Lixin Jiang
Datos Biográficos
| ID | 3740043 |
|---|---|
| NOMBRE | Lixin Jiang |
| NOMBRES | Lixin |
| APELLIDO | Jiang |
| FIRMA | JIANG L |
| AFILIACIONES | University of Auckland |
| ORCID | 0000-0003-0853-9329 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 28 |
| TOTAL DE CITAS | 9 |
| TOTAL COMO AUTOR | 28 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 2010 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2026 |
| ÍNDICE H | 2 |
A Meta‐Analysis of Antecedents and Outcomes of Flexible Working Arrangements
Flexible working arrangements (FWAs) are increasingly available and used across diverse settings, particularly following the COVID‐19 pandemic. Yet, knowledge of the antecedents and outcomes of FWAs is incomplete and inconclusive. It remains unclear what factors facilitate the perceived availability and use of FWAs, and under what conditions FWAs are most beneficial, including (1) whether flexibility in work schedule (flextime), work location (fl…
Contextual Emotions in Organizations
Workplace contextual emotions are structured ways of emotionally thinking about specific cues in the context that employees share within their organization. These dynamics reflect how employees emotionally interpret and respond to organizational environments. Contextual emotions may shape working relationships into different types of toxic emotional dynamics (e.g., claiming, controlling, distrusting, provoking) or, conversely, positive emotional …
From the outside looking in
Understanding the development of newcomers' job future ambiguity is crucial for their adjustment, especially as the workforce becomes increasingly mobile. Based on Masterson and Stamper's (2003) framework of perceived organizational membership, we examined whether newcomers' experience of psychological contract breach affected their perceived insider status, which in turn influenced their job future ambiguity. We tested our hypotheses using data …
Preparing for a rainy day
Previous research has primarily focused on how employees passively react to job insecurity (e.g., withdrawal). We shift this focus by examining when and for whom job insecurity may relate to proactive career behaviors. Leveraging regulatory focus theory and the diminishing marginal utility principle, we theorize a nonlinear moderated mediation model that links job insecurity to two proactive career behaviors — networking and seeking mentorship — …
The reciprocal within‐person relationship between job insecurity and life satisfaction
Deriving from the loss and gain spirals of conservation of resources (COR) theory, this research attempts to understand the within‐person, reciprocal relationship between job insecurity and life satisfaction. Using three independent samples from seven‐wave, five‐wave, and 21‐wave annually collected data from New Zealand and Australia, and random intercept cross‐lagged panel models, we find that (1) job insecurity has a negative concurrent relatio…
Leader humor, workplace gossip, and employee authentic self-expression
Rethinking job insecurity research
The rise of artificial intelligence is reshaping the future of work, making a discussion on job insecurity both timely and imperative. In this commentary, I critically examine several assumptions presented in Klug et al.'s lead article and propose alternative avenues to advance the field. First, I argue for a nuanced understanding of job insecurity by distinguishing between cognitive and affective dimensions, as well as between quantitative and q…
Why and when transformational leadership influences followers' qualitative job insecurity
This study explored the mediation role of follower organization‐based self‐esteem (OBSE) and the moderation role of workplace friendship in the relationship between transformational leadership and follower qualitative job insecurity. We adopted a three‐wave longitudinal design and collected survey data from 142 Chilean employees. Cross‐lagged mediation panel analysis indicated that transformational leadership had a lagged effect on follower OBSE,…
Paradoxical safety leadership
Managing workplace safety requires leaders to navigate through competing goals and processes. However, the current conceptualization and measurement of safety leadership do not adequately address this practical reality. To address this issue, we integrate paradox theory and paradoxical leadership research with safety‐management literature to develop the conceptualization and measurement of paradoxical safety leadership (PSL). We define PSL as a m…
Qualitative Job Insecurity, Negative Work-Related Affect and Work-to-Family Conflict
Job insecurity has become one of the most prominent job stressors for employees. This study focuses on qualitative job insecurity (QJI) and its spillover effects to the family domain. Despite a positive association between QJI and work-to-family conflict revealed in the literature, research on why and when QJI is related to work-to-family conflict is limited. Drawing from Conservation of Resources theory, this paper empirically examines the media…
Dynamic relationships between leader–member exchange and employee role-making behaviours
We set out to understand how role-making works and what roles employees and leaders play in this process. Employees often make changes to their work roles, such as by negotiating their job responsibilities and seeking challenging tasks. In this study, we suggest that role-making behaviours influence and are influenced by the dyadic relationship between leaders and employees, otherwise known as leader–member exchange (LMX). We collected three wave…
