Hanshi Liu
Biographic Data
| ID | 4115843 |
|---|---|
| NAME | Hanshi Liu |
| GIVEN NAMES | Hanshi |
| FAMILY NAME | Liu |
| SIGNATURE | LIU H |
| AFFILIATIONS | South China University of Technology |
| ORCID | 0000-0001-9719-1234 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 5 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 1 |
Approach and avoidance mechanisms in the effects of algorithm transparency on the service performance of food-delivery riders
The advent of the digital era has seen algorithmic decision-making become ubiquitous in online service platform management. However, the lack of algorithm transparency has been widely reported as a barrier to successful human-machine collaboration. Drawing on self-regulation theory, this study explores the effects of algorithmic transparency on the approach and avoidance behaviours of 265 food-delivery riders on online platforms in China. Results…
D-Path (Data Privacy Assessment Tool For Health) for Biomedical Data Sharing
The Data Privacy Assessment Tool for Health (D-PATH) is a proof-of-concept online tool designed to help users intending to share biomedical data identify applicable legal obligations and relevant best practices. D-PATH provides a series of simple questions to assess important aspects of the data sharing task, such as the user’s legal jurisdiction and the types of entities involved. Based on the combination of answers that the user provides, D-PAT…
Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise
Why do temporary workers sharing the same working conditions as permanent employees still frequently engage in deviant behaviors that negatively affect the organization's interests? Drawing on the theory of social identity, this articlr discusses the relationships among employment status, organizational identification, and counterproductive work behavior. Time-lagged data were collected from sample of 210 dyads of employees and corresponding supe…
The Effect of Job Security on Deviant Behaviors in Diverse Employment Workplaces
Organizational scholars concur that job security can attach employees to a workplace and improve their job quality. The relationship between job security and employees' deviant behaviors in the workplace, such as counterproductive work behavior (CWB), lacks insights into how or why this occurs, especially in a diversified employment context. To address these limitations, we developed a theoretical model of job security impact on employees' CWB fr…
Pay disparities within top management teams, marketization and firms’ innovation
Using executive resume data of China’s listed companies between 2006 and 2016, we investigated the relationship between pay disparities within top management teams (TMT) and firms’ innovation performance. Specifically, we assessed two dimensions of pay disparities: vertical pay disparity between CEOs and non-CEO managers, and horizontal pay disparity among non-CEO managers. Considering the difference in regional marketization progress, we also ex…
Workforce Differentiation and Human Resource Management Practices
Guangzhou Z Hotel differentiates its staffs into three groups, namely, the core groups, close groups and loose groups, using different incentive practices with different employees, which raise the researchers’ interest. The research sets Z Hotel as an example to study workforce differentiation and its implication on human resource management practices in China. The researchers used a grounded theory methodology and the validity of the research wa…
The Impact of Organizational Identification on the Relationship Between Procedural Justice and Employee Work Outcomes
Drawing on a sample of 212 supervisor-subordinate dyads from 3 branches of an air transportation group in the People's Republic of China, we examined the mediating effect of organizational identification on the relationship between perceived procedural justice and work outcomes, including extrarole behavior and turnover intention. Results showed that organizational identification fully mediated the relationship between procedural justice and extr…
Job Security and Work Outcomes in China
We explored the mediating role of perceived organizational support (POS) on the relationship between job security and 2 dimensions important in employee work outcomes: extrarole behavior and turnover intention. Participants were 212 subordinate team members and their supervisors, who were employed by an air transportation group in China, and we found that POS partially mediated the relationship between job security and extrarole behavior and full…
Effect of Situational Leadership and Employee Readiness Match on Organizational Citizenship Behavior in China
We tested the effect of leader-follower matches of 182 supervisor and subordinate dyads on organizational citizenship behavior (OCB) in a Chinese context, based on situational leadership theory (SLT). Our aim was to expand the understanding of SLT application in an emerging market in a culture different from Western countries. Results indicated that situational leadership and employee readiness matches had a positive effect on OCB. However, 1 mat…
The Evolution of State-owned Enterprises in South China
The purpose of this paper is to explore the evolutionary pattern of state-owned enterprises in China. The researchers focused on the three state-owned enterprises of the same industry in south China that experienced diverse property right reform roads in the late 1990s and showed differing outcomes. Combined with the method of business anthropology, this paper asserts that different models of property right can affect different human behavior pat…
Mediating Effect of Work-family Conflict on the Relationship between Job Insecurity and Employee Well-being
Job insecurity has received a considerable amount of research attention in recent years. The purpose of the present paper is to examine the mediating role of work-family conflict on the relationship between job insecurity and employee well-being and investigate gender differences in these relationships. The researchers focus on the cognitive component of employee well-being, and measure the concept by job satisfaction and life satisfaction. Using…
Linking Procedural Justice with Employees Work Outcomes in China
Pay disparities within top management teams, marketization and firms’ innovation
Using executive resume data of China’s listed companies between 2006 and 2016, we investigated the relationship between pay disparities within top management teams (TMT) and firms’ innovation performance. Specifically, we assessed two dimensions of pay disparities: vertical pay disparity between CEOs and non-CEO managers, and horizontal pay disparity among non-CEO managers. Considering the difference in regional marketization progress, we also ex…
