Wansi Chen
Biographic Data
| ID | 3772718 |
|---|---|
| NAME | Wansi Chen |
| GIVEN NAMES | Wansi |
| FAMILY NAME | Chen |
| SIGNATURE | CHEN W |
| AFFILIATIONS | East China University of Science and Technology |
| ORCID | 0000-0002-1824-3276 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 13 |
| AUTHOR COUNT | 7 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Cultivating managers with knowledge and action through action learning
Aiming at the application of action learning in the training of management talents in engineering universities, based on the exploration of Massachusetts Institute of Technology (MIT) Sloan School of Management for more than 20 years and that of East China University of Science and Technology (ECUST) School of Business for more than 10 years, the practice of MIT Sloan School of Management and ECUST School of Business is compared from the aspects …
The double-edged sword effect of AI awareness on employee radical creativity and procrastination
Purpose With the rapid penetration of artificial intelligence (AI) across various industries, employees are increasingly facing cognitive and emotional challenges induced by AI, particularly rising anxiety regarding job security and skill adaptability. This study examines how AI awareness exerts mixed effects on employee radical creativity and procrastination, mediated by job replacement anxiety and learning anxiety. Design/methodology/approach D…
Entitlement Versus Obligation
A dual‐path model of observers' responses to peer voice endorsement
Peer voice endorsement is widespread in the workplace. Drawing on social information processing theory and sociofunctional view, this paper proposes that observers' (both negative and positive) psychological and behavioral responses to peer voice endorsement depend on their instrumental attribution for peer voice. Specifically, when observers have a higher level of instrumental attribution, peer voice endorsement is more positively associated wit…
Bringing contribution–receipt (im)balance to team–member exchange research
While emerging studies pay much attention to the team–member exchange (TMX) relationship, they have produced mixed findings on TMX consequences. To clarify such inconsistencies, our research highlights the importance of distinguishing TMX contribution from TMX receipt and investigates the influence of TMX contribution–receipt (im)balance . Specifically, drawing upon conservation of resources (COR) theory and the TMX literature, we examine the imp…
Is the bottom line reached? An exploration of supervisor bottom-line mentality, team performance avoidance goal orientation and team performance
How do supervisors who treat the bottom line as more important than anything else influence team success? Drawing from social information processing theory, we explore how and when supervisor bottom-line mentality (i.e. an exclusive focus on bottom-line outcomes at the expense of other priorities) exerts influence on the bottom-line itself, in the form of team performance. We argue that a supervisor’s bottom-line mentality provides significant so…
Field Opacity and Practice-Outcome Decoupling
Although firms in diverse industries increasingly adopt private regulation of labor standards for workers in their global supply chains, growing scholarly evidence suggests that this approach has not generated sustainable improvements in working conditions for those workers. The authors draw on recent developments in institutional theory regarding the development of opaque institutional fields that cause the decoupling between practices and outco…
Field Opacity and Practice-Outcome Decoupling
Although firms in diverse industries increasingly adopt private regulation of labor standards for workers in their global supply chains, growing scholarly evidence suggests that this approach has not generated sustainable improvements in working conditions for those workers. The authors draw on recent developments in institutional theory regarding the development of opaque institutional fields that cause the decoupling between practices and outco…
Is the bottom line reached? An exploration of supervisor bottom-line mentality, team performance avoidance goal orientation and team performance
How do supervisors who treat the bottom line as more important than anything else influence team success? Drawing from social information processing theory, we explore how and when supervisor bottom-line mentality (i.e. an exclusive focus on bottom-line outcomes at the expense of other priorities) exerts influence on the bottom-line itself, in the form of team performance. We argue that a supervisor’s bottom-line mentality provides significant so…
A dual‐path model of observers' responses to peer voice endorsement
Peer voice endorsement is widespread in the workplace. Drawing on social information processing theory and sociofunctional view, this paper proposes that observers' (both negative and positive) psychological and behavioral responses to peer voice endorsement depend on their instrumental attribution for peer voice. Specifically, when observers have a higher level of instrumental attribution, peer voice endorsement is more positively associated wit…
Bringing contribution–receipt (im)balance to team–member exchange research
While emerging studies pay much attention to the team–member exchange (TMX) relationship, they have produced mixed findings on TMX consequences. To clarify such inconsistencies, our research highlights the importance of distinguishing TMX contribution from TMX receipt and investigates the influence of TMX contribution–receipt (im)balance . Specifically, drawing upon conservation of resources (COR) theory and the TMX literature, we examine the imp…
Field Opacity and Practice-Outcome Decoupling
Although firms in diverse industries increasingly adopt private regulation of labor standards for workers in their global supply chains, growing scholarly evidence suggests that this approach has not generated sustainable improvements in working conditions for those workers. The authors draw on recent developments in institutional theory regarding the development of opaque institutional fields that cause the decoupling between practices and outco…
Bringing contribution–receipt (im)balance to team–member exchange research
While emerging studies pay much attention to the team–member exchange (TMX) relationship, they have produced mixed findings on TMX consequences. To clarify such inconsistencies, our research highlights the importance of distinguishing TMX contribution from TMX receipt and investigates the influence of TMX contribution–receipt (im)balance . Specifically, drawing upon conservation of resources (COR) theory and the TMX literature, we examine the imp…
Is the bottom line reached? An exploration of supervisor bottom-line mentality, team performance avoidance goal orientation and team performance
How do supervisors who treat the bottom line as more important than anything else influence team success? Drawing from social information processing theory, we explore how and when supervisor bottom-line mentality (i.e. an exclusive focus on bottom-line outcomes at the expense of other priorities) exerts influence on the bottom-line itself, in the form of team performance. We argue that a supervisor’s bottom-line mentality provides significant so…
A dual‐path model of observers' responses to peer voice endorsement
Peer voice endorsement is widespread in the workplace. Drawing on social information processing theory and sociofunctional view, this paper proposes that observers' (both negative and positive) psychological and behavioral responses to peer voice endorsement depend on their instrumental attribution for peer voice. Specifically, when observers have a higher level of instrumental attribution, peer voice endorsement is more positively associated wit…
Entitlement Versus Obligation
Cultivating managers with knowledge and action through action learning
Aiming at the application of action learning in the training of management talents in engineering universities, based on the exploration of Massachusetts Institute of Technology (MIT) Sloan School of Management for more than 20 years and that of East China University of Science and Technology (ECUST) School of Business for more than 10 years, the practice of MIT Sloan School of Management and ECUST School of Business is compared from the aspects …
The double-edged sword effect of AI awareness on employee radical creativity and procrastination
Purpose With the rapid penetration of artificial intelligence (AI) across various industries, employees are increasingly facing cognitive and emotional challenges induced by AI, particularly rising anxiety regarding job security and skill adaptability. This study examines how AI awareness exerts mixed effects on employee radical creativity and procrastination, mediated by job replacement anxiety and learning anxiety. Design/methodology/approach D…
Job Satisfaction and Organizational Behavior (4 works) · Political science (4 works) · Psychology (4 works) · Social Psychology (4 works) · Social Psychology (3 works) · Attribution (2 works) · Business (2 works) · Cognition (2 works) · Personality Traits and Psychology (2 works) · Public relations (2 works)