Peikai Li
Biographic Data
| ID | 4412367 |
|---|---|
| NAME | Peikai Li |
| GIVEN NAMES | Peikai |
| FAMILY NAME | Li |
| SIGNATURE | LI P |
| AFFILIATIONS | Ghent University |
| ORCID | 0000-0003-3877-0388 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 1 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 1 |
Are Bad Leaders Indeed Bad for Employees? A Meta-Analysis of Longitudinal Studies Between Destructive Leadership and Employee Outcomes
Does having bad leaders have long-lasting adverse effects on employees? While previous studies have primarily viewed subordinate deviant behavior as a crucial consequence of destructive leadership, aggression theory suggests that subordinate deviant behavior could also be an antecedent of destructive leadership. To address this question, we conducted a meta-analysis by focusing on longitudinal field studies (i.e., time-lagged and panel designs), …
Patient mistreatment and new nurse adjustment: The role of rumination and work engagement
During organizational entry, newcomers often draw upon internal resources like coworkers and supervisors to navigate their roles. Could external interactions with customers or patients hold the key to newcomer adjustment in certain job contexts? Our study, rooted in the conservation of resources theory, identifies a critical link between mistreatment from external parties and newcomer adjustment—a connection that is explained by rumination and wo…
Leading while playing: How leader fun pursuit affects leadership perceptions and evaluations
Although pursuing fun seems contradictory to work, it may yield beneficial outcomes for not only employees but also leaders in the workplace. The present paper aims to bridge the gap between the workplace fun/play literature and leadership research by introducing the concept of leader fun pursuit and examining its influence on followers' evaluations. Moreover, drawing on the dual perspective model of social evaluation and expectancy violation the…
You raise me up and I reciprocate: Linking empowering leadership to organizational citizenship behavior and unethical pro‐organizational behavior
Although empowering leadership is generally thought to be beneficial to employees and organizations, an emerging stream of work shows its potential negative impact. Drawing upon social exchange theory, we propose an integrated model that simultaneously examines the benefits and costs of empowering leadership. Specifically, we propose that team‐level empowering leadership can relate to both organizational citizenship behavior (OCB) and unethical p…
Leadership and Workplace Aggression: A Meta-analysis
Workplace aggression (bullying, incivility, and similar forms of interpersonal mistreatment) has been established as a prevalent and detrimental issue in organizations. While numerous studies have documented the important role of leaders in inhibiting or accelerating workplace aggression, a systematic overview of the associations between different leadership styles and workplace aggression as well as its boundary conditions is still lacking. This…
Antecedents and outcomes of work-related flow: A meta-analysis
Flow is an optimal state that contributes positively to individual well-being and performance. Despite growing evidence of its antecedents and outcomes at work, few efforts have been made to systematically examine and synthesize the extant findings to advance the theoretical and empirical development of flow. Combining different perspectives (e.g., job demands and resources theory, proactivity and leadership literatures), we aim to identify the k…
Leverage self‐ and other‐compassion to prevent the abuse trickle‐down
Although previous research has shown that abuse can trickle down from managers to supervisors, it remains unclear why many abused supervisors do not perpetuate the abuse of their subordinates. To address this issue, drawing upon frustration‐aggression and self‐regulation theory, the current research investigated the underlying mechanism of frustration and the mitigative effects of self‐ and other‐compassion in the manager abuse—supervisor frustra…
How and when goal-oriented self-regulation improves college students’ well-being: A weekly diary study
Helping neighbors and enhancing yourself: A spillover effect of helping neighbors on work-family conflict and thriving at work
Country differences in the relationship between leadership and employee engagement: A meta-analysis
Prevalence and prognosis of schizophrenia in Jinuo people in China: A prospective 30-year follow-up study
BACKGROUND: There are few studies investigating the influence of the development on mental health of minorities in China. AIMS: To follow up the prevalence, natural course and prognosis of schizophrenia in Jinuo people, the last group to be recognized as a 'national minority' in China, every 10 years since 1979. METHODS: From 1979 to 2009, 15%-19% of Jinuo residents were evaluated by random cluster sampling and followed up every 10 years using th…
Patient mistreatment and new nurse adjustment: The role of rumination and work engagement
