Qi Nie
Biographic Data
| ID | 5527554 |
|---|---|
| NAME | Qi Nie |
| GIVEN NAMES | Qi |
| FAMILY NAME | Nie |
| SIGNATURE | NIE Q |
| AFFILIATIONS | Nanjing Normal University |
| ORCID | 0000-0002-3191-9285 |
| VERIFIED | Yes |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 11 |
| WORKS AS AUTHOR | 13 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
Exploitative Leadership and Employees’ Unethical Behavior from the Perspective of ego Depletion Theory
Exploitative leadership is a form of destructive leadership behavior that has adverse effects on the overall organization. This study aimed to explore the mechanisms underlying the association between exploitative leadership and employees’ unethical behavior. Drawing on ego depletion theory, we proposed a theoretical model wherein exploitative leadership increases employees’ unethical behavior through ego depletion, with microbreaks acting as a c…
The mixed blessing of work connectivity demands
Due to the rapid development of information and communication technologies, employees increasingly feel pressure to engage in work connectivity behavior after regular working hours (WCBA), giving rise to a novel form of job demand known as WCBA demands. This research examined the upside and downside of WCBA demands. Specifically, we defined WCBA demands as stressors that can be appraised by employees as challenges and/or threats. Challenge apprai…
The benefits of ambidextrous leadership behavior for the workplace well-being of leaders
Daily micro-break activities and workplace well-being
Linking workplace loneliness to workplace territoriality
Purpose Drawing upon the self-protection theory, the purpose of this study is to examine whether and how workplace loneliness leads to workplace territoriality. Design/methodology/approach Three-wave data from 243 employee–colleague dyads in China were collected to provide stronger empirical evidence supporting the hypotheses presented in this study. Path analysis and the bootstrapping method were used to test the predictions of this study. Findi…
Peer Reaction to Manager Stewardship Behavior
Leader expectations facilitate employee pro‐environmental behavior
Faced with increasing global environmental problems, organizational scholars and practitioners have increasingly considered how to promote employee pro‐environmental behavior. This research seeks to expand our understanding of the facilitators of employee pro‐environmental behavior from the perspective of leader expectations. Drawing on behavioral confirmation theory, we propose that leader pro‐environmental expectations are expressed in active s…
Change or procrastination? Employees' differentiated responses to illegitimate tasks
摘要: 不合规任务是超出员工预期工作范围并侵犯其职业身份的工作任务。面对不合规任务, 员工会作何反应?基于趋避模型, 本研究提出了员工面对不合规任务的差异化应对方式, 即高趋近倾向的员工实施主动变革, 高回避倾向的员工展现工作拖延。研究1采用情景模拟实验(N = 350), 结果表明不合规任务与趋近倾向正向交互影响主动变革行为(趋近应对), 不合规任务与回避倾向正向交互影响工作拖延行为(回避应对)。研究2采用基于三阶段问卷调查的相关研究(N = 207), 不仅再次验证了研究1结果, 还揭示了建设性变革责任感在员工趋近应对过程中的中介作用, 工作疏离感在员工回避应对过程中的中介作用。上述结果有助于全面揭示不合规任务的应对模式, 启发组织精准管理不合规任务
Team abusive supervision and team behavioral resistance to change
Why do teams exhibit behavioral resistance to change? It depends on the behavior of team supervisors who are in charge of change implementation. Drawing on social exchange theory and the norm of negative reciprocity, we expect that teams reciprocate team abusive supervision through behavioral resistance to change and that this relationship is explained by team distrust in the supervisor and contingent upon team perceived frequency of change. To t…
Dynamical Seir Model With Information Entropy Using Covid-19 as a Case Study
Social network information is a measure of the number of infections. Understanding the effect of social network information on disease spread can help improve epidemic forecasting and uncover preventive measures. Many driving factors for the transmission mechanism of infectious diseases remain unclear. Some experts believe that redundant information on social media may increase people's panic to evade the restrictions or refuse to report their sy…
Do adaptable employees always display high performance? Dual roles of proactive behavior and self-construal
We examined a dual-path model to explain the opposite roles of career adaptability and organizational performance. We used a time-lagged survey of 53 supervisors and 327 employees in China to collect data. Results show that career-oriented proactive behavior mediated the negative effect of career adaptability on performance, and work unitoriented proactive behavior mediated the positive effect of career adaptability on performance. Moreover, the …
Environmentally specific transformational leadership and team pro-environmental behaviors
Does environmentally specific transformational leadership promote team pro-environmental behaviors? If so, why and when? Using the cognitive-affective processing system framework, we explore the idea that environmentally specific transformational leadership facilitates team pro-environmental behaviors via team pro-environmental goal clarity and team pro-environmental harmonious passion separately and that such indirect relationships are stronger …
How to facilitate employee green behavior
Faced with the critical environmental pollution, organizations are expected to plan and implement the environmental management practice. Employees, as the implementers of environmental management practice, have been considered to play a crucial role in organizational green management. Hence, how to facilitate employees’ green behavior is of particular importance for contemporary organizations. Employee green behavior is defined as a kind of behav…
Environmentally specific transformational leadership and team pro-environmental behaviors
Does environmentally specific transformational leadership promote team pro-environmental behaviors? If so, why and when? Using the cognitive-affective processing system framework, we explore the idea that environmentally specific transformational leadership facilitates team pro-environmental behaviors via team pro-environmental goal clarity and team pro-environmental harmonious passion separately and that such indirect relationships are stronger …
