Wan-Ju Chou
Biographic Data
| ID | 196842 |
|---|---|
| NAME | Wan-Ju Chou |
| GIVEN NAMES | Wan-Ju |
| FAMILY NAME | Chou |
| SIGNATURE | CHOU W |
| AFFILIATIONS | National Taiwan University, Taipei City, Taiwan |
| VERIFIED | No |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 5 |
| AUTHOR COUNT | 3 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 1 |
Humanistic paradigm in leadership practice – a case study of a Confucian entrepreneur
Purpose While current management theory is largely based on economic assumptions, there is evidence to suggest capitalism is at a crossroads. Humanistic management is accordingly proposed as an alternative new paradigm. The present study follows this approach in considering Confucianism as a humanistic practice. The purpose of this study is to explore humanistic leadership displayed by a Confucian leader and how he/she presents humanistic concern…
Benevolent leadership and subordinate innovative behavior: The mediating role of perceived insider status and the moderating role of leader-member exchange differentiation
摘要: 探究仁慈领导与员工创新行为的关系, 以及在该关系中内部人身份感知的中介作用和领导−部属交换关系差异化的调节作用。以68名主管和215名员工为对象, 通过对两阶段主管−员工配对调查所获取的数据进行分析, 结果表明:(1)仁慈领导可以借助内部人身份感知的中介作用, 对员工创新行为产生积极的影响; (2)领导−部属交换关系差异化能调节仁慈领导和内部人身份感知的关系, 即当关系差异化水平越高, 仁慈领导与内部人身份感知之间的正向关系越强; (3)领导−部属交换关系差异化能调节内部人身份感知在仁慈领导与员工创新行为关系间的中介作用, 表现为被调节的中介作用模式, 即领导−部属交换关系差异化水平越高, 仁慈领导与员工创新行为之间通过内部人身份感知的间接关系越强
Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model
Paternalistic leadership has been claimed to be one dominant leadership style in Asia. However, research failed to assess its comparability and applicability across East Asian contexts. The triad model of paternalistic leadership entails elements of authoritarian, benevolent, and moral character leadership. This article investigates the triad model of paternalistic leadership in mainland China, Japan, South Korea, and Taiwan. Paternalistic leader…
Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model
Paternalistic leadership has been claimed to be one dominant leadership style in Asia. However, research failed to assess its comparability and applicability across East Asian contexts. The triad model of paternalistic leadership entails elements of authoritarian, benevolent, and moral character leadership. This article investigates the triad model of paternalistic leadership in mainland China, Japan, South Korea, and Taiwan. Paternalistic leader…
Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model
Paternalistic leadership has been claimed to be one dominant leadership style in Asia. However, research failed to assess its comparability and applicability across East Asian contexts. The triad model of paternalistic leadership entails elements of authoritarian, benevolent, and moral character leadership. This article investigates the triad model of paternalistic leadership in mainland China, Japan, South Korea, and Taiwan. Paternalistic leader…
Benevolent leadership and subordinate innovative behavior: The mediating role of perceived insider status and the moderating role of leader-member exchange differentiation
摘要: 探究仁慈领导与员工创新行为的关系, 以及在该关系中内部人身份感知的中介作用和领导−部属交换关系差异化的调节作用。以68名主管和215名员工为对象, 通过对两阶段主管−员工配对调查所获取的数据进行分析, 结果表明:(1)仁慈领导可以借助内部人身份感知的中介作用, 对员工创新行为产生积极的影响; (2)领导−部属交换关系差异化能调节仁慈领导和内部人身份感知的关系, 即当关系差异化水平越高, 仁慈领导与内部人身份感知之间的正向关系越强; (3)领导−部属交换关系差异化能调节内部人身份感知在仁慈领导与员工创新行为关系间的中介作用, 表现为被调节的中介作用模式, 即领导−部属交换关系差异化水平越高, 仁慈领导与员工创新行为之间通过内部人身份感知的间接关系越强
Humanistic paradigm in leadership practice – a case study of a Confucian entrepreneur
Purpose While current management theory is largely based on economic assumptions, there is evidence to suggest capitalism is at a crossroads. Humanistic management is accordingly proposed as an alternative new paradigm. The present study follows this approach in considering Confucianism as a humanistic practice. The purpose of this study is to explore humanistic leadership displayed by a Confucian leader and how he/she presents humanistic concern…
Job Satisfaction and Organizational Behavior (3 works) · Law (3 works) · Political science (3 works) · Psychology (3 works) · Social Psychology (3 works) · Law (2 works) · Social Psychology (2 works) · Social science (2 works) · Sociology (2 works) · Workplace Spirituality and Leadership (2 works)