Ziguang Chen
Biographic Data
| ID | 4441532 |
|---|---|
| NAME | Ziguang Chen |
| GIVEN NAMES | Ziguang |
| FAMILY NAME | Chen |
| SIGNATURE | CHEN Z |
| AFFILIATIONS | Derby Business School University of Derby Derby UK |
| ORCID | 0000-0001-6578-8642 |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 8 |
| AUTHOR COUNT | 9 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 2 |
Future Organizational Identification
This research introduces the concept of future organizational identification (FOI), an extension of organizational identification (OI) that emphasizes its forward‐looking aspect. FOI refers to an individual's projection of their self‐definition based on the continuity of their organizational membership. Drawing on construal level theory (CLT) and a future‐oriented approach, this research investigates how visionary leadership, which offers vision …
Transmitting affective job insecurity (AJI) within teams
Extant research on job insecurity (JI) largely focuses on the individual level, rather than considering the process of JI at collective, team levels. But employees' worries and anxiety about potential job losses create affective job insecurity (AJI), which can converge over time in teams, especially following dramatic changes such as layoffs. Drawing on a multilevel theory of emergence in teams and uncertainty reduction theory, this study offers …
Blue, Rather Than Red Light Can Nudge Employees to Choose Delayed But Larger Wage Payment
Most businesses have been severely affected during the ongoing Coronavirus Disease 2019 (COVID-19) pandemic, as they lack sufficient cash reserves for turnaround in this devastated business environment. This study presents a nudge-based approach for encouraging employees to choose delayed but larger wage payment. Through two laboratory experiments and one field experiment, we found that blue light more likely promotes individuals choosing the far…
More depleted, speak up more? A daily examination of the benefit and cost of depletion for voice behavior and voice endorsement
Although extant work has found that employee depletion is associated with less voice behavior, an emerging line of research suggests that depletion may sometimes be associated with more voice behavior. We build on this emerging line of research by establishing when and why employee depletion is associated with more voice behavior on a daily basis. We then further identify the implications of these relationships for daily voice endorsement by mana…
Determination of key parameters (air exchange rate, penetration factor and deposition rate) for selecting residential air cleaners under different window airtightness levels
Hedonic Evaluation over Short and Long Retention Intervals
The peak–end rule is used to explain how people make retrospective hedonic evaluations. This study advances our understanding of its mechanism by identifying the different effects of the rule on such evaluations over short and long retention intervals. The results of two experiments show that (i) respondents constructed their retrospective hedonic evaluations on the basis of the peak and end affects only over a short retention interval, not over …
The Mediating Role of Job Feedback in the Relationship Between Neuroticism and Emotional Labor
The associations between neuroticism, employees' preference of emotional labor strategies, and job feedback were investigated using a cross-sectional self-report questionnaire survey. The mediating effect of job feedback was tested using regression analysis with a sample of 168 nurses. Results showed that neuroticism was associated more with surface acting, and less with both deep acting and job feedback; job feedback fully mediated the relations…
Leadership Justice, Negative Organizational Behaviors, and the Mediating Effect of Affective Commitment
According to social identity theory, unfair treatment from superiors may arouse negative identification, which in turn leads to employees' negative behaviors in organizations. In this study the relationships between leadership justice and two negative organizational behaviors – employee silence and organizational retaliatory behavior – were explored in a Chinese context. The study was conducted through a questionnaire-based field investigation, w…
Cultural and individual differences in self‐rating behavior
This study examined the relationships between culture, individual attributes, and self‐rating behavior among 1,786 university students in Canada, Hong Kong, Taiwan, mainland China, and Japan, and in doing so extended and refined the cultural relativity hypothesis. It explored the difference between vertical and horizontal individualists in self‐rating behavior, and examined the mediating effects of two individual attributes, self‐enhancement prop…
Hedonic Evaluation over Short and Long Retention Intervals
The peak–end rule is used to explain how people make retrospective hedonic evaluations. This study advances our understanding of its mechanism by identifying the different effects of the rule on such evaluations over short and long retention intervals. The results of two experiments show that (i) respondents constructed their retrospective hedonic evaluations on the basis of the peak and end affects only over a short retention interval, not over …
More depleted, speak up more? A daily examination of the benefit and cost of depletion for voice behavior and voice endorsement