Quantifying the Ecosystem Services of Soda Saline-Alkali Grasslands in Western Jilin Province, NE China
This study aimed to quantitatively describe the ecosystem services of soda saline-alkali grasslands based on literature research, the InVEST model, a transition matrix, and Spearman's correlation analysis. The chosen methodology could provide insight into the relationships between different services to provide empirical evidence for decision-making concerning the protection and restoration of saline-alkali grasslands. The research provided severa…
In Whom Do We Trust? A Multifoci Person-Centered Perspective on Institutional Trust during Covid-19
Institutional trust plays a crucial role when a nation is facing mega crises (e.g., the COVID-19 pandemic) and has implications for employee work experiences and well-being. To date, researchers largely consider how institutional trust or trust in government may predict variables of interest in isolation. However, this variable-centered perspective ignores the possibility that there are subpopulations of employees who may differ in their trust in…
Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors
The job insecurity literature has been limited by the dominant linear view on the effects of job insecurity and the misconception that the conceptualizations and operationalizations of job insecurity across studies are homogenous. To challenge these two assumptions, we contrast the integrated perspective based on social exchange theory and job preservation motivation with activation theory and propose competing hypotheses for the curvilinear rela…
The effects of university research and teaching climate strength on faculty self-reported teaching performance
In the university setting, faculty must engage in multiple job duties such as research and teaching. Devoting one’s time and effort to teaching or research is not only dependent on individual differences in teaching dedication, but also the university’s research and teaching climate strengths. Using organizational climate and person-situation interaction theories, we examined how interactions between university faculty teaching dedication and dis…
Can Different Types of Non-Territorial Working Satisfy Employees’ Needs for Autonomy and Belongingness? Insights From Self-Determination Theory
Organizations are increasingly adopting non-territorial organizational models with unassigned desks. However, previous research has: (1) shown mixed results regarding the impact of non-territorial working on employees, (2) largely examined non-territorial working in its purest sense without considering the nuanced differences in non-territorial working, and (3) not understood the mechanisms underlying the relation between non-territorial working …
Safety-Specific Passive-Avoidant Leadership and Safety Compliance among Chinese Steel Workers
Despite the documented relationship between active-approaching leadership behaviors and workplace safety, few studies have addressed whether and when passive-avoidant leadership affects safety behavior. This study examined the relationship between two types of safety-specific passive-avoidant leadership, i.e., safety-specific leader reward omission (SLRO) and safety-specific leader punishment omission (SLPO), and safety compliance, as well as the…
Using action research to develop a real-time measure of job satisfaction in the operating room setting
This paper outlines how action research was used to develop a real-time job satisfaction measurement tool for the operating room (OR) setting. It offers insight into how collaborative action research can be used in a complex interprofessional setting to create a practical, valid and relevant tool. The study was conducted within one New Zealand hospital OR department during the period of March 2018 – June 2019. Using action research cycles, resear…
How group goal setting mediates the link between individual-level emotion-related factors and team performance
Goal setting theory states that its principles (i.e., specific, difficult goals lead to higher performance than general tasks) and the four mediating factors (i.e., attention, strategies, effort, and persistence) of the goal–performance link can be generalized to the workgroup level. However, less is known about individual-level emotional dynamics within a team that shape team-level motivation and strategies and subsequent team performance. Using…
Can Gossip Buffer the Effect of Job Insecurity on Workplace Friendships
Although previous research has documented a host of negative consequences of job insecurity, workplace interpersonal relationships have rarely been considered. This omission might be caused by the application of broad stress theories to the job insecurity literature without taking a nuanced perspective to understand the nature of job insecurity. To address this issue, we conceptualized job insecurity as a threat to employee social acceptance by t…
Cognitive and Affective Job Insecurity
