Bor‐Shiuan Cheng
Biographic Data
| ID | 5627562 |
|---|---|
| NAME | Bor‐Shiuan Cheng |
| GIVEN NAMES | Bor‐Shiuan |
| FAMILY NAME | Cheng |
| SIGNATURE | CHENG B S |
| AFFILIATIONS | National Taiwan University |
| ORCID | 0000-0001-7189-5081 |
| VERIFIED | Yes |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 97 |
| AUTHOR COUNT | 16 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1993 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 5 |
Work and Life Under One Roof: A Role-Based Resource Perspective on Benevolent Leadership and Work-Family Conflict
Shifts in work patterns have intensified interest in work-family conflict, highlighting the critical role of supervisors’ leadership behaviors in shaping such tension. Unlike Western leadership, which emphasizes job-related support, Chinese benevolent leadership provides holistic care across both work and personal domains, potentially offering distinctive benefits. Drawing on culture and leadership perspective, this study examines how the two dim…
Rethinking Interpersonal stressors: Measurement development and implications for stress management in Chinese organizations
Behavioral economics and monetary wisdom: A cross‐level analysis of monetary aspiration, pay (dis)satisfaction, risk perception, and corruption in 32 nations
Corruption involves greed, money, and risky decision‐making. We explore the love of money, pay satisfaction, probability of risk, and dishonesty across cultures. Avaricious monetary aspiration breeds unethicality. Prospect theory frames decisions in the gains‐losses domain and high‐low probability. Pay dissatisfaction (in the losses domain) incites dishonesty in the name of justice at the individual level. The Corruption Perceptions Index, CPI, s…
Why do team members help each other? Investigating cross‐level antecedents of organisational citizenship behaviour
In this study, we investigated the effect of cross‐level factors, including team members’ altruistic personalities, the quality of team member exchange (TMX), interdependence of team structure, as well as interactions between these variables, on team members’ organisational citizenship behaviour (OCB). Using the military teams in Taiwan as samples, we collected empirical data of 90 teams, each with three team members and one team leader. Results …
Humanistic paradigm in leadership practice – a case study of a Confucian entrepreneur
Purpose While current management theory is largely based on economic assumptions, there is evidence to suggest capitalism is at a crossroads. Humanistic management is accordingly proposed as an alternative new paradigm. The present study follows this approach in considering Confucianism as a humanistic practice. The purpose of this study is to explore humanistic leadership displayed by a Confucian leader and how he/she presents humanistic concern…
Affective Trust in Chinese Leaders: Linking Paternalistic Leadership to Employee Performance
Adopting the theoretical framework of social exchange, the authors used the two dominant Confucian values—hierarchy and relationalism—to theorize the mediating role of affective trust in the relationship between paternalistic leadership and employee in-role and extra-role performance in the Chinese organizational context. Data from 601 supervisor–subordinate dyads of 27 companies in a Taiwanese conglomerate revealed that while the benevolence and…
Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model
Paternalistic leadership has been claimed to be one dominant leadership style in Asia. However, research failed to assess its comparability and applicability across East Asian contexts. The triad model of paternalistic leadership entails elements of authoritarian, benevolent, and moral character leadership. This article investigates the triad model of paternalistic leadership in mainland China, Japan, South Korea, and Taiwan. Paternalistic leader…
Are Perceptions of Organizational Justice Universal? An Exploration of Measurement Invariance Across Thirteen Cultures
When does benevolent leadership lead to creativity? The moderating role of creative role identity and job autonomy
The present study identified creative role identity and job autonomy as two moderators that influence the relationship between benevolent leadership, a leadership style that prevails in paternalistic contexts, and creativity. Using 167 dyads of supervisor and subordinate as a sample, we found that both creative role identity and job autonomy have significant moderating effects: When each moderator is high, the positive relationship between benevo…
Individualism-collectivism as Descriptive Norms: Development of a Subjective Norm Approach to Culture Measurement
The development and validation of a new instrument for measuring the descriptive norms related to individualism-collectivism (IC) is presented. IC is conceptualized as a group- specific unidimensional cultural construct with four defining attributes (Triandis, 1995). Three studies are reported showing the dimensionality and validities at individual and cultural levels across samples from 11 cultures. The new instrument has good statistical proper…
