Xiongying Niu
Biographic Data
| ID | 5812663 |
|---|---|
| NAME | Xiongying Niu |
| GIVEN NAMES | Xiongying |
| FAMILY NAME | Niu |
| SIGNATURE | NIU X |
| AFFILIATIONS | University of International Business and Economics |
| ORCID | 0009-0008-8792-3639 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 5 |
| WORKS AS AUTHOR | 7 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Informal field-based learning and expatriates’ psychological well-being
Workplace ostracism and turnover intention
Workplace ostracism is prevalent and has profound consequences for both organizations and individuals. Based on the conservation of resources and job demands–resources theories, we propose a moderated mediation model to examine when and how workplace ostracism induces employee turnover intentions in China. We collected 214 valid questionnaires from a two‐wave survey conducted in 28 Chinese hotels. The results indicate that workplace ostracism is …
Can AI really help? The double-edged sword effect of AI assistant on employees’ innovation behavior
One who wishes to wear the crown, must bear its weight
The Impact of International Talent Inflow on Technological Innovation
This paper studies the effect of international talent inflow on technological innovation and the influence of the Chinese cultural environment on their relationship. Based on provincial-level data from 2000 to 2012, we construct a static panel data model to explore the effects of international talents on technological innovation and the moderating role of Guanxi culture and social trust in the above relationship. We find that international talent…
How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization‐based self‐esteem as a moderator
Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization‐based self‐esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario‐based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent …
Differentiating cognitive and affective job insecurity
To test a proposed model of the job insecurity (JI) process that treats cognitive JI and affective JI as separate constructs, this study investigates organizational‐level employee involvement and communication practices that influence the level of cognitive JI; increasing levels of cognitive JI in turn can create an affective reaction (i.e., affective JI). This affective reaction then influences individual psychological and behavioral outcomes. W…
Differentiating cognitive and affective job insecurity
To test a proposed model of the job insecurity (JI) process that treats cognitive JI and affective JI as separate constructs, this study investigates organizational‐level employee involvement and communication practices that influence the level of cognitive JI; increasing levels of cognitive JI in turn can create an affective reaction (i.e., affective JI). This affective reaction then influences individual psychological and behavioral outcomes. W…
Differentiating cognitive and affective job insecurity
To test a proposed model of the job insecurity (JI) process that treats cognitive JI and affective JI as separate constructs, this study investigates organizational‐level employee involvement and communication practices that influence the level of cognitive JI; increasing levels of cognitive JI in turn can create an affective reaction (i.e., affective JI). This affective reaction then influences individual psychological and behavioral outcomes. W…
How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization‐based self‐esteem as a moderator
Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization‐based self‐esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario‐based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent …
Workplace ostracism and turnover intention
Workplace ostracism is prevalent and has profound consequences for both organizations and individuals. Based on the conservation of resources and job demands–resources theories, we propose a moderated mediation model to examine when and how workplace ostracism induces employee turnover intentions in China. We collected 214 valid questionnaires from a two‐wave survey conducted in 28 Chinese hotels. The results indicate that workplace ostracism is …
Can AI really help? The double-edged sword effect of AI assistant on employees’ innovation behavior
One who wishes to wear the crown, must bear its weight
The Impact of International Talent Inflow on Technological Innovation
This paper studies the effect of international talent inflow on technological innovation and the influence of the Chinese cultural environment on their relationship. Based on provincial-level data from 2000 to 2012, we construct a static panel data model to explore the effects of international talents on technological innovation and the moderating role of Guanxi culture and social trust in the above relationship. We find that international talent…
Informal field-based learning and expatriates’ psychological well-being
Psychology (6 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (4 works) · Death Anxiety and Social Exclusion (3 works) · Management (3 works) · Employment and Welfare Studies (2 works) · International Student and Expatriate Challenges (2 works) · Job insecurity (2 works) · Knowledge management (2 works) · Mediation (2 works)