Job insecurity is one of the most common stressors in contemporary working life. Although research indicates that the job insecurity construct has cognitive (i.e., the perceived negative change to one’s job) and affective (i.e., the emotional reactions to the potential change to one’s job) components, scholars rarely apply this distinction between cognitive and affective job insecurity in their conceptualization and theory development. On the bas…
High-quality health systems in the Sustainable Development Goals era
and respecting all workers to deliver the best care possible. Fourth, governments and civil society should ignite demand for quality in the population to empower people to hold systems accountable and actively seek high-quality care. Additional targeted actions in areas such as health financing, management, district-level learning, and others can complement these efforts. What works in one setting might not work elsewhere, and improvement efforts…
The primary health-care system in China
Prevalence, awareness, treatment, and control of hypertension in China
Mitigating Physiological Responses to Layoff Threat
The purpose of the current study was to assess real-time physiological reactions to the threat of layoffs and to determine whether the use of an emotion-focused vs. problem-focused coping intervention would be more efficacious in attenuating these physiological reactions. A 2 (coping intervention) × 4 (within-subjects time points) mixed experimental design was used to test the hypotheses. Eighty-four undergraduates participated in this laboratory…
Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors
The job insecurity literature has been limited by the dominant linear view on the effects of job insecurity and the misconception that the conceptualizations and operationalizations of job insecurity across studies are homogenous. To challenge these two assumptions, we contrast the integrated perspective based on social exchange theory and job preservation motivation with activation theory and propose competing hypotheses for the curvilinear rela…
The reciprocal within‐person relationship between job insecurity and life satisfaction
Deriving from the loss and gain spirals of conservation of resources (COR) theory, this research attempts to understand the within‐person, reciprocal relationship between job insecurity and life satisfaction. Using three independent samples from seven‐wave, five‐wave, and 21‐wave annually collected data from New Zealand and Australia, and random intercept cross‐lagged panel models, we find that (1) job insecurity has a negative concurrent relatio…
A Meta‐Analysis of Antecedents and Outcomes of Flexible Working Arrangements
Flexible working arrangements (FWAs) are increasingly available and used across diverse settings, particularly following the COVID‐19 pandemic. Yet, knowledge of the antecedents and outcomes of FWAs is incomplete and inconclusive. It remains unclear what factors facilitate the perceived availability and use of FWAs, and under what conditions FWAs are most beneficial, including (1) whether flexibility in work schedule (flextime), work location (fl…
Dynamic relationships between leader–member exchange and employee role-making behaviours
We set out to understand how role-making works and what roles employees and leaders play in this process. Employees often make changes to their work roles, such as by negotiating their job responsibilities and seeking challenging tasks. In this study, we suggest that role-making behaviours influence and are influenced by the dyadic relationship between leaders and employees, otherwise known as leader–member exchange (LMX). We collected three wave…
Cross-level effects of procedural justice perceptions on faculty trust
The progression in the organisational justice literature has extended beyond the individual employee level towards recognising the importance of one's work unit and its potential to affect individual reactions to unfairness. This study contributes to existing multilevel justice research by assessing whether aggregate (i.e. unit-level) fairness perceptions influence the relationship between individuals' perceived violation of procedural justice an…
An Investigation of Aids-related Knowledge and Reactions among College Students in China
摘要: 本研究区分艾滋病知识的两个不同侧面: 对艾滋病的误解和对艾滋病的正确认识, 并第一次在中国探讨这两个不同侧面的知识对艾滋病患者的认知、情感、行为反应的不同预测作用。119名(31男, 88女)来自上海、132名(59男, 73女) 来自广州的大学生参加了本调查。结果发现被调查的大学生: 1) 普遍对艾滋病存在误解, 即认为艾滋病可以通过日常的一般接触传染, 并且, 这种误解和对艾滋病的正确认识相互独立; 2) 都表达了对艾滋病患者的厌恶情感、与艾滋病患者接触的不舒服感; 3) 尽管如此, 但都不支持对艾滋病患者采取强制措施, 也不认为艾滋病患者感染艾滋病是他们自己的责任。研究还发现, 和来自广州的大学生相比, 来自上海的大学生对艾滋病有着更多的了解, 对艾滋病患者有着更少的负性情感、更少的消极态度、他们也更少地把感染责任归结到患者本身。特别有趣的是, 本研究发现, 对艾滋病患者的负性反应具有显著预测能力的是对艾滋病患者的误解而不是正确认识, 即误解越多, 负性反应越多。这些发现提…
Familial Self as a Potent Source of Affirmation
Does affirmation of familial self have a distinct buffering function compared to affirmation of close other (friend, partner) self or individual self? We addressed this question in an East-Asian culture (China) that places particularly high value on familial self. Familial self-affirmation (compared to other forms of self-affirmation as well as low affirmation) curtailed the mortality salience–induced intolerance to birth-control policy (Experime…
Cross-level effects of procedural justice perceptions on faculty trust
The progression in the organisational justice literature has extended beyond the individual employee level towards recognising the importance of one's work unit and its potential to affect individual reactions to unfairness. This study contributes to existing multilevel justice research by assessing whether aggregate (i.e. unit-level) fairness perceptions influence the relationship between individuals' perceived violation of procedural justice an…
