Ruodan Shao
Biographic Data
| ID | 3484673 |
|---|---|
| NAME | Ruodan Shao |
| GIVEN NAMES | Ruodan |
| FAMILY NAME | Shao |
| SIGNATURE | SHAO R |
| AFFILIATIONS | Schulich School of Business York University Toronto Ontario Canada |
| ORCID | 0000-0001-6078-3770 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 13 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2013 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 1 |
The plurality effect: People are more dishonest toward group than individual targets
Why have we not detected gender differences in organizational justice perceptions?! An evidenced‐based argument for increasing inclusivity within justice research
While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self‐reported workplace justice perceptions. This paradox has received little attention in the otherwise well‐established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) pro…
A self‐verification perspective on customer mistreatment and customer‐directed organizational citizenship behaviors
Customer mistreatment events play a major role in employees' subsequent customer service behaviors, and is believed to have implications for employees' sense of self. We extend this line of research by developing a self‐verification account of the relationship between customer mistreatment and customer‐directed OCBs (OCB‐Cs) by examining theoretically prescribed novel mechanisms (i.e., self‐verification) and boundary conditions (i.e., self‐esteem…
Corporate social responsibility and employee engagement: The moderating role of CSR ‐specific relative autonomy and individualism
Growing evidence suggests that employees' perceptions of their employer's corporate social responsibility (CSR) relate positively to employee work engagement. This is an important connection given the impact of work engagement on both employee health and organizational productivity, as well as the importance of CSR for society. In this paper, however, we argue that the CSR perceptions–work engagement relationship cannot be assumed to be universal…
Work–family conflict, emotional exhaustion, and displaced aggression toward others: The moderating roles of workplace interpersonal conflict and perceived managerial family support.
Taking a resource-based self-regulation perspective, this study examined afternoon emotional exhaustion as a mediator linking the within-person relations between morning work-family conflict and later employee displaced aggression in the work and family domains. In addition, it examined resource-related contextual factors as moderators of these relations. The theoretical model was tested using daily diary data from 125 employees. Data were collec…
Applicants' and Employees' Reactions to Corporate Social Responsibility: The Moderating Effects of First‐Party Justice Perceptions and Moral Identity
This research explored individuals’ reactions to perceived corporate social responsibility (CSR) using a multimotive framework. In 2 studies, the authors explored the boundary conditions of CSR effects among job applicants and internal employees. A scenario‐based experiment ( N = 81) showed that the effect of CSR perceptions on job applicants’ job pursuit intentions was mitigated by applicants’ first‐party justice experiences, whereas it was ampl…
Corporate social responsibility and employee engagement: The moderating role of CSR ‐specific relative autonomy and individualism
Growing evidence suggests that employees' perceptions of their employer's corporate social responsibility (CSR) relate positively to employee work engagement. This is an important connection given the impact of work engagement on both employee health and organizational productivity, as well as the importance of CSR for society. In this paper, however, we argue that the CSR perceptions–work engagement relationship cannot be assumed to be universal…
Why have we not detected gender differences in organizational justice perceptions?! An evidenced‐based argument for increasing inclusivity within justice research
While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self‐reported workplace justice perceptions. This paradox has received little attention in the otherwise well‐established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) pro…
Applicants' and Employees' Reactions to Corporate Social Responsibility: The Moderating Effects of First‐Party Justice Perceptions and Moral Identity
This research explored individuals’ reactions to perceived corporate social responsibility (CSR) using a multimotive framework. In 2 studies, the authors explored the boundary conditions of CSR effects among job applicants and internal employees. A scenario‐based experiment ( N = 81) showed that the effect of CSR perceptions on job applicants’ job pursuit intentions was mitigated by applicants’ first‐party justice experiences, whereas it was ampl…
Work–family conflict, emotional exhaustion, and displaced aggression toward others: The moderating roles of workplace interpersonal conflict and perceived managerial family support.
Taking a resource-based self-regulation perspective, this study examined afternoon emotional exhaustion as a mediator linking the within-person relations between morning work-family conflict and later employee displaced aggression in the work and family domains. In addition, it examined resource-related contextual factors as moderators of these relations. The theoretical model was tested using daily diary data from 125 employees. Data were collec…
Corporate social responsibility and employee engagement: The moderating role of CSR ‐specific relative autonomy and individualism
Growing evidence suggests that employees' perceptions of their employer's corporate social responsibility (CSR) relate positively to employee work engagement. This is an important connection given the impact of work engagement on both employee health and organizational productivity, as well as the importance of CSR for society. In this paper, however, we argue that the CSR perceptions–work engagement relationship cannot be assumed to be universal…
A self‐verification perspective on customer mistreatment and customer‐directed organizational citizenship behaviors
Customer mistreatment events play a major role in employees' subsequent customer service behaviors, and is believed to have implications for employees' sense of self. We extend this line of research by developing a self‐verification account of the relationship between customer mistreatment and customer‐directed OCBs (OCB‐Cs) by examining theoretically prescribed novel mechanisms (i.e., self‐verification) and boundary conditions (i.e., self‐esteem…
Why have we not detected gender differences in organizational justice perceptions?! An evidenced‐based argument for increasing inclusivity within justice research
While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self‐reported workplace justice perceptions. This paradox has received little attention in the otherwise well‐established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) pro…
The plurality effect: People are more dishonest toward group than individual targets
Psychology (6 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Organizational commitment (4 works) · Social Psychology (4 works) · Economic Justice (3 works) · Organizational justice (3 works) · Perception (3 works) · Political science (3 works) · Corporate social responsibility (2 works)