Shared work values and team member effectiveness: The mediation of trustfulness and trustworthiness
Using a sample of 411 members and their respective leaders from 72 Taiwanese corporate teams, we conducted a cross-level study and found that 1) teammates' shared work values were positively related to team member performance and satisfaction with cooperation; 2) trustworthiness, or how a member was trusted by his or her teammates, mediated the relationship between shared work values and team member performance; and 3) trustfulness, or how a memb…
Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations
Paternalistic leadership (PL) is the prevalent leadership style in Chinese business organizations. With an approach similar to patriarchy, PL entails an evident and powerful authority that shows consideration for subordinates with moral leadership. Although PL is widespread in Chinese business organizations, very few studies have focused on this leadership style and those that have were simply conceptual analyses and not empirical studies. We sam…
Organizational commitment, supervisory commitment, and employee outcomes in the Chinese context: Proximal hypothesis or global hypothesis
This study examines the relationship between organizational commitment and supervisory commitment (commitment to supervisor) in terms of their effects on employee outcomes in the Chinese context. Based on the principle of compatibility, we hypothesized that organizational commitment and supervisory commitment served as logical mediators (global hypothesis and proximal hypothesis) for predicting organization‐relevant and leader‐relevant outcomes r…
A Cultural Analysis of Paternalistic Leadership in Chinese Organizations
Paternalistic leadership, which combines strong discipline and authority with fatherly benevolence and moral integrity couched in a ‘personalistic’ atmosphere, has been found to be prevalent in overseas Chinese family businesses (CFBs). After critically reviewing the extant literature, we identify three constituent elements of paternalistic leadership (PL): authoritarianism, benevolence and moral leadership. We trace the deep cultural roots of ea…
The Influence of Relational Demography and Guanxi: The Chinese Case
Two studies were conducted to investigate the indigenous concept of guanxi and its applications in the Chinese context. Guanxi refers to the existence of direct particularistic ties between an individual and others. We relate the concept to the idea of relational demography, which refers to similarities or differences between an individual and others on such factors as age, gender, race, religion, education, and occupation. The two studies focuse…
Effects of Physical Attractiveness, Sex, and Type of Crime on Mock Juror Decisions: A Replication with Chinese Students
A study previously conducted with American college students was replicated with Chinese college students. The Chinese subjects read a description of either a burglary or a swindle where the defendant was either male or female, physically attractive or unattractive, and Chinese or American. A biographical sketch and a photograph of the defendant were attached to the description of the crime. Subjects were asked to indicate the length of sentence a…
Individualism-collectivism as Descriptive Norms: Development of a Subjective Norm Approach to Culture Measurement
The development and validation of a new instrument for measuring the descriptive norms related to individualism-collectivism (IC) is presented. IC is conceptualized as a group- specific unidimensional cultural construct with four defining attributes (Triandis, 1995). Three studies are reported showing the dimensionality and validities at individual and cultural levels across samples from 11 cultures. The new instrument has good statistical proper…
When does benevolent leadership lead to creativity? The moderating role of creative role identity and job autonomy
The present study identified creative role identity and job autonomy as two moderators that influence the relationship between benevolent leadership, a leadership style that prevails in paternalistic contexts, and creativity. Using 167 dyads of supervisor and subordinate as a sample, we found that both creative role identity and job autonomy have significant moderating effects: When each moderator is high, the positive relationship between benevo…
Organizational commitment, supervisory commitment, and employee outcomes in the Chinese context: Proximal hypothesis or global hypothesis
This study examines the relationship between organizational commitment and supervisory commitment (commitment to supervisor) in terms of their effects on employee outcomes in the Chinese context. Based on the principle of compatibility, we hypothesized that organizational commitment and supervisory commitment served as logical mediators (global hypothesis and proximal hypothesis) for predicting organization‐relevant and leader‐relevant outcomes r…
