Lifeng Zhong
Biographic Data
| ID | 4412330 |
|---|---|
| NAME | Lifeng Zhong |
| GIVEN NAMES | Lifeng |
| FAMILY NAME | Zhong |
| SIGNATURE | ZHONG L |
| AFFILIATIONS | School of Business Renmin University of China Beijing China |
| ORCID | 0000-0001-8799-2011 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 30 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2007 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
The relationship between trait anxiety and sleep quality in college students
High-intensity, long-duration, and high-frequency physical activity may help alleviate anxiety-related sleep disturbances in college students, exhibiting a clear dose-response effect. The findings support exercise as a non-pharmacological strategy for improving mental health
Why do perfectionists procrastinate (or not)? Exploring the interaction between perfectionism dimensions through self‐determination theory
Research on perfectionism and workplace procrastination has typically examined perfectionism through two dimensions: perfectionist strivings (PS) and perfectionist concerns (PC), which are inversely associated with procrastination. Recognizing that these two dimensions often coexist in varying degrees within individuals, our study conducted an interaction analysis to elucidate the associations between individual dimensions and their combined pres…
Social exchange spillover in leader–member relations
Drawing on role theory and the cultural theory of collectivism, we developed and tested a multilevel model of social exchange spillover in leader–member relations in the Chinese context. In Mplus analyses of a sample of 213 subordinates from 47 groups, we found that, at the individual level, a dimension of leader–member guanxi (LMG), leader–member personal life inclusion (LMG‐P), which is defined as the extent to which leaders and members include…
Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations
Drawing on social exchange theory, we developed and tested a cross‐level model of organizational‐level predictors of job engagement. Specifically, we examined the impact of high‐performance human resource (HR) practices on employee engagement and work outcomes. Based on a sample of 605 employees, their immediate supervisors, and HR managers from 130 companies, our results indicated that high‐performance HR practices were directly related to job e…
Reactions to psychological contract breach
This study examined reactions to psychological contract breach from two separate perspectives, that is, employee's reactions to perceptions of employer breach and supervisor's reactions to perceptions of employee breach of the psychological contract. In addition to the main effects, we also hypothesized that the benevolence (or kindness) of the supervisor and the traditional values (or respect for authority) of the employee would attenuate the ne…
Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations
Drawing on social exchange theory, we developed and tested a cross‐level model of organizational‐level predictors of job engagement. Specifically, we examined the impact of high‐performance human resource (HR) practices on employee engagement and work outcomes. Based on a sample of 605 employees, their immediate supervisors, and HR managers from 130 companies, our results indicated that high‐performance HR practices were directly related to job e…
Reactions to psychological contract breach
This study examined reactions to psychological contract breach from two separate perspectives, that is, employee's reactions to perceptions of employer breach and supervisor's reactions to perceptions of employee breach of the psychological contract. In addition to the main effects, we also hypothesized that the benevolence (or kindness) of the supervisor and the traditional values (or respect for authority) of the employee would attenuate the ne…
Social exchange spillover in leader–member relations
Drawing on role theory and the cultural theory of collectivism, we developed and tested a multilevel model of social exchange spillover in leader–member relations in the Chinese context. In Mplus analyses of a sample of 213 subordinates from 47 groups, we found that, at the individual level, a dimension of leader–member guanxi (LMG), leader–member personal life inclusion (LMG‐P), which is defined as the extent to which leaders and members include…
Reactions to psychological contract breach
This study examined reactions to psychological contract breach from two separate perspectives, that is, employee's reactions to perceptions of employer breach and supervisor's reactions to perceptions of employee breach of the psychological contract. In addition to the main effects, we also hypothesized that the benevolence (or kindness) of the supervisor and the traditional values (or respect for authority) of the employee would attenuate the ne…
Social exchange spillover in leader–member relations
Drawing on role theory and the cultural theory of collectivism, we developed and tested a multilevel model of social exchange spillover in leader–member relations in the Chinese context. In Mplus analyses of a sample of 213 subordinates from 47 groups, we found that, at the individual level, a dimension of leader–member guanxi (LMG), leader–member personal life inclusion (LMG‐P), which is defined as the extent to which leaders and members include…
Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations
Drawing on social exchange theory, we developed and tested a cross‐level model of organizational‐level predictors of job engagement. Specifically, we examined the impact of high‐performance human resource (HR) practices on employee engagement and work outcomes. Based on a sample of 605 employees, their immediate supervisors, and HR managers from 130 companies, our results indicated that high‐performance HR practices were directly related to job e…
Why do perfectionists procrastinate (or not)? Exploring the interaction between perfectionism dimensions through self‐determination theory
Research on perfectionism and workplace procrastination has typically examined perfectionism through two dimensions: perfectionist strivings (PS) and perfectionist concerns (PC), which are inversely associated with procrastination. Recognizing that these two dimensions often coexist in varying degrees within individuals, our study conducted an interaction analysis to elucidate the associations between individual dimensions and their combined pres…
The relationship between trait anxiety and sleep quality in college students
High-intensity, long-duration, and high-frequency physical activity may help alleviate anxiety-related sleep disturbances in college students, exhibiting a clear dose-response effect. The findings support exercise as a non-pharmacological strategy for improving mental health
Psychology (5 works) · Social Psychology (5 works) · Social Psychology (5 works) · Job Satisfaction and Organizational Behavior (3 works) · Political science (3 works) · Collectivism (2 works) · Management (2 works) · Organizational commitment (2 works) · Social exchange theory (2 works) · Workplace Spirituality and Leadership (2 works)