Weiting Su
Biographic Data
| ID | 164130 |
|---|---|
| NAME | Weiting Su |
| GIVEN NAMES | Weiting |
| FAMILY NAME | Su |
| SIGNATURE | SU W |
| AFFILIATIONS | Capital Normal University |
| ORCID | 0000-0001-6582-1481 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 0 |
The relationship between feedback orientation, feedback seeking climate and behaviour: Evidence from Chinese postgraduate students and their tutors
Based on trait activation theory, this study introduces two variables, feedback orientation and feedback seeking climate, to analyse their impact on feedback seeking behaviour in depth, and also explores the moderating role of feedback seeking climate in the process of feedback orientation on feedback seeking behaviour. Using a paired sample of 391 Chinese postgraduate students and their immediate tutors at two different times, this study found t…
The mediating role of academic engagement and the moderating role of academic self-efficacy in the relationship between critical thinking and academic competence: Evidence from Chinese college student…
Based on social cognitive theory, this study explores the key factors influencing academic competence among Chinese college students from the perspective of critical thinking. A moderated mediation model is hypothesized and tested to examine the roles of academic engagement (as a mediator) and academic self-efficacy (as a moderator) in such relationships. Data were collected through a three-wave longitudinal design involving 363 Chinese college s…
The impact of teacher−student relationship on knowledge sharing among Chinese graduate students: The moderating roles of proactive personality
Introducing knowledge sharing into higher education research and exploring the internal influence mechanism of teacher−student relationship on knowledge sharing of graduate students can provide better guidance and reference for the current stage of higher education knowledge management practice. Against this background, this study built and verified a theoretical model to explore in detail the impact of teacher−student relationship on knowledge s…
The Impact of Servant Leadership on Proactive Service Behavior: A Moderated Mediation Model
As the implementers of government policies, junior civil servants bear the responsibility of providing services to the public. Whether they can put themselves in the people's shoes and show more active service consciousness directly reflects the government's management ability and the realization of service-oriented government goals. Although proactive service behavior has been studied, it has not been brought into the field of government adminis…
Supervisor negative feedback, subordinate prevention focus and performance: Testing a mediation model
More positive, more innovative: A moderated-mediation model of supervisor positive feedback and subordinate innovative behavior
Preliminary revision and validation of the Human Resource Attributions Scale
This study aimed to revise and validate the Human Resources Attributions (HRAs) scale for use in a Chinese context. 480 Chinese employees from a financial organisation completed the survey (female = 55.3%; bachelor’s degree = 70%; mean age = 36.4 years, SD = 8.513 years). Exploratory factors analysis yielded a two-factor scale of commitment-focused HRAs (alpha = 0.806) and control-focused HRAs (alpha = 0.836). Commitment-focused HRAs are service …
The Influence of Performance Appraisal Justice on Employee Job Performance: A Dual Path Model
Performance appraisal, as a powerful tool for human resource management, has become an important driving force for organizations to achieve sustainability. However, only when employees believe that a performance appraisal is fair can an organization's performance appraisal truly work and have a positive impact on employees. Hence, based on social exchange theory and social identity theory, we theorized and validated a dual path model to explore t…
Supervisor positive feedback and employee performance: Promotion focus as a mediator
We explored the influence of supervisor positive feedback on employees' in-role and extrarole performance, and the mediating role of promotion focus in these relationships. Data were gathered at three time points from 373 Chinese employees and their immediate supervisors. We used hierarchical linear regression and the PROCESS macro to test our hypotheses. The results show that supervisor positive feedback was positively related to promotion focus…
The influence of developmental feedback on voice: The mediating role of organisation-based self-esteem
We investigated the extent to which receiving developmental feedback from the work supervisor increased employee confidence to be proactive in expressing promotive voice (e.g., offering advice) and prohibitive voice (e.g., point out problems or criticising), and the employee organisation-based self-esteem mediation in that relationship. Our study sample consisted of 258 employees (female = 41.96%; mean age = 7.94 years, SD = 33.65 years, age rang…
Supervisor developmental feedback and employee performance: The roles of feedback-seeking and political skill
The present study investigated the positive influence of supervisor developmental feedback on employee performance through feedback-seeking, as well as the moderating role of political skill. Employees (n = 327, females = 59.6%) of a high-tech company completed measures of supervisor developmental feedback and political skill. The supervisors (n = 68, females = 51.3%) were invited to evaluate their employees’ feedback-seeking and performance. Fol…
Chromosome painting between human and lorisiform prosimians: Evidence for the HSA 7/16 synteny in the primate ancestral karyotype
Multidirectional chromosome painting with probes derived from flow‐sorted chromosomes of humans ( Homo sapiens , HSA, 2n = 46) and galagos ( Galago moholi , GMO, 2n = 38) allowed us to map evolutionarily conserved chromosomal segments among humans, galagos, and slow lorises ( Nycticebus coucang , NCO, 2n = 50). In total, the 22 human autosomal painting probes detected 40 homologous chromosomal segments in the slow loris genome. The genome of the …