Shared work values and team member effectiveness: The mediation of trustfulness and trustworthiness
Using a sample of 411 members and their respective leaders from 72 Taiwanese corporate teams, we conducted a cross-level study and found that 1) teammates' shared work values were positively related to team member performance and satisfaction with cooperation; 2) trustworthiness, or how a member was trusted by his or her teammates, mediated the relationship between shared work values and team member performance; and 3) trustfulness, or how a memb…
Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model
Paternalistic leadership has been claimed to be one dominant leadership style in Asia. However, research failed to assess its comparability and applicability across East Asian contexts. The triad model of paternalistic leadership entails elements of authoritarian, benevolent, and moral character leadership. This article investigates the triad model of paternalistic leadership in mainland China, Japan, South Korea, and Taiwan. Paternalistic leader…
Are Perceptions of Organizational Justice Universal? An Exploration of Measurement Invariance Across Thirteen Cultures
Effects of Physical Attractiveness, Sex, and Type of Crime on Mock Juror Decisions: A Replication with Chinese Students
A study previously conducted with American college students was replicated with Chinese college students. The Chinese subjects read a description of either a burglary or a swindle where the defendant was either male or female, physically attractive or unattractive, and Chinese or American. A biographical sketch and a photograph of the defendant were attached to the description of the crime. Subjects were asked to indicate the length of sentence a…
Effects of Physical Attractiveness, Sex, and Type of Crime on Mock Juror Decisions: A Replication with Chinese Students
A study previously conducted with American college students was replicated with Chinese college students. The Chinese subjects read a description of either a burglary or a swindle where the defendant was either male or female, physically attractive or unattractive, and Chinese or American. A biographical sketch and a photograph of the defendant were attached to the description of the crime. Subjects were asked to indicate the length of sentence a…
The Influence of Relational Demography and Guanxi: The Chinese Case
Two studies were conducted to investigate the indigenous concept of guanxi and its applications in the Chinese context. Guanxi refers to the existence of direct particularistic ties between an individual and others. We relate the concept to the idea of relational demography, which refers to similarities or differences between an individual and others on such factors as age, gender, race, religion, education, and occupation. The two studies focuse…
A Cultural Analysis of Paternalistic Leadership in Chinese Organizations
Paternalistic leadership, which combines strong discipline and authority with fatherly benevolence and moral integrity couched in a ‘personalistic’ atmosphere, has been found to be prevalent in overseas Chinese family businesses (CFBs). After critically reviewing the extant literature, we identify three constituent elements of paternalistic leadership (PL): authoritarianism, benevolence and moral leadership. We trace the deep cultural roots of ea…
Organizational commitment, supervisory commitment, and employee outcomes in the Chinese context: Proximal hypothesis or global hypothesis
This study examines the relationship between organizational commitment and supervisory commitment (commitment to supervisor) in terms of their effects on employee outcomes in the Chinese context. Based on the principle of compatibility, we hypothesized that organizational commitment and supervisory commitment served as logical mediators (global hypothesis and proximal hypothesis) for predicting organization‐relevant and leader‐relevant outcomes r…
Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations
Paternalistic leadership (PL) is the prevalent leadership style in Chinese business organizations. With an approach similar to patriarchy, PL entails an evident and powerful authority that shows consideration for subordinates with moral leadership. Although PL is widespread in Chinese business organizations, very few studies have focused on this leadership style and those that have were simply conceptual analyses and not empirical studies. We sam…
Shared work values and team member effectiveness: The mediation of trustfulness and trustworthiness
Using a sample of 411 members and their respective leaders from 72 Taiwanese corporate teams, we conducted a cross-level study and found that 1) teammates' shared work values were positively related to team member performance and satisfaction with cooperation; 2) trustworthiness, or how a member was trusted by his or her teammates, mediated the relationship between shared work values and team member performance; and 3) trustfulness, or how a memb…
