Nai‐wen Chi
Biographic Data
| ID | 4414097 |
|---|---|
| NAME | Nai‐wen Chi |
| GIVEN NAMES | Nai‐wen |
| FAMILY NAME | Chi |
| SIGNATURE | CHI N W |
| AFFILIATIONS | National Sun Yat-sen University |
| ORCID | 0000-0002-2100-8357 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 20 |
| WORKS AS AUTHOR | 12 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1979 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
The recovery effects of binge-watching on next-day performance through recovery experiences, vigor, and affective rumination
Surface Acting Loss Spirals
In service work, emotional labor is primarily performed by surface acting (modifying expressions) and deep acting (modifying moods). Deep acting is clearly more effective for performance and less costly to health, raising the question—why do employees use the less effective strategy of surface acting? Conservation of resources theory suggests that when employees lack sufficient energy resources, they are more likely to conserve resources and rely…
Leaders’ responses to receipt of proactive helping
How do leaders lead in a complex environment? Leaders often rely on help from others. However, not all help is necessarily beneficial to leaders, especially when it is offered without being asked (i.e., proactive helping). Unfortunately, theory to date has failed to understand the consequences associated with leaders’ receipt of proactive helping at work. To address this shortcoming, we integrate theories of approach–avoidance and challenge–hindr…
Why and when proactive helping does not lead to future help
How and when abusive supervision leads to recovery activities
Decades of research have shown that abusive supervision hurts employees' well‐being. However, little is known about whether employees can recover from abuse during their leisure time. Building on the perspective of recovery paradox and the conservation of resources (COR) theory, we theorize that as an intense social stressor, daily abusive supervision depletes employees' resources and triggers their need for recovery, which in turn reduces physic…
Having a Creative Day
Although recent studies have attempted to clarify the daily dynamics between moods and creativity, relatively limited studies have explored how daily positive and negative activating moods influence changes in daily creativity (i.e., controlling for the effects of prior daily creativity) in real organizations. Furthermore, although the importance of the physical working environment has been highlighted in the creativity literature, it remains unc…
Linking ICT Availability Demands to Burnout and Work-Family Conflict
The advancement of technology has led to an increasingly permeable boundary between work and off-work time. As such, employees may face pressure to immediately respond to work-related information and communication technology (ICT) messages during off-work time. This study examines the mediating role of workplace telepressure on the relationships between ICT availability demands with burnout and work-family conflict, as well as the moderating effe…
The journey to leave
Despite intensive research on perceived overqualification, empirical evidence on overqualified employees' job search behavior remains relatively insufficient. Notably, no studies have explored the possible link between perceived overqualification and internal job searching behaviors. In the present study, we consider whether—and more importantly when—employees with high perception of overqualification search for internal and external job opportun…
Understanding when leader negative emotional expression enhances follower performance
Emotional expression plays an important role in our social lives. This is especially true for leaders, who hold greater power as compared with their followers. Based on the Emotions as Social Information (EASI) model, we explore the effectiveness of leaders’ negative emotional expression on follower performance by examining the moderating effects of follower conscientiousness, agreeableness, power distance orientation and perceived leader power. …
Positive group affective tone and team creativity
Drawing on multiple group‐level theories, we explored boundary conditions of the relationship between positive group affective tone (PGAT) and team creativity. We collected data from members and leaders of 68 research and development teams and performed hierarchical linear modeling analyses to test our hypotheses. Consistent with the “group‐centrism” perspective, we found that PGAT was beneficial for team creativity only when team trust was low ;…
Nominations for Officers of the Canadian Political Science Association
An abstract is not available for this content so a preview has been provided. As you have access to this content, a full PDF is available via the ‘Save PDF’ action button
Nominations à la direction de l'Association canadienne de Science politique
An abstract is not available for this content so a preview has been provided. As you have access to this content, a full PDF is available via the ‘Save PDF’ action button
Understanding when leader negative emotional expression enhances follower performance
Emotional expression plays an important role in our social lives. This is especially true for leaders, who hold greater power as compared with their followers. Based on the Emotions as Social Information (EASI) model, we explore the effectiveness of leaders’ negative emotional expression on follower performance by examining the moderating effects of follower conscientiousness, agreeableness, power distance orientation and perceived leader power. …
Positive group affective tone and team creativity
Drawing on multiple group‐level theories, we explored boundary conditions of the relationship between positive group affective tone (PGAT) and team creativity. We collected data from members and leaders of 68 research and development teams and performed hierarchical linear modeling analyses to test our hypotheses. Consistent with the “group‐centrism” perspective, we found that PGAT was beneficial for team creativity only when team trust was low ;…
How and when abusive supervision leads to recovery activities
