Yongyue Zhu
Biographic Data
| ID | 3913754 |
|---|---|
| NAME | Yongyue Zhu |
| GIVEN NAMES | Yongyue |
| FAMILY NAME | Zhu |
| SIGNATURE | ZHU Y |
| AFFILIATIONS | Jiangsu University |
| ORCID | 0000-0002-9464-3482 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 4 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2016 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Does abusive supervision play a role? The effects of community embeddedness on affective commitment and turnover intentions
Community embeddedness is an employee well-being strategy that diffuses turnover intentions. It focuses on contextual factors that encourage employees who live in the community to stay. However, our understanding is limited regarding how the community factors in the spillover process that facilitates employees’ commitment to organizations, leading to reduced turnover intention. This study examines the effect of contextual factors on shaping emplo…
Voice or silence: An explanation of illegitimate tasks
Illegitimate tasks, as a prevalent source of workplace stress, exert a substantial impact on employee behavior. Drawing on affective events theory and conservation of resources theory, the present study investigates the effects of illegitimate tasks on employee silence and prohibitive voice behavior, with discrete negative emotions—specifically boredom and anger—serving as mediators. Additionally, the study examines the cross-level moderating rol…
Do coping strategies play a role? Examining the effects of abusive supervision and work engagement on employees’ helping behavior
The study examined work engagement and coping strategies in the relationship between abusive supervision and helping behaviors among hospitality employees. Participants were 386 frontline hospitality employees (50.8% females;... | Find, read and cite all the research you need on Tech Science Press
Supportive supervisor behavior and helping behaviors in the hotel sector: Assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction
High-performance work systems and safety performance in the mining sector: Exploring the mediating influence of workforce agility and moderating effect of safety locus of control
Why Employees Experience Burnout: An Explanation of Illegitimate Tasks
Among the many workplace stressors, a new type of stressor has been identified: illegitimate tasks. This newly identified type of stressor refers to work tasks that do not meet employee role expectations and constitute a violation of professional identity. To investigate illegitimate tasks' mediating mechanisms and boundary conditions on job burnout, we examined a cross-level first-stage moderated mediation model with the collective climate as a …
Influence of differential leadership on teachers' professional ethics: An empirical study from Chinese universities
Organizational Climate and Job Performance: Investigating the Mediating Role of Harmonious Work Passion and the Moderating Role of Leader-Member Exchange and Coaching
Organizational performance has made it imperative for rural and community bank management to employ the best organizational conditions that influence employee's performance. Recent banking clean-up in Ghana has also emphasized the need for employees' performance. This has become necessary to espouse management practices, employee behaviors, and attitudes that predict job performance. Drawing on social exchange theory and reciprocity norm, the stu…
High-Performance Work Practices and Turnover Intention: Investigating the Mediating Role of Employee Morale and the Moderating Role of Psychological Capital
This study examined the effects of high-performance work practices on turnover intention through the mediating role of employee morale. The study also examined the extent to which psychological capital could moderate the relationship between employee morale and turnover intention. With the aid of questionnaire administration, the study collected 469 valid responses from frontline employees in the hospitality sector of Ghana. Findings from the hie…
Effect of empowering leadership on the turnover intention of industrial workers
We used empowerment theory and job design theory to build a mediated moderation model to examine the relationship between empowering leadership and the turnover intention of industrial workers. Participants were 272 industrial workers in Chinese manufacturing enterprises. Results show that empowering leadership significantly reduced participants' turnover intention and that job crafting exerted a partial mediating effect on the negative correlati…
Leader–Member Exchange, Sales Performance, Job Satisfaction, and Organizational Commitment Affect Turnover Intention
We explored whether or not leader–member exchange (LMX) had an indirect relationship with turnover intention through the mediators of salespersons' sales performance, job satisfaction, and organizational commitment. Survey forms were distributed to 228 salespersons in several industries, and structural equation modeling was conducted to test the research hypotheses. Empirical results were as follows: First, LMX positively affected sales performan…
Effect of Superior–Subordinate Intergenerational Conflict on Job Performance of New Generation Employees
We analyzed the influence of superior–subordinate intergenerational conflict on the job performance of 498 employees of Chinese enterprises born since 1980 (new generation employees). Results of a survey showed that the 3 dimensions of superior–subordinate intergenerational conflict, namely task conflict, relationship conflict, and procedural conflict, all had a significantly negative influence on the employees' work engagement and job performanc…
Organizational Climate and Job Performance: Investigating the Mediating Role of Harmonious Work Passion and the Moderating Role of Leader-Member Exchange and Coaching
Organizational performance has made it imperative for rural and community bank management to employ the best organizational conditions that influence employee's performance. Recent banking clean-up in Ghana has also emphasized the need for employees' performance. This has become necessary to espouse management practices, employee behaviors, and attitudes that predict job performance. Drawing on social exchange theory and reciprocity norm, the stu…