Although extant work has found that employee depletion is associated with less voice behavior, an emerging line of research suggests that depletion may sometimes be associated with more voice behavior. We build on this emerging line of research by establishing when and why employee depletion is associated with more voice behavior on a daily basis. We then further identify the implications of these relationships for daily voice endorsement by mana…
Cultural and individual differences in self‐rating behavior
This study examined the relationships between culture, individual attributes, and self‐rating behavior among 1,786 university students in Canada, Hong Kong, Taiwan, mainland China, and Japan, and in doing so extended and refined the cultural relativity hypothesis. It explored the difference between vertical and horizontal individualists in self‐rating behavior, and examined the mediating effects of two individual attributes, self‐enhancement prop…
Cultural and individual differences in self‐rating behavior
This study examined the relationships between culture, individual attributes, and self‐rating behavior among 1,786 university students in Canada, Hong Kong, Taiwan, mainland China, and Japan, and in doing so extended and refined the cultural relativity hypothesis. It explored the difference between vertical and horizontal individualists in self‐rating behavior, and examined the mediating effects of two individual attributes, self‐enhancement prop…
Leadership Justice, Negative Organizational Behaviors, and the Mediating Effect of Affective Commitment
According to social identity theory, unfair treatment from superiors may arouse negative identification, which in turn leads to employees' negative behaviors in organizations. In this study the relationships between leadership justice and two negative organizational behaviors – employee silence and organizational retaliatory behavior – were explored in a Chinese context. The study was conducted through a questionnaire-based field investigation, w…
The Mediating Role of Job Feedback in the Relationship Between Neuroticism and Emotional Labor
The associations between neuroticism, employees' preference of emotional labor strategies, and job feedback were investigated using a cross-sectional self-report questionnaire survey. The mediating effect of job feedback was tested using regression analysis with a sample of 168 nurses. Results showed that neuroticism was associated more with surface acting, and less with both deep acting and job feedback; job feedback fully mediated the relations…
Hedonic Evaluation over Short and Long Retention Intervals
The peak–end rule is used to explain how people make retrospective hedonic evaluations. This study advances our understanding of its mechanism by identifying the different effects of the rule on such evaluations over short and long retention intervals. The results of two experiments show that (i) respondents constructed their retrospective hedonic evaluations on the basis of the peak and end affects only over a short retention interval, not over …
Determination of key parameters (air exchange rate, penetration factor and deposition rate) for selecting residential air cleaners under different window airtightness levels
Blue, Rather Than Red Light Can Nudge Employees to Choose Delayed But Larger Wage Payment
Most businesses have been severely affected during the ongoing Coronavirus Disease 2019 (COVID-19) pandemic, as they lack sufficient cash reserves for turnaround in this devastated business environment. This study presents a nudge-based approach for encouraging employees to choose delayed but larger wage payment. Through two laboratory experiments and one field experiment, we found that blue light more likely promotes individuals choosing the far…
More depleted, speak up more? A daily examination of the benefit and cost of depletion for voice behavior and voice endorsement
Although extant work has found that employee depletion is associated with less voice behavior, an emerging line of research suggests that depletion may sometimes be associated with more voice behavior. We build on this emerging line of research by establishing when and why employee depletion is associated with more voice behavior on a daily basis. We then further identify the implications of these relationships for daily voice endorsement by mana…
Transmitting affective job insecurity (AJI) within teams
Extant research on job insecurity (JI) largely focuses on the individual level, rather than considering the process of JI at collective, team levels. But employees' worries and anxiety about potential job losses create affective job insecurity (AJI), which can converge over time in teams, especially following dramatic changes such as layoffs. Drawing on a multilevel theory of emergence in teams and uncertainty reduction theory, this study offers …
Future Organizational Identification
This research introduces the concept of future organizational identification (FOI), an extension of organizational identification (OI) that emphasizes its forward‐looking aspect. FOI refers to an individual's projection of their self‐definition based on the continuity of their organizational membership. Drawing on construal level theory (CLT) and a future‐oriented approach, this research investigates how visionary leadership, which offers vision …
Psychology (7 works) · Social Psychology (6 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (4 works) · Behavioral Health and Interventions (3 works) · Computer Science (3 works) · Cultural Differences and Values (2 works) · Economics (2 works) · Emotional Intelligence and Performance (2 works) · Employment and Welfare Studies (2 works)