Decades of research have shown that abusive supervision hurts employees' well‐being. However, little is known about whether employees can recover from abuse during their leisure time. Building on the perspective of recovery paradox and the conservation of resources (COR) theory, we theorize that as an intense social stressor, daily abusive supervision depletes employees' resources and triggers their need for recovery, which in turn reduces physic…
Surface Acting Loss Spirals
In service work, emotional labor is primarily performed by surface acting (modifying expressions) and deep acting (modifying moods). Deep acting is clearly more effective for performance and less costly to health, raising the question—why do employees use the less effective strategy of surface acting? Conservation of resources theory suggests that when employees lack sufficient energy resources, they are more likely to conserve resources and rely…
The journey to leave
Despite intensive research on perceived overqualification, empirical evidence on overqualified employees' job search behavior remains relatively insufficient. Notably, no studies have explored the possible link between perceived overqualification and internal job searching behaviors. In the present study, we consider whether—and more importantly when—employees with high perception of overqualification search for internal and external job opportun…
Nominations à la direction de l'Association canadienne de Science politique
An abstract is not available for this content so a preview has been provided. As you have access to this content, a full PDF is available via the ‘Save PDF’ action button
Nominations for Officers of the Canadian Political Science Association
An abstract is not available for this content so a preview has been provided. As you have access to this content, a full PDF is available via the ‘Save PDF’ action button
Positive group affective tone and team creativity
Drawing on multiple group‐level theories, we explored boundary conditions of the relationship between positive group affective tone (PGAT) and team creativity. We collected data from members and leaders of 68 research and development teams and performed hierarchical linear modeling analyses to test our hypotheses. Consistent with the “group‐centrism” perspective, we found that PGAT was beneficial for team creativity only when team trust was low ;…
Understanding when leader negative emotional expression enhances follower performance
Emotional expression plays an important role in our social lives. This is especially true for leaders, who hold greater power as compared with their followers. Based on the Emotions as Social Information (EASI) model, we explore the effectiveness of leaders’ negative emotional expression on follower performance by examining the moderating effects of follower conscientiousness, agreeableness, power distance orientation and perceived leader power. …
Linking ICT Availability Demands to Burnout and Work-Family Conflict
The advancement of technology has led to an increasingly permeable boundary between work and off-work time. As such, employees may face pressure to immediately respond to work-related information and communication technology (ICT) messages during off-work time. This study examines the mediating role of workplace telepressure on the relationships between ICT availability demands with burnout and work-family conflict, as well as the moderating effe…
The journey to leave
Despite intensive research on perceived overqualification, empirical evidence on overqualified employees' job search behavior remains relatively insufficient. Notably, no studies have explored the possible link between perceived overqualification and internal job searching behaviors. In the present study, we consider whether—and more importantly when—employees with high perception of overqualification search for internal and external job opportun…
Having a Creative Day
Although recent studies have attempted to clarify the daily dynamics between moods and creativity, relatively limited studies have explored how daily positive and negative activating moods influence changes in daily creativity (i.e., controlling for the effects of prior daily creativity) in real organizations. Furthermore, although the importance of the physical working environment has been highlighted in the creativity literature, it remains unc…
Why and when proactive helping does not lead to future help
How and when abusive supervision leads to recovery activities
Decades of research have shown that abusive supervision hurts employees' well‐being. However, little is known about whether employees can recover from abuse during their leisure time. Building on the perspective of recovery paradox and the conservation of resources (COR) theory, we theorize that as an intense social stressor, daily abusive supervision depletes employees' resources and triggers their need for recovery, which in turn reduces physic…
Leaders’ responses to receipt of proactive helping
How do leaders lead in a complex environment? Leaders often rely on help from others. However, not all help is necessarily beneficial to leaders, especially when it is offered without being asked (i.e., proactive helping). Unfortunately, theory to date has failed to understand the consequences associated with leaders’ receipt of proactive helping at work. To address this shortcoming, we integrate theories of approach–avoidance and challenge–hindr…
Surface Acting Loss Spirals
In service work, emotional labor is primarily performed by surface acting (modifying expressions) and deep acting (modifying moods). Deep acting is clearly more effective for performance and less costly to health, raising the question—why do employees use the less effective strategy of surface acting? Conservation of resources theory suggests that when employees lack sufficient energy resources, they are more likely to conserve resources and rely…
The recovery effects of binge-watching on next-day performance through recovery experiences, vigor, and affective rumination
Psychology (10 works) · Job Satisfaction and Organizational Behavior (9 works) · Social Psychology (9 works) · Social Psychology (6 works) · Computer Science (4 works) · Political science (4 works) · Mind wandering and attention (3 works) · Personality (3 works) · Association (psychology (2 works) · Big Five personality traits (2 works)