Workplace hurdles and innovative behavior: A meta-analysis
Supervisor Age and Embeddedness, Employee Embeddedness, and Job Performance
Guided by social information processing theory and regulatory focus theory, this study examines embeddedness contagion related to supervisors’ age. Older (vs. younger) supervisors are more likely to become embedded in their organizations, and when employees see these older supervisors as more embedded, they are likely to take this as a positive cue signaling them to become embedded in the organization, too. This tendency is an important topic wit…
Wish-making during the Covid-19 pandemic enhances positive appraisals and job satisfaction
Receiving developmental idiosyncratic deals over time: Showing innovative behavior is key
The effects of idea rejection on creative self‐efficacy and idea generation: Intention to remain and perceived innovation importance as moderators
In the pursuit of innovation, it is inevitable that many employee ideas will be disapproved of by supervisors, discouraging employees' idea generation. This idea rejection–idea generation link is important to examine because it extends current thinking which treats idea generation as the beginning stage of a creative process. Guided by social cognitive theory, this study proposes that the idea rejection–idea generation link is mediated by creativ…
Conservation of Resources Theory
The author provides a brief overview of the key tenets of the conservation of resources theory, which has been used to understand employee experiences of psychological distress.
Ethical leadership: Meta-analytic evidence of criterion-related and incremental validity.
This study examines the criterion-related and incremental validity of ethical leadership (EL) with meta-analytic data. Across 101 samples published over the last 15 years (N = 29,620), we observed that EL demonstrated acceptable criterion-related validity with variables that tap followers' job attitudes, job performance, and evaluations of their leaders. Further, followers' trust in the leader mediated the relationships of EL with job attitudes a…
Goal striving, idiosyncratic deals, and job behavior: Goal Striving and Idiosyncratic Deals
Two important gaps remain to be filled in the idiosyncratic deals (i-deals) literature. First, it is unclear which employees are predisposed to seek and receive i-deals. Second, it is unclear how employees' perceptions of whether their coworkers are receiving i-deals affect their own i-deal experiences. This study proposed a theoretical model suggesting that (a) three key motivational goals identified in human development research, that is, achie…
Subjective career success: A meta-analytic review
Community embeddedness and work outcomes: The mediating role of organizational embeddedness
The article examines the relationship between community embeddedness and work outcomes (e.g. job motivation, networking behavior, and organizational identification) and the mediating role that organizational embeddedness plays in those relationships. We draw upon conservation of resources theory to explain this mediating effect. Data were collected from 338 employees from multiple organizations at three points in time over a ten-month period; thi…
A meta‐analysis of the relationships of age and tenure with innovation‐related behaviour
One particularly persistent and prevalent negative age stereotype is that older workers are less innovative and more resistant to change. Because older workers are also more likely to have longer organizational tenure, negative age stereotypes contribute to the perception that long‐tenured workers are less innovative and more resistant to change, too. Guided by human capital theory, this study argues that the capacity to contribute to innovation‐…
Theoretical Approaches to the Study of Job Transitions
This paper integrates the research on the job transitions individuals experience over the course of their careers, including: transfers and promotions; domestic and international geographical relocation; transitions out of unemployment, underemployment, and contingent employment; changes in occupations; and transitions into bridge employment or retirement. We especially consider the contributions which embeddedness theory, person–environment fit …
Evaluating Six Common Stereotypes About Older Workers with Meta‐Analytical Data
This study evaluates the cumulated empirical evidence on 6 common age stereotypes. These stereotypes suggest that older workers are: (a) less motivated, (b) generally less willing to participate in training and career development, (c) more resistant and less willing to change, (d) less trusting, (e) less healthy, and (f) more vulnerable to work‐family imbalance. The meta‐analysis included 418 empirical studies ( N = 208,204) and examined the rela…
Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality
Previous research has yielded mixed results regarding the effects of age on innovation‐related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee possesses a proactive personality. We collected data from 196 employees at three points in time over a o…
A comparison of self-ratings and non-self-report measures of employee creativity
