Raymond Loi
Biographic Data
| ID | 383754 |
|---|---|
| NAME | Raymond Loi |
| GIVEN NAMES | Raymond |
| FAMILY NAME | Loi |
| SIGNATURE | LOI R |
| AFFILIATIONS | University of Macau |
| ORCID | 0000-0001-6892-3627 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 33 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2016 |
| H-INDEX | 4 |
Looking intra-organizationally for identity cues
We propose that employees’ perceptions of intra-organizational cues are an important factor influencing their identification with their organizations. Building on self-categorization theory, we examine whether perceived organizational support influences organizational identification. We contend that in addition to the mediating effect of affective commitment, organizational identification also mediates the effect of perceived organizational suppo…
Motivation of travel agents' customer service behavior and organizational citizenship behavior
Gender, gender identification and perceived gender discrimination
Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/ap…
Work Satisfaction of Chinese Employees
The Dark Side of Leadership
This research sheds light on the role of the dark side of leadership in employee creativity by examining how and when department leader abusive supervision may flow down organizational levels to undermine team member creativity. Analyses of multiphase, multisource, and multilevel data show that team leader abusive supervision mediates the negative relationship between department leader abusive supervision and team member creativity. Team leaders'…
Looking at Both Sides of the Social Exchange Coin
We propose a cross-level contingent process model based on social cognitive theory to explain how and when the quality of social exchange relationships with a supervisor (leader-member exchange; LMX) and fellow team members (team-member exchange; TMX) affect individual creativity in work teams. Using longitudinal, multisource data for 828 employees on 116 teams, we found LMX and TMX had unique indirect effects on employee creativity via self-effi…
Family friendly work practices, organizational climate, and firm performance
We developed and tested a conceptual model to examine the impact of family friendly work practices (FFWPs) at the organizational level. In our model, top management support for equal opportunities is considered an antecedent of FFWPs and positive organizational climate, and firm performance and employee turnover are considered outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of HR managers…
Antecedents and Consequences of Perceived Personal Gender Discrimination
Family friendly work practices, organizational climate, and firm performance
We developed and tested a conceptual model to examine the impact of family friendly work practices (FFWPs) at the organizational level. In our model, top management support for equal opportunities is considered an antecedent of FFWPs and positive organizational climate, and firm performance and employee turnover are considered outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of HR managers…
Antecedents and Consequences of Perceived Personal Gender Discrimination
Looking intra-organizationally for identity cues
We propose that employees’ perceptions of intra-organizational cues are an important factor influencing their identification with their organizations. Building on self-categorization theory, we examine whether perceived organizational support influences organizational identification. We contend that in addition to the mediating effect of affective commitment, organizational identification also mediates the effect of perceived organizational suppo…
Motivation of travel agents' customer service behavior and organizational citizenship behavior
Work Satisfaction of Chinese Employees
Gender, gender identification and perceived gender discrimination
Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/ap…
Antecedents and Consequences of Perceived Personal Gender Discrimination
Family friendly work practices, organizational climate, and firm performance
We developed and tested a conceptual model to examine the impact of family friendly work practices (FFWPs) at the organizational level. In our model, top management support for equal opportunities is considered an antecedent of FFWPs and positive organizational climate, and firm performance and employee turnover are considered outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of HR managers…
Looking at Both Sides of the Social Exchange Coin
We propose a cross-level contingent process model based on social cognitive theory to explain how and when the quality of social exchange relationships with a supervisor (leader-member exchange; LMX) and fellow team members (team-member exchange; TMX) affect individual creativity in work teams. Using longitudinal, multisource data for 828 employees on 116 teams, we found LMX and TMX had unique indirect effects on employee creativity via self-effi…
The Dark Side of Leadership
This research sheds light on the role of the dark side of leadership in employee creativity by examining how and when department leader abusive supervision may flow down organizational levels to undermine team member creativity. Analyses of multiphase, multisource, and multilevel data show that team leader abusive supervision mediates the negative relationship between department leader abusive supervision and team member creativity. Team leaders'…
Work Satisfaction of Chinese Employees
Motivation of travel agents' customer service behavior and organizational citizenship behavior
Gender, gender identification and perceived gender discrimination
Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/ap…
Looking intra-organizationally for identity cues
We propose that employees’ perceptions of intra-organizational cues are an important factor influencing their identification with their organizations. Building on self-categorization theory, we examine whether perceived organizational support influences organizational identification. We contend that in addition to the mediating effect of affective commitment, organizational identification also mediates the effect of perceived organizational suppo…
Psychology (8 works) · Social Psychology (8 works) · Job Satisfaction and Organizational Behavior (6 works) · Social Psychology (5 works) · Gender Diversity and Inequality (4 works) · Organizational commitment (4 works) · Perception (4 works) · Social exchange theory (3 works) · Structural equation modeling (3 works) · Applied Psychology (2 works)