Tsung‐Yu Wu
Biographic Data
| ID | 5854631 |
|---|---|
| NAME | Tsung‐Yu Wu |
| GIVEN NAMES | Tsung‐Yu |
| FAMILY NAME | Wu |
| SIGNATURE | WU T Y |
| AFFILIATIONS | National Taiwan University |
| ORCID | 0000-0002-6519-469X |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 17 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 3 |
Employees’ perceived institutional importance, organizational norms, and organizational citizenship behavior
This study contributes to the understanding of organizational citizenship behavior (OCB) and extending the application of institutional anomie theory (IAT). Employing a multilevel moderation framework, this paper explored the influence of employees' perceived institutional importance to their demonstration of OCB and the moderating impacts of organizational norms on this relationship. Utilizing data of 243 employees from 34 banks in the Philippin…
Role ambiguity and economic hardship as the moderators of the relation between abusive supervision and job burnout
Based on uncertainty management theory (Lind & Van den Bos, 2002; Van den Bos & Lind, 2002), we explored whether uncertainty in the workplace (role ambiguity) as well as off the workplace (economic hardship) moderates the relationship between abusive supervision and subordinates' job burnout. Using survey method, we obtained 458 valid responses from employees in a transportation company in Taiwan. The results of moderated hierarchical regression …
When is pay for performance related to employee creativity in the Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic motivation
This study aims to provide new insights into the reward–creativity link in the Chinese context by exploring the moderating effect of guanxi human resource management (HRM) practice—reflecting the extent to which HR decisions are influenced by personal relationships in an organization—on the relationship between pay for performance (PFP) and employee creativity. Using two independent samples that were composed of 222 and 216 supervisor–subordinate…
When mentors feel supported
We surveyed full‐time employees of ongoing mentoring relationships to investigate relationships among mentors' perceived organizational support (POS), the extent of mentoring functions protégés received, and protégés' POS. Moreover, we examined the moderating role of mentors' altruistic personality in the relationship between mentors' POS and mentoring functions received. Results showed that mentors' POS was positively related to the extent of me…
Going Beyond the Multicultural Experience—Creativity Link
This research examines the mediating role of emotions implicated in the multicultural experience—creativity link. We propose that when individuals are dealing with apparent cultural contradictions upon encountering two cultures simultaneously, mentally juxtaposing dissonant cultural stimuli could lower positive affect or increase negative affect, which could in turn induce a deeper level of cognitive processing of cultural discrepancies and inspi…
Paternalistic leadership and subordinate responses
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…
Going Beyond the Multicultural Experience—Creativity Link
This research examines the mediating role of emotions implicated in the multicultural experience—creativity link. We propose that when individuals are dealing with apparent cultural contradictions upon encountering two cultures simultaneously, mentally juxtaposing dissonant cultural stimuli could lower positive affect or increase negative affect, which could in turn induce a deeper level of cognitive processing of cultural discrepancies and inspi…
When is pay for performance related to employee creativity in the Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic motivation
This study aims to provide new insights into the reward–creativity link in the Chinese context by exploring the moderating effect of guanxi human resource management (HRM) practice—reflecting the extent to which HR decisions are influenced by personal relationships in an organization—on the relationship between pay for performance (PFP) and employee creativity. Using two independent samples that were composed of 222 and 216 supervisor–subordinate…
When mentors feel supported
We surveyed full‐time employees of ongoing mentoring relationships to investigate relationships among mentors' perceived organizational support (POS), the extent of mentoring functions protégés received, and protégés' POS. Moreover, we examined the moderating role of mentors' altruistic personality in the relationship between mentors' POS and mentoring functions received. Results showed that mentors' POS was positively related to the extent of me…
Role ambiguity and economic hardship as the moderators of the relation between abusive supervision and job burnout
Based on uncertainty management theory (Lind & Van den Bos, 2002; Van den Bos & Lind, 2002), we explored whether uncertainty in the workplace (role ambiguity) as well as off the workplace (economic hardship) moderates the relationship between abusive supervision and subordinates' job burnout. Using survey method, we obtained 458 valid responses from employees in a transportation company in Taiwan. The results of moderated hierarchical regression …
Paternalistic leadership and subordinate responses
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…
Going Beyond the Multicultural Experience—Creativity Link
This research examines the mediating role of emotions implicated in the multicultural experience—creativity link. We propose that when individuals are dealing with apparent cultural contradictions upon encountering two cultures simultaneously, mentally juxtaposing dissonant cultural stimuli could lower positive affect or increase negative affect, which could in turn induce a deeper level of cognitive processing of cultural discrepancies and inspi…
When mentors feel supported
We surveyed full‐time employees of ongoing mentoring relationships to investigate relationships among mentors' perceived organizational support (POS), the extent of mentoring functions protégés received, and protégés' POS. Moreover, we examined the moderating role of mentors' altruistic personality in the relationship between mentors' POS and mentoring functions received. Results showed that mentors' POS was positively related to the extent of me…
When is pay for performance related to employee creativity in the Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic motivation
This study aims to provide new insights into the reward–creativity link in the Chinese context by exploring the moderating effect of guanxi human resource management (HRM) practice—reflecting the extent to which HR decisions are influenced by personal relationships in an organization—on the relationship between pay for performance (PFP) and employee creativity. Using two independent samples that were composed of 222 and 216 supervisor–subordinate…
Role ambiguity and economic hardship as the moderators of the relation between abusive supervision and job burnout
Based on uncertainty management theory (Lind & Van den Bos, 2002; Van den Bos & Lind, 2002), we explored whether uncertainty in the workplace (role ambiguity) as well as off the workplace (economic hardship) moderates the relationship between abusive supervision and subordinates' job burnout. Using survey method, we obtained 458 valid responses from employees in a transportation company in Taiwan. The results of moderated hierarchical regression …
Employees’ perceived institutional importance, organizational norms, and organizational citizenship behavior
This study contributes to the understanding of organizational citizenship behavior (OCB) and extending the application of institutional anomie theory (IAT). Employing a multilevel moderation framework, this paper explored the influence of employees' perceived institutional importance to their demonstration of OCB and the moderating impacts of organizational norms on this relationship. Utilizing data of 243 employees from 34 banks in the Philippin…
Psychology (6 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (4 works) · Social Psychology (4 works) · Political science (3 works) · Creativity (2 works) · Creativity in Education and Neuroscience (2 works) · Cultural Differences and Values (2 works) · Multilevel model (2 works) · Organizational commitment (2 works)