Aichia Chuang
Biographic Data
| ID | 6541324 |
|---|---|
| NAME | Aichia Chuang |
| GIVEN NAMES | Aichia |
| FAMILY NAME | Chuang |
| SIGNATURE | CHUANG A |
| AFFILIATIONS | National Taiwan University |
| ORCID | 0000-0002-3849-219X |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 6 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 1 |
Linking Supervisor and Subordinate’s Negative Work–Family Experience
In the past decade, family supportive supervisor behavior (FSSB) has emerged as an important factor that can help employees manage work–family needs. Although the existing literature has documented the benefits of FSSB, we know little about the emerging process of FSSB. Drawing on the conservation of resources theory, we propose that supervisor engagement in FSSB is influenced by the extent to which the supervisor has sufficient resources for wor…
Person–organization and person–supervisor fits
The present study simultaneously examined people's perceptions of person–organization (PO) and person–supervisor (PS) fit and related these perceptions to employees' commitments. Three‐hundred‐and‐sixty employee–supervisor dyads from Taiwanese organizations reported about their PO fit and PS fit perceptions. In addition, supervisors reported about their perceptions of fit and guanxi with each of their employees. Results indicated that PO and PS f…
Transforming service employees and climate
This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate. Results revealed that, at the individual level, managers' TFL was positively related to employee service …
The Perceived Importance of Person-Job Fit and Person-Organization Fit Between and Within Interview Stages
This study explored the perceived importance of person-job fit and person-organization fit between and within three interview stages (i.e., initial, final, and single stage). The initial and final interviews refer to the sequential interviews conducted in a multiple-stage selection process and the single interview refers to the only interview conducted before a final decision is made. Using 446 campus recruiters, it was shown that: 1) P-J fit was…
An Investigation of Individual and Contextual Factors Influencing Training Variables
This study represents an investigation of modeling training motivation and learning from both individual and contextual perspectives. Participants were 250 undergraduate business students who entered a remedial training class as a result of their failure to pass the previous course. The individual factor, self-efficacy, was found to correlate with learning partly through the mediation of training motivation. The contextual factor, interactional j…
A Multilevel Investigation of Factors Influencing Employee Service Performance and Customer Outcomes.
Previous work on service performance has focused on either organization- or individual-level analysis. This multilevel study of 257 employees, 44 managers, and 1,993 customers from 25 restaurants d...
Person–organization and person–supervisor fits
The present study simultaneously examined people's perceptions of person–organization (PO) and person–supervisor (PS) fit and related these perceptions to employees' commitments. Three‐hundred‐and‐sixty employee–supervisor dyads from Taiwanese organizations reported about their PO fit and PS fit perceptions. In addition, supervisors reported about their perceptions of fit and guanxi with each of their employees. Results indicated that PO and PS f…
A Multilevel Investigation of Factors Influencing Employee Service Performance and Customer Outcomes.
Previous work on service performance has focused on either organization- or individual-level analysis. This multilevel study of 257 employees, 44 managers, and 1,993 customers from 25 restaurants d...
The Perceived Importance of Person-Job Fit and Person-Organization Fit Between and Within Interview Stages
This study explored the perceived importance of person-job fit and person-organization fit between and within three interview stages (i.e., initial, final, and single stage). The initial and final interviews refer to the sequential interviews conducted in a multiple-stage selection process and the single interview refers to the only interview conducted before a final decision is made. Using 446 campus recruiters, it was shown that: 1) P-J fit was…
An Investigation of Individual and Contextual Factors Influencing Training Variables
This study represents an investigation of modeling training motivation and learning from both individual and contextual perspectives. Participants were 250 undergraduate business students who entered a remedial training class as a result of their failure to pass the previous course. The individual factor, self-efficacy, was found to correlate with learning partly through the mediation of training motivation. The contextual factor, interactional j…
Transforming service employees and climate
This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate. Results revealed that, at the individual level, managers' TFL was positively related to employee service …
Person–organization and person–supervisor fits
The present study simultaneously examined people's perceptions of person–organization (PO) and person–supervisor (PS) fit and related these perceptions to employees' commitments. Three‐hundred‐and‐sixty employee–supervisor dyads from Taiwanese organizations reported about their PO fit and PS fit perceptions. In addition, supervisors reported about their perceptions of fit and guanxi with each of their employees. Results indicated that PO and PS f…
Linking Supervisor and Subordinate’s Negative Work–Family Experience
In the past decade, family supportive supervisor behavior (FSSB) has emerged as an important factor that can help employees manage work–family needs. Although the existing literature has documented the benefits of FSSB, we know little about the emerging process of FSSB. Drawing on the conservation of resources theory, we propose that supervisor engagement in FSSB is influenced by the extent to which the supervisor has sufficient resources for wor…
Job Satisfaction and Organizational Behavior (5 works) · Psychology (5 works) · Social Psychology (4 works) · Social Psychology (4 works) · Management (3 works) · Political science (3 works) · Applied Psychology (2 works) · Applied Psychology (2 works) · Business (2 works) · Customer Service Quality and Loyalty (2 works)