Mitigating Physiological Responses to Layoff Threat
The purpose of the current study was to assess real-time physiological reactions to the threat of layoffs and to determine whether the use of an emotion-focused vs. problem-focused coping intervention would be more efficacious in attenuating these physiological reactions. A 2 (coping intervention) × 4 (within-subjects time points) mixed experimental design was used to test the hypotheses. Eighty-four undergraduates participated in this laboratory…
The primary health-care system in China
Prevalence, awareness, treatment, and control of hypertension in China
Cognitive and Affective Job Insecurity
Job insecurity is one of the most common stressors in contemporary working life. Although research indicates that the job insecurity construct has cognitive (i.e., the perceived negative change to one’s job) and affective (i.e., the emotional reactions to the potential change to one’s job) components, scholars rarely apply this distinction between cognitive and affective job insecurity in their conceptualization and theory development. On the bas…
High-quality health systems in the Sustainable Development Goals era
and respecting all workers to deliver the best care possible. Fourth, governments and civil society should ignite demand for quality in the population to empower people to hold systems accountable and actively seek high-quality care. Additional targeted actions in areas such as health financing, management, district-level learning, and others can complement these efforts. What works in one setting might not work elsewhere, and improvement efforts…
Can Gossip Buffer the Effect of Job Insecurity on Workplace Friendships
Although previous research has documented a host of negative consequences of job insecurity, workplace interpersonal relationships have rarely been considered. This omission might be caused by the application of broad stress theories to the job insecurity literature without taking a nuanced perspective to understand the nature of job insecurity. To address this issue, we conceptualized job insecurity as a threat to employee social acceptance by t…
How group goal setting mediates the link between individual-level emotion-related factors and team performance
Goal setting theory states that its principles (i.e., specific, difficult goals lead to higher performance than general tasks) and the four mediating factors (i.e., attention, strategies, effort, and persistence) of the goal–performance link can be generalized to the workgroup level. However, less is known about individual-level emotional dynamics within a team that shape team-level motivation and strategies and subsequent team performance. Using…
The effects of university research and teaching climate strength on faculty self-reported teaching performance
In the university setting, faculty must engage in multiple job duties such as research and teaching. Devoting one’s time and effort to teaching or research is not only dependent on individual differences in teaching dedication, but also the university’s research and teaching climate strengths. Using organizational climate and person-situation interaction theories, we examined how interactions between university faculty teaching dedication and dis…
Can Different Types of Non-Territorial Working Satisfy Employees’ Needs for Autonomy and Belongingness? Insights From Self-Determination Theory
Organizations are increasingly adopting non-territorial organizational models with unassigned desks. However, previous research has: (1) shown mixed results regarding the impact of non-territorial working on employees, (2) largely examined non-territorial working in its purest sense without considering the nuanced differences in non-territorial working, and (3) not understood the mechanisms underlying the relation between non-territorial working …
Safety-Specific Passive-Avoidant Leadership and Safety Compliance among Chinese Steel Workers
Despite the documented relationship between active-approaching leadership behaviors and workplace safety, few studies have addressed whether and when passive-avoidant leadership affects safety behavior. This study examined the relationship between two types of safety-specific passive-avoidant leadership, i.e., safety-specific leader reward omission (SLRO) and safety-specific leader punishment omission (SLPO), and safety compliance, as well as the…
Using action research to develop a real-time measure of job satisfaction in the operating room setting
This paper outlines how action research was used to develop a real-time job satisfaction measurement tool for the operating room (OR) setting. It offers insight into how collaborative action research can be used in a complex interprofessional setting to create a practical, valid and relevant tool. The study was conducted within one New Zealand hospital OR department during the period of March 2018 – June 2019. Using action research cycles, resear…
Quantifying the Ecosystem Services of Soda Saline-Alkali Grasslands in Western Jilin Province, NE China