Team abusive supervision and team behavioral resistance to change
Why do teams exhibit behavioral resistance to change? It depends on the behavior of team supervisors who are in charge of change implementation. Drawing on social exchange theory and the norm of negative reciprocity, we expect that teams reciprocate team abusive supervision through behavioral resistance to change and that this relationship is explained by team distrust in the supervisor and contingent upon team perceived frequency of change. To t…
How to facilitate employee green behavior
Faced with the critical environmental pollution, organizations are expected to plan and implement the environmental management practice. Employees, as the implementers of environmental management practice, have been considered to play a crucial role in organizational green management. Hence, how to facilitate employees’ green behavior is of particular importance for contemporary organizations. Employee green behavior is defined as a kind of behav…
Dynamical Seir Model With Information Entropy Using Covid-19 as a Case Study
Social network information is a measure of the number of infections. Understanding the effect of social network information on disease spread can help improve epidemic forecasting and uncover preventive measures. Many driving factors for the transmission mechanism of infectious diseases remain unclear. Some experts believe that redundant information on social media may increase people's panic to evade the restrictions or refuse to report their sy…
Do adaptable employees always display high performance? Dual roles of proactive behavior and self-construal
We examined a dual-path model to explain the opposite roles of career adaptability and organizational performance. We used a time-lagged survey of 53 supervisors and 327 employees in China to collect data. Results show that career-oriented proactive behavior mediated the negative effect of career adaptability on performance, and work unitoriented proactive behavior mediated the positive effect of career adaptability on performance. Moreover, the …
Environmentally specific transformational leadership and team pro-environmental behaviors
Does environmentally specific transformational leadership promote team pro-environmental behaviors? If so, why and when? Using the cognitive-affective processing system framework, we explore the idea that environmentally specific transformational leadership facilitates team pro-environmental behaviors via team pro-environmental goal clarity and team pro-environmental harmonious passion separately and that such indirect relationships are stronger …
The benefits of ambidextrous leadership behavior for the workplace well-being of leaders
Daily micro-break activities and workplace well-being
Linking workplace loneliness to workplace territoriality
Purpose Drawing upon the self-protection theory, the purpose of this study is to examine whether and how workplace loneliness leads to workplace territoriality. Design/methodology/approach Three-wave data from 243 employee–colleague dyads in China were collected to provide stronger empirical evidence supporting the hypotheses presented in this study. Path analysis and the bootstrapping method were used to test the predictions of this study. Findi…
Peer Reaction to Manager Stewardship Behavior
Leader expectations facilitate employee pro‐environmental behavior
Faced with increasing global environmental problems, organizational scholars and practitioners have increasingly considered how to promote employee pro‐environmental behavior. This research seeks to expand our understanding of the facilitators of employee pro‐environmental behavior from the perspective of leader expectations. Drawing on behavioral confirmation theory, we propose that leader pro‐environmental expectations are expressed in active s…
Change or procrastination? Employees' differentiated responses to illegitimate tasks
摘要: 不合规任务是超出员工预期工作范围并侵犯其职业身份的工作任务。面对不合规任务, 员工会作何反应?基于趋避模型, 本研究提出了员工面对不合规任务的差异化应对方式, 即高趋近倾向的员工实施主动变革, 高回避倾向的员工展现工作拖延。研究1采用情景模拟实验(N = 350), 结果表明不合规任务与趋近倾向正向交互影响主动变革行为(趋近应对), 不合规任务与回避倾向正向交互影响工作拖延行为(回避应对)。研究2采用基于三阶段问卷调查的相关研究(N = 207), 不仅再次验证了研究1结果, 还揭示了建设性变革责任感在员工趋近应对过程中的中介作用, 工作疏离感在员工回避应对过程中的中介作用。上述结果有助于全面揭示不合规任务的应对模式, 启发组织精准管理不合规任务
Team abusive supervision and team behavioral resistance to change
Why do teams exhibit behavioral resistance to change? It depends on the behavior of team supervisors who are in charge of change implementation. Drawing on social exchange theory and the norm of negative reciprocity, we expect that teams reciprocate team abusive supervision through behavioral resistance to change and that this relationship is explained by team distrust in the supervisor and contingent upon team perceived frequency of change. To t…
The mixed blessing of work connectivity demands
Due to the rapid development of information and communication technologies, employees increasingly feel pressure to engage in work connectivity behavior after regular working hours (WCBA), giving rise to a novel form of job demand known as WCBA demands. This research examined the upside and downside of WCBA demands. Specifically, we defined WCBA demands as stressors that can be appraised by employees as challenges and/or threats. Challenge apprai…
Exploitative Leadership and Employees’ Unethical Behavior from the Perspective of ego Depletion Theory
Exploitative leadership is a form of destructive leadership behavior that has adverse effects on the overall organization. This study aimed to explore the mechanisms underlying the association between exploitative leadership and employees’ unethical behavior. Drawing on ego depletion theory, we proposed a theoretical model wherein exploitative leadership increases employees’ unethical behavior through ego depletion, with microbreaks acting as a c…
Psychology (12 works) · Social Psychology (12 works) · Job Satisfaction and Organizational Behavior (10 works) · Computer Science (5 works) · Political science (5 works) · Social Psychology (5 works) · Applied Psychology (4 works) · Management (4 works) · Business (3 works) · Public relations (3 works)