When does benevolent leadership lead to creativity? The moderating role of creative role identity and job autonomy
The present study identified creative role identity and job autonomy as two moderators that influence the relationship between benevolent leadership, a leadership style that prevails in paternalistic contexts, and creativity. Using 167 dyads of supervisor and subordinate as a sample, we found that both creative role identity and job autonomy have significant moderating effects: When each moderator is high, the positive relationship between benevo…
Individualism-collectivism as Descriptive Norms: Development of a Subjective Norm Approach to Culture Measurement
The development and validation of a new instrument for measuring the descriptive norms related to individualism-collectivism (IC) is presented. IC is conceptualized as a group- specific unidimensional cultural construct with four defining attributes (Triandis, 1995). Three studies are reported showing the dimensionality and validities at individual and cultural levels across samples from 11 cultures. The new instrument has good statistical proper…
Are Perceptions of Organizational Justice Universal? An Exploration of Measurement Invariance Across Thirteen Cultures
Affective Trust in Chinese Leaders: Linking Paternalistic Leadership to Employee Performance
Adopting the theoretical framework of social exchange, the authors used the two dominant Confucian values—hierarchy and relationalism—to theorize the mediating role of affective trust in the relationship between paternalistic leadership and employee in-role and extra-role performance in the Chinese organizational context. Data from 601 supervisor–subordinate dyads of 27 companies in a Taiwanese conglomerate revealed that while the benevolence and…
Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model
Paternalistic leadership has been claimed to be one dominant leadership style in Asia. However, research failed to assess its comparability and applicability across East Asian contexts. The triad model of paternalistic leadership entails elements of authoritarian, benevolent, and moral character leadership. This article investigates the triad model of paternalistic leadership in mainland China, Japan, South Korea, and Taiwan. Paternalistic leader…
Humanistic paradigm in leadership practice – a case study of a Confucian entrepreneur
Purpose While current management theory is largely based on economic assumptions, there is evidence to suggest capitalism is at a crossroads. Humanistic management is accordingly proposed as an alternative new paradigm. The present study follows this approach in considering Confucianism as a humanistic practice. The purpose of this study is to explore humanistic leadership displayed by a Confucian leader and how he/she presents humanistic concern…
Why do team members help each other? Investigating cross‐level antecedents of organisational citizenship behaviour
In this study, we investigated the effect of cross‐level factors, including team members’ altruistic personalities, the quality of team member exchange (TMX), interdependence of team structure, as well as interactions between these variables, on team members’ organisational citizenship behaviour (OCB). Using the military teams in Taiwan as samples, we collected empirical data of 90 teams, each with three team members and one team leader. Results …
Rethinking Interpersonal stressors: Measurement development and implications for stress management in Chinese organizations
Behavioral economics and monetary wisdom: A cross‐level analysis of monetary aspiration, pay (dis)satisfaction, risk perception, and corruption in 32 nations
Corruption involves greed, money, and risky decision‐making. We explore the love of money, pay satisfaction, probability of risk, and dishonesty across cultures. Avaricious monetary aspiration breeds unethicality. Prospect theory frames decisions in the gains‐losses domain and high‐low probability. Pay dissatisfaction (in the losses domain) incites dishonesty in the name of justice at the individual level. The Corruption Perceptions Index, CPI, s…
Work and Life Under One Roof: A Role-Based Resource Perspective on Benevolent Leadership and Work-Family Conflict
Shifts in work patterns have intensified interest in work-family conflict, highlighting the critical role of supervisors’ leadership behaviors in shaping such tension. Unlike Western leadership, which emphasizes job-related support, Chinese benevolent leadership provides holistic care across both work and personal domains, potentially offering distinctive benefits. Drawing on culture and leadership perspective, this study examines how the two dim…
Psychology (14 works) · Social Psychology (14 works) · Political science (12 works) · Job Satisfaction and Organizational Behavior (11 works) · Social Psychology (8 works) · Cultural Differences and Values (7 works) · Law (6 works) · Sociology (6 works) · Workplace Spirituality and Leadership (6 works) · Public relations (5 works)