High-Performance Work Practices and Turnover Intention: Investigating the Mediating Role of Employee Morale and the Moderating Role of Psychological Capital
This study examined the effects of high-performance work practices on turnover intention through the mediating role of employee morale. The study also examined the extent to which psychological capital could moderate the relationship between employee morale and turnover intention. With the aid of questionnaire administration, the study collected 469 valid responses from frontline employees in the hospitality sector of Ghana. Findings from the hie…
Effect of Superior–Subordinate Intergenerational Conflict on Job Performance of New Generation Employees
We analyzed the influence of superior–subordinate intergenerational conflict on the job performance of 498 employees of Chinese enterprises born since 1980 (new generation employees). Results of a survey showed that the 3 dimensions of superior–subordinate intergenerational conflict, namely task conflict, relationship conflict, and procedural conflict, all had a significantly negative influence on the employees' work engagement and job performanc…
Leader–Member Exchange, Sales Performance, Job Satisfaction, and Organizational Commitment Affect Turnover Intention
We explored whether or not leader–member exchange (LMX) had an indirect relationship with turnover intention through the mediators of salespersons' sales performance, job satisfaction, and organizational commitment. Survey forms were distributed to 228 salespersons in several industries, and structural equation modeling was conducted to test the research hypotheses. Empirical results were as follows: First, LMX positively affected sales performan…
Effect of empowering leadership on the turnover intention of industrial workers
We used empowerment theory and job design theory to build a mediated moderation model to examine the relationship between empowering leadership and the turnover intention of industrial workers. Participants were 272 industrial workers in Chinese manufacturing enterprises. Results show that empowering leadership significantly reduced participants' turnover intention and that job crafting exerted a partial mediating effect on the negative correlati…
Influence of differential leadership on teachers' professional ethics: An empirical study from Chinese universities
Organizational Climate and Job Performance: Investigating the Mediating Role of Harmonious Work Passion and the Moderating Role of Leader-Member Exchange and Coaching
Organizational performance has made it imperative for rural and community bank management to employ the best organizational conditions that influence employee's performance. Recent banking clean-up in Ghana has also emphasized the need for employees' performance. This has become necessary to espouse management practices, employee behaviors, and attitudes that predict job performance. Drawing on social exchange theory and reciprocity norm, the stu…
High-Performance Work Practices and Turnover Intention: Investigating the Mediating Role of Employee Morale and the Moderating Role of Psychological Capital
This study examined the effects of high-performance work practices on turnover intention through the mediating role of employee morale. The study also examined the extent to which psychological capital could moderate the relationship between employee morale and turnover intention. With the aid of questionnaire administration, the study collected 469 valid responses from frontline employees in the hospitality sector of Ghana. Findings from the hie…
Why Employees Experience Burnout: An Explanation of Illegitimate Tasks
Among the many workplace stressors, a new type of stressor has been identified: illegitimate tasks. This newly identified type of stressor refers to work tasks that do not meet employee role expectations and constitute a violation of professional identity. To investigate illegitimate tasks' mediating mechanisms and boundary conditions on job burnout, we examined a cross-level first-stage moderated mediation model with the collective climate as a …
High-performance work systems and safety performance in the mining sector: Exploring the mediating influence of workforce agility and moderating effect of safety locus of control
Supportive supervisor behavior and helping behaviors in the hotel sector: Assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction
Voice or silence: An explanation of illegitimate tasks
Illegitimate tasks, as a prevalent source of workplace stress, exert a substantial impact on employee behavior. Drawing on affective events theory and conservation of resources theory, the present study investigates the effects of illegitimate tasks on employee silence and prohibitive voice behavior, with discrete negative emotions—specifically boredom and anger—serving as mediators. Additionally, the study examines the cross-level moderating rol…
Do coping strategies play a role? Examining the effects of abusive supervision and work engagement on employees’ helping behavior
The study examined work engagement and coping strategies in the relationship between abusive supervision and helping behaviors among hospitality employees. Participants were 386 frontline hospitality employees (50.8% females;... | Find, read and cite all the research you need on Tech Science Press
Does abusive supervision play a role? The effects of community embeddedness on affective commitment and turnover intentions
Community embeddedness is an employee well-being strategy that diffuses turnover intentions. It focuses on contextual factors that encourage employees who live in the community to stay. However, our understanding is limited regarding how the community factors in the spillover process that facilitates employees’ commitment to organizations, leading to reduced turnover intention. This study examines the effect of contextual factors on shaping emplo…
Job Satisfaction and Organizational Behavior (10 works) · Psychology (10 works) · Social Psychology (8 works) · Job performance (5 works) · Job satisfaction (5 works) · Management (5 works) · Multilevel model (5 works) · Organizational commitment (5 works) · Affective events theory (4 works) · Job attitude (4 works)