Both self-ratings and non-self-report measures of employee creativity (supervisor ratings, peer ratings, and objective measures of creativity) have been used frequently in the literature, but there have been no attempts to compare research results using different types of creativity measures. In the present meta-analysis, we examined the relationships of a wide array of personal characteristics and contextual factors with both types of creativity…
Breaches of past promises, current job alternatives, and promises of future idiosyncratic deals: Three-way interaction effects on organizational commitment
This article examines the three-way interaction effect of breaches of past promises, current job alternatives, and promises of future idiosyncratic deals on affective organizational commitment. Specifically, we posit that the negative relationship between breaches of past promises and affective organizational commitment is strongest when employees are promised idiosyncratic deals in the future and when they perceive that few job alternatives are …
Employee voice behavior: A meta‐analytic test of the conservation of resources framework
Although voice (i.e. expressing change‐oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a conservation of resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of r…
The Relationships of Age With Job Attitudes: A Meta-Analysis
Organizational Tenure and Job Performance
This study provides a meta-analysis on the relationships between organizational tenure and three broad classes of job behaviors: core-task behaviors, citizenship behaviors, and counterproductive behaviors. Across 350 empirical studies with a cumulative sample size of 249,841, the authors found that longer tenured employees generally have greater in-role performance and citizenship performance. It is interesting that organizational tenure was also…
Occupational embeddedness and job performance
While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects …
Age, work experience, and the psychological contract
The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the…
Does the Job Satisfaction-Job Performance Relationship Vary Across Cultures
The purpose of this study is to examine whether culture moderates the relationship between job satisfaction and job performance. Multiple theoretical frameworks regarding culture are used as the theoretical guide. Based on meta-analytical moderator tests, the authors find some support for their hypotheses that the effect size for the job satisfaction-job performance relationship is likely to be stronger in individualistic (vs. collectivistic) cul…
The relationship of age to ten dimensions of job performance.
Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, …
Toward a Further Understanding of the Relationships Between Perceptions of Support and Work Attitudes: A Meta-Analysis
This study (a) compared the effect of perceived supervisor support (PSS) and perceived coworker support (PCS) on work attitudes; (b) examined the moderating role of gender, tenure, and job type in the support—attitude relationship; and (c) tested a theoretical model hypothesizing relationships among PCS, PSS, perceived organizational support, and work attitudes. In a meta-analysis, PSS was found to be more strongly related to job satisfaction (.5…
Long work hours: A social identity perspective on meta‐analysis data
The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta‐analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta‐analysis also allowed us to e…
Locus of control at work: A meta‐analysis
This study meta‐analyzed the relationships between locus of control (LOC) and a wide range of work outcomes. We categorized these outcomes according to three theoretical perspectives: LOC and well‐being , LOC and motivation , and LOC and behavioral orientation . Hypotheses reflecting these three perspectives were proposed and tested. It was found that internal locus was positively associated with favorable work outcomes, such as positive task and…
Employee voice behavior: A meta‐analytic test of the conservation of resources framework
Although voice (i.e. expressing change‐oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a conservation of resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of r…
Dimensions, antecedents, and consequences of workaholism: A Conceptual Integration and Extension
While the concept of workaholism has received a good deal of attention in the popular press, theoretical and empirical research have lagged behind. In part, the lack of a formal, agreed upon definition of the construct and its dimensions has hampered research on this topic. The purpose of this review is to offer a cohesive definition of workaholism, discuss its underlying dimensions, and identify its key antecedents and consequences. Measurement …
Long work hours: A social identity perspective on meta‐analysis data
The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta‐analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta‐analysis also allowed us to e…
Age, work experience, and the psychological contract
The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the…
A comparison of self-ratings and non-self-report measures of employee creativity
Both self-ratings and non-self-report measures of employee creativity (supervisor ratings, peer ratings, and objective measures of creativity) have been used frequently in the literature, but there have been no attempts to compare research results using different types of creativity measures. In the present meta-analysis, we examined the relationships of a wide array of personal characteristics and contextual factors with both types of creativity…
Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality
Previous research has yielded mixed results regarding the effects of age on innovation‐related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee possesses a proactive personality. We collected data from 196 employees at three points in time over a o…
Effects of management communication, opportunity for learning, and work schedule flexibility on organizational commitment
Community embeddedness and work outcomes: The mediating role of organizational embeddedness
The article examines the relationship between community embeddedness and work outcomes (e.g. job motivation, networking behavior, and organizational identification) and the mediating role that organizational embeddedness plays in those relationships. We draw upon conservation of resources theory to explain this mediating effect. Data were collected from 338 employees from multiple organizations at three points in time over a ten-month period; thi…
Occupational embeddedness and job performance
While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects …
Goal striving, idiosyncratic deals, and job behavior: Goal Striving and Idiosyncratic Deals
Two important gaps remain to be filled in the idiosyncratic deals (i-deals) literature. First, it is unclear which employees are predisposed to seek and receive i-deals. Second, it is unclear how employees' perceptions of whether their coworkers are receiving i-deals affect their own i-deal experiences. This study proposed a theoretical model suggesting that (a) three key motivational goals identified in human development research, that is, achie…
Does the Job Satisfaction-Job Performance Relationship Vary Across Cultures
The purpose of this study is to examine whether culture moderates the relationship between job satisfaction and job performance. Multiple theoretical frameworks regarding culture are used as the theoretical guide. Based on meta-analytical moderator tests, the authors find some support for their hypotheses that the effect size for the job satisfaction-job performance relationship is likely to be stronger in individualistic (vs. collectivistic) cul…
The effects of idea rejection on creative self‐efficacy and idea generation: Intention to remain and perceived innovation importance as moderators
In the pursuit of innovation, it is inevitable that many employee ideas will be disapproved of by supervisors, discouraging employees' idea generation. This idea rejection–idea generation link is important to examine because it extends current thinking which treats idea generation as the beginning stage of a creative process. Guided by social cognitive theory, this study proposes that the idea rejection–idea generation link is mediated by creativ…
Breaches of past promises, current job alternatives, and promises of future idiosyncratic deals: Three-way interaction effects on organizational commitment
This article examines the three-way interaction effect of breaches of past promises, current job alternatives, and promises of future idiosyncratic deals on affective organizational commitment. Specifically, we posit that the negative relationship between breaches of past promises and affective organizational commitment is strongest when employees are promised idiosyncratic deals in the future and when they perceive that few job alternatives are …
Predictors of Objective and Subjective Career Success: A Meta‐analysis
Using the contest‐ and sponsored‐mobility perspectives as theoretical guides, this meta‐analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonst…
Locus of control at work: A meta‐analysis
This study meta‐analyzed the relationships between locus of control (LOC) and a wide range of work outcomes. We categorized these outcomes according to three theoretical perspectives: LOC and well‐being , LOC and motivation , and LOC and behavioral orientation . Hypotheses reflecting these three perspectives were proposed and tested. It was found that internal locus was positively associated with favorable work outcomes, such as positive task and…
Effects of management communication, opportunity for learning, and work schedule flexibility on organizational commitment
Dimensions, antecedents, and consequences of workaholism: A Conceptual Integration and Extension
While the concept of workaholism has received a good deal of attention in the popular press, theoretical and empirical research have lagged behind. In part, the lack of a formal, agreed upon definition of the construct and its dimensions has hampered research on this topic. The purpose of this review is to offer a cohesive definition of workaholism, discuss its underlying dimensions, and identify its key antecedents and consequences. Measurement …
Careers: Mobility, Embeddedness, and Success
This article proposes refinements of the constructs of career mobility and career embeddedness and reviews the array of factors that have been found to energize (discourage) employees to change jobs, organizations, and/or occupations. The article also reviews the literature on career success and identifies which types of mobility (and embeddedness) are most likely to lead to objective career success (e.g., promotions) and subjective career succes…
The relationship of age to ten dimensions of job performance.
Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, …
Toward a Further Understanding of the Relationships Between Perceptions of Support and Work Attitudes: A Meta-Analysis
This study (a) compared the effect of perceived supervisor support (PSS) and perceived coworker support (PCS) on work attitudes; (b) examined the moderating role of gender, tenure, and job type in the support—attitude relationship; and (c) tested a theoretical model hypothesizing relationships among PCS, PSS, perceived organizational support, and work attitudes. In a meta-analysis, PSS was found to be more strongly related to job satisfaction (.5…
Long work hours: A social identity perspective on meta‐analysis data
The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta‐analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta‐analysis also allowed us to e…
Occupational embeddedness and job performance
While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects …
Age, work experience, and the psychological contract
The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the…
Does the Job Satisfaction-Job Performance Relationship Vary Across Cultures
The purpose of this study is to examine whether culture moderates the relationship between job satisfaction and job performance. Multiple theoretical frameworks regarding culture are used as the theoretical guide. Based on meta-analytical moderator tests, the authors find some support for their hypotheses that the effect size for the job satisfaction-job performance relationship is likely to be stronger in individualistic (vs. collectivistic) cul…
The Relationships of Age With Job Attitudes: A Meta-Analysis
Organizational Tenure and Job Performance
This study provides a meta-analysis on the relationships between organizational tenure and three broad classes of job behaviors: core-task behaviors, citizenship behaviors, and counterproductive behaviors. Across 350 empirical studies with a cumulative sample size of 249,841, the authors found that longer tenured employees generally have greater in-role performance and citizenship performance. It is interesting that organizational tenure was also…
Employee voice behavior: A meta‐analytic test of the conservation of resources framework
Although voice (i.e. expressing change‐oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a conservation of resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of r…
Theoretical Approaches to the Study of Job Transitions
This paper integrates the research on the job transitions individuals experience over the course of their careers, including: transfers and promotions; domestic and international geographical relocation; transitions out of unemployment, underemployment, and contingent employment; changes in occupations; and transitions into bridge employment or retirement. We especially consider the contributions which embeddedness theory, person–environment fit …
Evaluating Six Common Stereotypes About Older Workers with Meta‐Analytical Data
This study evaluates the cumulated empirical evidence on 6 common age stereotypes. These stereotypes suggest that older workers are: (a) less motivated, (b) generally less willing to participate in training and career development, (c) more resistant and less willing to change, (d) less trusting, (e) less healthy, and (f) more vulnerable to work‐family imbalance. The meta‐analysis included 418 empirical studies ( N = 208,204) and examined the rela…
Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality
Previous research has yielded mixed results regarding the effects of age on innovation‐related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee possesses a proactive personality. We collected data from 196 employees at three points in time over a o…
A comparison of self-ratings and non-self-report measures of employee creativity
Both self-ratings and non-self-report measures of employee creativity (supervisor ratings, peer ratings, and objective measures of creativity) have been used frequently in the literature, but there have been no attempts to compare research results using different types of creativity measures. In the present meta-analysis, we examined the relationships of a wide array of personal characteristics and contextual factors with both types of creativity…
Breaches of past promises, current job alternatives, and promises of future idiosyncratic deals: Three-way interaction effects on organizational commitment
This article examines the three-way interaction effect of breaches of past promises, current job alternatives, and promises of future idiosyncratic deals on affective organizational commitment. Specifically, we posit that the negative relationship between breaches of past promises and affective organizational commitment is strongest when employees are promised idiosyncratic deals in the future and when they perceive that few job alternatives are …
A meta‐analysis of the relationships of age and tenure with innovation‐related behaviour
One particularly persistent and prevalent negative age stereotype is that older workers are less innovative and more resistant to change. Because older workers are also more likely to have longer organizational tenure, negative age stereotypes contribute to the perception that long‐tenured workers are less innovative and more resistant to change, too. Guided by human capital theory, this study argues that the capacity to contribute to innovation‐…
Subjective career success: A meta-analytic review
Community embeddedness and work outcomes: The mediating role of organizational embeddedness
The article examines the relationship between community embeddedness and work outcomes (e.g. job motivation, networking behavior, and organizational identification) and the mediating role that organizational embeddedness plays in those relationships. We draw upon conservation of resources theory to explain this mediating effect. Data were collected from 338 employees from multiple organizations at three points in time over a ten-month period; thi…
Conservation of Resources Theory
The author provides a brief overview of the key tenets of the conservation of resources theory, which has been used to understand employee experiences of psychological distress.
Ethical leadership: Meta-analytic evidence of criterion-related and incremental validity.
This study examines the criterion-related and incremental validity of ethical leadership (EL) with meta-analytic data. Across 101 samples published over the last 15 years (N = 29,620), we observed that EL demonstrated acceptable criterion-related validity with variables that tap followers' job attitudes, job performance, and evaluations of their leaders. Further, followers' trust in the leader mediated the relationships of EL with job attitudes a…
Goal striving, idiosyncratic deals, and job behavior: Goal Striving and Idiosyncratic Deals
Two important gaps remain to be filled in the idiosyncratic deals (i-deals) literature. First, it is unclear which employees are predisposed to seek and receive i-deals. Second, it is unclear how employees' perceptions of whether their coworkers are receiving i-deals affect their own i-deal experiences. This study proposed a theoretical model suggesting that (a) three key motivational goals identified in human development research, that is, achie…
Job Satisfaction and Organizational Behavior (26 works) · Psychology (26 works) · Social Psychology (25 works) · Social Psychology (13 works) · Job satisfaction (10 works) · Management (10 works) · Job performance (8 works) · Organizational commitment (8 works) · Economics (7 works) · Retirement, Disability, and Employment (7 works)