Fuxi Wang
Biographic Data
| ID | 6541155 |
|---|---|
| NAME | Fuxi Wang |
| GIVEN NAMES | Fuxi |
| FAMILY NAME | Wang |
| SIGNATURE | WANG F |
| AFFILIATIONS | China Agricultural University |
| ORCID | 0000-0002-6866-6939 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 2 |
| WORKS AS AUTHOR | 10 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2015 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Unlocking Green Innovation Through Big Data Analytics Capability
The empirical evidence surrounding the critical relationship between big data analytics capability (BDAC) and green innovation remains ambiguous, underscoring the urgent need for a profound and holistic understanding of the mediators and moderators that empower firms to harness the potential of BDAC in fostering green innovation. Leveraging the indirect lens of dynamic capability theory, our study developed a moderated mediation model wherein gre…
Chinese Coaches Constructed and Verified the Career Self-Management Scale Immediately
Objectives: Internet simulation interview platforms have been built and run by domestic colleges recently to help students get ready for the workforce. The study's goal was to create and first validate the Career Self-Management Scale-CC (also known as the CSMS-CC), a context-specific tool for evaluating the self-management of careers for Chinese coaches. Method: To create prospective CSMS-CC items, qualitative data from in-depth interviews with …
Buffer or boost? the role of openness to experience and knowledge sharing in the relationship between team cognitive diversity and members’ innovative work behavior
When and why proactive employees get promoted
When leaders are forced to stay
Leaders who desire to leave the current organization are sometimes forced to stay. The leadership behaviors of these leaders are underexplored in the current literature. Building on proximal withdrawal states theory, this study examines two pathways through which leaders' reluctant staying mindset (i.e., desire but are unable to quit) relates to their subordinates' task performance and organizational citizenship behaviors (OCB). One pathway propo…
Are adaptable employees more likely to stay? Boundaryless careers and career ecosystem perspectives on career adaptability and turnover
Employees with higher career adaptability (CA) have been shown in previous research to be more likely to build high‐quality social exchange relations with current employers, thereby displaying a lower intention to leave. Based on boundaryless careers and career ecosystem perspectives, this study aimed to challenge and enrich the extant understanding of this important question by examining the mixed effects of CA on turnover behavior. Results from…
Supporting Creativity or Creative Unethicality? Empowering Leadership and the Role of Performance Pressure
“Attraction of the like”
摘要
Looking in and looking out
Corporate social responsibility (CSR) efforts targeting both internal stakeholders (i.e., employees) and external stakeholders (i.e., environment, community, consumers) can mitigate employees' negative attitudes and behavior. However, the effects of (in)congruence between internal CSR (ICSR) and external CSR (ECSR) perceptions have not yet been examined. We used social comparison theory to investigate the joint effects of ICSR and ECSR perception…
Career-specific parental behaviors, career exploration and career adaptability
When leaders are forced to stay
Leaders who desire to leave the current organization are sometimes forced to stay. The leadership behaviors of these leaders are underexplored in the current literature. Building on proximal withdrawal states theory, this study examines two pathways through which leaders' reluctant staying mindset (i.e., desire but are unable to quit) relates to their subordinates' task performance and organizational citizenship behaviors (OCB). One pathway propo…
Career-specific parental behaviors, career exploration and career adaptability
Looking in and looking out
Corporate social responsibility (CSR) efforts targeting both internal stakeholders (i.e., employees) and external stakeholders (i.e., environment, community, consumers) can mitigate employees' negative attitudes and behavior. However, the effects of (in)congruence between internal CSR (ICSR) and external CSR (ECSR) perceptions have not yet been examined. We used social comparison theory to investigate the joint effects of ICSR and ECSR perception…
Are adaptable employees more likely to stay? Boundaryless careers and career ecosystem perspectives on career adaptability and turnover
Employees with higher career adaptability (CA) have been shown in previous research to be more likely to build high‐quality social exchange relations with current employers, thereby displaying a lower intention to leave. Based on boundaryless careers and career ecosystem perspectives, this study aimed to challenge and enrich the extant understanding of this important question by examining the mixed effects of CA on turnover behavior. Results from…
Supporting Creativity or Creative Unethicality? Empowering Leadership and the Role of Performance Pressure
“Attraction of the like”
摘要
Buffer or boost? the role of openness to experience and knowledge sharing in the relationship between team cognitive diversity and members’ innovative work behavior
When and why proactive employees get promoted
When leaders are forced to stay
Leaders who desire to leave the current organization are sometimes forced to stay. The leadership behaviors of these leaders are underexplored in the current literature. Building on proximal withdrawal states theory, this study examines two pathways through which leaders' reluctant staying mindset (i.e., desire but are unable to quit) relates to their subordinates' task performance and organizational citizenship behaviors (OCB). One pathway propo…
Chinese Coaches Constructed and Verified the Career Self-Management Scale Immediately
Objectives: Internet simulation interview platforms have been built and run by domestic colleges recently to help students get ready for the workforce. The study's goal was to create and first validate the Career Self-Management Scale-CC (also known as the CSMS-CC), a context-specific tool for evaluating the self-management of careers for Chinese coaches. Method: To create prospective CSMS-CC items, qualitative data from in-depth interviews with …
Unlocking Green Innovation Through Big Data Analytics Capability
The empirical evidence surrounding the critical relationship between big data analytics capability (BDAC) and green innovation remains ambiguous, underscoring the urgent need for a profound and holistic understanding of the mediators and moderators that empower firms to harness the potential of BDAC in fostering green innovation. Leveraging the indirect lens of dynamic capability theory, our study developed a moderated mediation model wherein gre…
Psychology (9 works) · Social Psychology (9 works) · Job Satisfaction and Organizational Behavior (5 works) · Management (4 works) · Political science (4 works) · Public relations (4 works) · Career Development and Diversity (3 works) · Knowledge management (3 works) · Mediation (3 works) · Sociology (3 works)