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Chromosome painting between human and lorisiform prosimians: Evidence for the HSA 7/16 synteny in the primate ancestral karyotype
Multidirectional chromosome painting with probes derived from flow‐sorted chromosomes of humans ( Homo sapiens , HSA, 2n = 46) and galagos ( Galago moholi , GMO, 2n = 38) allowed us to map evolutionarily conserved chromosomal segments among humans, galagos, and slow lorises ( Nycticebus coucang , NCO, 2n = 50). In total, the 22 human autosomal painting probes detected 40 homologous chromosomal segments in the slow loris genome. The genome of the …
Supervisor developmental feedback and employee performance: The roles of feedback-seeking and political skill
The present study investigated the positive influence of supervisor developmental feedback on employee performance through feedback-seeking, as well as the moderating role of political skill. Employees (n = 327, females = 59.6%) of a high-tech company completed measures of supervisor developmental feedback and political skill. The supervisors (n = 68, females = 51.3%) were invited to evaluate their employees’ feedback-seeking and performance. Fol…
The influence of developmental feedback on voice: The mediating role of organisation-based self-esteem
We investigated the extent to which receiving developmental feedback from the work supervisor increased employee confidence to be proactive in expressing promotive voice (e.g., offering advice) and prohibitive voice (e.g., point out problems or criticising), and the employee organisation-based self-esteem mediation in that relationship. Our study sample consisted of 258 employees (female = 41.96%; mean age = 7.94 years, SD = 33.65 years, age rang…
Supervisor positive feedback and employee performance: Promotion focus as a mediator
We explored the influence of supervisor positive feedback on employees' in-role and extrarole performance, and the mediating role of promotion focus in these relationships. Data were gathered at three time points from 373 Chinese employees and their immediate supervisors. We used hierarchical linear regression and the PROCESS macro to test our hypotheses. The results show that supervisor positive feedback was positively related to promotion focus…
Supervisor negative feedback, subordinate prevention focus and performance: Testing a mediation model
More positive, more innovative: A moderated-mediation model of supervisor positive feedback and subordinate innovative behavior
Preliminary revision and validation of the Human Resource Attributions Scale
This study aimed to revise and validate the Human Resources Attributions (HRAs) scale for use in a Chinese context. 480 Chinese employees from a financial organisation completed the survey (female = 55.3%; bachelor’s degree = 70%; mean age = 36.4 years, SD = 8.513 years). Exploratory factors analysis yielded a two-factor scale of commitment-focused HRAs (alpha = 0.806) and control-focused HRAs (alpha = 0.836). Commitment-focused HRAs are service …
The Influence of Performance Appraisal Justice on Employee Job Performance: A Dual Path Model
Performance appraisal, as a powerful tool for human resource management, has become an important driving force for organizations to achieve sustainability. However, only when employees believe that a performance appraisal is fair can an organization's performance appraisal truly work and have a positive impact on employees. Hence, based on social exchange theory and social identity theory, we theorized and validated a dual path model to explore t…
The impact of teacher−student relationship on knowledge sharing among Chinese graduate students: The moderating roles of proactive personality
Introducing knowledge sharing into higher education research and exploring the internal influence mechanism of teacher−student relationship on knowledge sharing of graduate students can provide better guidance and reference for the current stage of higher education knowledge management practice. Against this background, this study built and verified a theoretical model to explore in detail the impact of teacher−student relationship on knowledge s…
The Impact of Servant Leadership on Proactive Service Behavior: A Moderated Mediation Model
As the implementers of government policies, junior civil servants bear the responsibility of providing services to the public. Whether they can put themselves in the people's shoes and show more active service consciousness directly reflects the government's management ability and the realization of service-oriented government goals. Although proactive service behavior has been studied, it has not been brought into the field of government adminis…
The relationship between feedback orientation, feedback seeking climate and behaviour: Evidence from Chinese postgraduate students and their tutors
Based on trait activation theory, this study introduces two variables, feedback orientation and feedback seeking climate, to analyse their impact on feedback seeking behaviour in depth, and also explores the moderating role of feedback seeking climate in the process of feedback orientation on feedback seeking behaviour. Using a paired sample of 391 Chinese postgraduate students and their immediate tutors at two different times, this study found t…
The mediating role of academic engagement and the moderating role of academic self-efficacy in the relationship between critical thinking and academic competence: Evidence from Chinese college student…
Based on social cognitive theory, this study explores the key factors influencing academic competence among Chinese college students from the perspective of critical thinking. A moderated mediation model is hypothesized and tested to examine the roles of academic engagement (as a mediator) and academic self-efficacy (as a moderator) in such relationships. Data were collected through a three-wave longitudinal design involving 363 Chinese college s…
Psychology (9 works) · Job Satisfaction and Organizational Behavior (8 works) · Social Psychology (8 works) · Management (7 works) · Political science (6 works) · Supervisor (5 works) · Computer Science (4 works) · Customer Service Quality and Loyalty (4 works) · Mediation (4 works) · Social Psychology (4 works)