This study aimed to quantitatively describe the ecosystem services of soda saline-alkali grasslands based on literature research, the InVEST model, a transition matrix, and Spearman's correlation analysis. The chosen methodology could provide insight into the relationships between different services to provide empirical evidence for decision-making concerning the protection and restoration of saline-alkali grasslands. The research provided severa…
In Whom Do We Trust? A Multifoci Person-Centered Perspective on Institutional Trust during Covid-19
Institutional trust plays a crucial role when a nation is facing mega crises (e.g., the COVID-19 pandemic) and has implications for employee work experiences and well-being. To date, researchers largely consider how institutional trust or trust in government may predict variables of interest in isolation. However, this variable-centered perspective ignores the possibility that there are subpopulations of employees who may differ in their trust in…
Does a stick work? A meta‐analytic examination of curvilinear relationships between job insecurity and employee workplace behaviors
The job insecurity literature has been limited by the dominant linear view on the effects of job insecurity and the misconception that the conceptualizations and operationalizations of job insecurity across studies are homogenous. To challenge these two assumptions, we contrast the integrated perspective based on social exchange theory and job preservation motivation with activation theory and propose competing hypotheses for the curvilinear rela…
Qualitative Job Insecurity, Negative Work-Related Affect and Work-to-Family Conflict
Job insecurity has become one of the most prominent job stressors for employees. This study focuses on qualitative job insecurity (QJI) and its spillover effects to the family domain. Despite a positive association between QJI and work-to-family conflict revealed in the literature, research on why and when QJI is related to work-to-family conflict is limited. Drawing from Conservation of Resources theory, this paper empirically examines the media…
Dynamic relationships between leader–member exchange and employee role-making behaviours
We set out to understand how role-making works and what roles employees and leaders play in this process. Employees often make changes to their work roles, such as by negotiating their job responsibilities and seeking challenging tasks. In this study, we suggest that role-making behaviours influence and are influenced by the dyadic relationship between leaders and employees, otherwise known as leader–member exchange (LMX). We collected three wave…
Leader humor, workplace gossip, and employee authentic self-expression
Rethinking job insecurity research
The rise of artificial intelligence is reshaping the future of work, making a discussion on job insecurity both timely and imperative. In this commentary, I critically examine several assumptions presented in Klug et al.'s lead article and propose alternative avenues to advance the field. First, I argue for a nuanced understanding of job insecurity by distinguishing between cognitive and affective dimensions, as well as between quantitative and q…
Why and when transformational leadership influences followers' qualitative job insecurity
This study explored the mediation role of follower organization‐based self‐esteem (OBSE) and the moderation role of workplace friendship in the relationship between transformational leadership and follower qualitative job insecurity. We adopted a three‐wave longitudinal design and collected survey data from 142 Chilean employees. Cross‐lagged mediation panel analysis indicated that transformational leadership had a lagged effect on follower OBSE,…
Paradoxical safety leadership
Managing workplace safety requires leaders to navigate through competing goals and processes. However, the current conceptualization and measurement of safety leadership do not adequately address this practical reality. To address this issue, we integrate paradox theory and paradoxical leadership research with safety‐management literature to develop the conceptualization and measurement of paradoxical safety leadership (PSL). We define PSL as a m…
Contextual Emotions in Organizations
Workplace contextual emotions are structured ways of emotionally thinking about specific cues in the context that employees share within their organization. These dynamics reflect how employees emotionally interpret and respond to organizational environments. Contextual emotions may shape working relationships into different types of toxic emotional dynamics (e.g., claiming, controlling, distrusting, provoking) or, conversely, positive emotional …
From the outside looking in
Understanding the development of newcomers' job future ambiguity is crucial for their adjustment, especially as the workforce becomes increasingly mobile. Based on Masterson and Stamper's (2003) framework of perceived organizational membership, we examined whether newcomers' experience of psychological contract breach affected their perceived insider status, which in turn influenced their job future ambiguity. We tested our hypotheses using data …
Psychology (22 obras) · Social Psychology (20 obras) · Job Satisfaction and Organizational Behavior (14 obras) · Social Psychology (11 obras) · Employment and Welfare Studies (9 obras) · Medicine (8 obras) · Political science (8 obras) · Computer Science (7 obras) · Job satisfaction (7 obras) · Job insecurity (6 obras)