During organizational entry, newcomers often draw upon internal resources like coworkers and supervisors to navigate their roles. Could external interactions with customers or patients hold the key to newcomer adjustment in certain job contexts? Our study, rooted in the conservation of resources theory, identifies a critical link between mistreatment from external parties and newcomer adjustment—a connection that is explained by rumination and wo…
Prevalence and prognosis of schizophrenia in Jinuo people in China: A prospective 30-year follow-up study
BACKGROUND: There are few studies investigating the influence of the development on mental health of minorities in China. AIMS: To follow up the prevalence, natural course and prognosis of schizophrenia in Jinuo people, the last group to be recognized as a 'national minority' in China, every 10 years since 1979. METHODS: From 1979 to 2009, 15%-19% of Jinuo residents were evaluated by random cluster sampling and followed up every 10 years using th…
Country differences in the relationship between leadership and employee engagement: A meta-analysis
How and when goal-oriented self-regulation improves college students’ well-being: A weekly diary study
Helping neighbors and enhancing yourself: A spillover effect of helping neighbors on work-family conflict and thriving at work
You raise me up and I reciprocate: Linking empowering leadership to organizational citizenship behavior and unethical pro‐organizational behavior
Although empowering leadership is generally thought to be beneficial to employees and organizations, an emerging stream of work shows its potential negative impact. Drawing upon social exchange theory, we propose an integrated model that simultaneously examines the benefits and costs of empowering leadership. Specifically, we propose that team‐level empowering leadership can relate to both organizational citizenship behavior (OCB) and unethical p…
Leadership and Workplace Aggression: A Meta-analysis
Workplace aggression (bullying, incivility, and similar forms of interpersonal mistreatment) has been established as a prevalent and detrimental issue in organizations. While numerous studies have documented the important role of leaders in inhibiting or accelerating workplace aggression, a systematic overview of the associations between different leadership styles and workplace aggression as well as its boundary conditions is still lacking. This…
Antecedents and outcomes of work-related flow: A meta-analysis
Flow is an optimal state that contributes positively to individual well-being and performance. Despite growing evidence of its antecedents and outcomes at work, few efforts have been made to systematically examine and synthesize the extant findings to advance the theoretical and empirical development of flow. Combining different perspectives (e.g., job demands and resources theory, proactivity and leadership literatures), we aim to identify the k…
Leverage self‐ and other‐compassion to prevent the abuse trickle‐down
Although previous research has shown that abuse can trickle down from managers to supervisors, it remains unclear why many abused supervisors do not perpetuate the abuse of their subordinates. To address this issue, drawing upon frustration‐aggression and self‐regulation theory, the current research investigated the underlying mechanism of frustration and the mitigative effects of self‐ and other‐compassion in the manager abuse—supervisor frustra…
Are Bad Leaders Indeed Bad for Employees? A Meta-Analysis of Longitudinal Studies Between Destructive Leadership and Employee Outcomes
Does having bad leaders have long-lasting adverse effects on employees? While previous studies have primarily viewed subordinate deviant behavior as a crucial consequence of destructive leadership, aggression theory suggests that subordinate deviant behavior could also be an antecedent of destructive leadership. To address this question, we conducted a meta-analysis by focusing on longitudinal field studies (i.e., time-lagged and panel designs), …
Patient mistreatment and new nurse adjustment: The role of rumination and work engagement
During organizational entry, newcomers often draw upon internal resources like coworkers and supervisors to navigate their roles. Could external interactions with customers or patients hold the key to newcomer adjustment in certain job contexts? Our study, rooted in the conservation of resources theory, identifies a critical link between mistreatment from external parties and newcomer adjustment—a connection that is explained by rumination and wo…
Leading while playing: How leader fun pursuit affects leadership perceptions and evaluations
Although pursuing fun seems contradictory to work, it may yield beneficial outcomes for not only employees but also leaders in the workplace. The present paper aims to bridge the gap between the workplace fun/play literature and leadership research by introducing the concept of leader fun pursuit and examining its influence on followers' evaluations. Moreover, drawing on the dual perspective model of social evaluation and expectancy violation the…
Psychology (10 works) · Social Psychology (10 works) · Job Satisfaction and Organizational Behavior (7 works) · Political science (4 works) · Public relations (4 works) · Abusive supervision (3 works) · Social Psychology (3 works) · Aggression (2 works) · Applied Psychology (2 works) · Clinical Psychology (2 works)