Mediating Effect of Work-family Conflict on the Relationship between Job Insecurity and Employee Well-being
Job insecurity has received a considerable amount of research attention in recent years. The purpose of the present paper is to examine the mediating role of work-family conflict on the relationship between job insecurity and employee well-being and investigate gender differences in these relationships. The researchers focus on the cognitive component of employee well-being, and measure the concept by job satisfaction and life satisfaction. Using…
The Impact of Organizational Identification on the Relationship Between Procedural Justice and Employee Work Outcomes
Drawing on a sample of 212 supervisor-subordinate dyads from 3 branches of an air transportation group in the People's Republic of China, we examined the mediating effect of organizational identification on the relationship between perceived procedural justice and work outcomes, including extrarole behavior and turnover intention. Results showed that organizational identification fully mediated the relationship between procedural justice and extr…
Job Security and Work Outcomes in China
We explored the mediating role of perceived organizational support (POS) on the relationship between job security and 2 dimensions important in employee work outcomes: extrarole behavior and turnover intention. Participants were 212 subordinate team members and their supervisors, who were employed by an air transportation group in China, and we found that POS partially mediated the relationship between job security and extrarole behavior and full…
Effect of Situational Leadership and Employee Readiness Match on Organizational Citizenship Behavior in China
We tested the effect of leader-follower matches of 182 supervisor and subordinate dyads on organizational citizenship behavior (OCB) in a Chinese context, based on situational leadership theory (SLT). Our aim was to expand the understanding of SLT application in an emerging market in a culture different from Western countries. Results indicated that situational leadership and employee readiness matches had a positive effect on OCB. However, 1 mat…
The Evolution of State-owned Enterprises in South China
The purpose of this paper is to explore the evolutionary pattern of state-owned enterprises in China. The researchers focused on the three state-owned enterprises of the same industry in south China that experienced diverse property right reform roads in the late 1990s and showed differing outcomes. Combined with the method of business anthropology, this paper asserts that different models of property right can affect different human behavior pat…
Mediating Effect of Work-family Conflict on the Relationship between Job Insecurity and Employee Well-being
Job insecurity has received a considerable amount of research attention in recent years. The purpose of the present paper is to examine the mediating role of work-family conflict on the relationship between job insecurity and employee well-being and investigate gender differences in these relationships. The researchers focus on the cognitive component of employee well-being, and measure the concept by job satisfaction and life satisfaction. Using…
Linking Procedural Justice with Employees Work Outcomes in China
Workforce Differentiation and Human Resource Management Practices
Guangzhou Z Hotel differentiates its staffs into three groups, namely, the core groups, close groups and loose groups, using different incentive practices with different employees, which raise the researchers’ interest. The research sets Z Hotel as an example to study workforce differentiation and its implication on human resource management practices in China. The researchers used a grounded theory methodology and the validity of the research wa…
The Effect of Job Security on Deviant Behaviors in Diverse Employment Workplaces
Organizational scholars concur that job security can attach employees to a workplace and improve their job quality. The relationship between job security and employees' deviant behaviors in the workplace, such as counterproductive work behavior (CWB), lacks insights into how or why this occurs, especially in a diversified employment context. To address these limitations, we developed a theoretical model of job security impact on employees' CWB fr…
Pay disparities within top management teams, marketization and firms’ innovation
Using executive resume data of China’s listed companies between 2006 and 2016, we investigated the relationship between pay disparities within top management teams (TMT) and firms’ innovation performance. Specifically, we assessed two dimensions of pay disparities: vertical pay disparity between CEOs and non-CEO managers, and horizontal pay disparity among non-CEO managers. Considering the difference in regional marketization progress, we also ex…
Why and When Temporary Workers Engage in More Counterproductive Work Behaviors with Permanent Employees in Chinese State-Own Enterprise
Why do temporary workers sharing the same working conditions as permanent employees still frequently engage in deviant behaviors that negatively affect the organization's interests? Drawing on the theory of social identity, this articlr discusses the relationships among employment status, organizational identification, and counterproductive work behavior. Time-lagged data were collected from sample of 210 dyads of employees and corresponding supe…
D-Path (Data Privacy Assessment Tool For Health) for Biomedical Data Sharing
The Data Privacy Assessment Tool for Health (D-PATH) is a proof-of-concept online tool designed to help users intending to share biomedical data identify applicable legal obligations and relevant best practices. D-PATH provides a series of simple questions to assess important aspects of the data sharing task, such as the user’s legal jurisdiction and the types of entities involved. Based on the combination of answers that the user provides, D-PAT…
Approach and avoidance mechanisms in the effects of algorithm transparency on the service performance of food-delivery riders
The advent of the digital era has seen algorithmic decision-making become ubiquitous in online service platform management. However, the lack of algorithm transparency has been widely reported as a barrier to successful human-machine collaboration. Drawing on self-regulation theory, this study explores the effects of algorithmic transparency on the approach and avoidance behaviours of 265 food-delivery riders on online platforms in China. Results…
Political science (10 works) · Psychology (7 works) · Social Psychology (7 works) · Social Psychology (7 works) · China (6 works) · Job Satisfaction and Organizational Behavior (6 works) · Organizational commitment (6 works) · Work (physics (6 works) · Business (5 works) · Employment and Welfare Studies (4 works)