Shenjiang Mo

Biographic Data

ID6542089
NAMEShenjiang Mo
GIVEN NAMESShenjiang
FAMILY NAMEMo
SIGNATUREMO S
AFFILIATIONSZhejiang University
ORCID0000-0003-1395-0665
VERIFIEDYes
TOTAL WORKS12
TOTAL CITATIONS2
WORKS AS AUTHOR12
WORKS AS EDITOR0
FIRST PUBLICATION YEAR2009
LATEST PUBLICATION YEAR2026
H-INDEX1

  • The Moral Implications of Human Resource Management (HRM)

    Open AccessWenqing Yu, Kaifeng Jiang et al.ARTICLEJournal of Business Ethics2026

  • How does leader self‐sacrifice lead to employees' unethical pro‐organizational behavior? A moderated mediation model

    Open AccessHao Ji, Shenjiang Mo et al.ARTICLEBusiness Ethics, the Environment…2025

    Prior research on leader self‐sacrifice mainly demonstrates its positive role, while less attention has been paid to its potential negative consequences in the workplace. Based on social exchange theory, this study examines how and when leader self‐sacrifice may lead to employees' unethical pro‐organizational behavior (UPB). We tested our hypotheses with three‐wave data gathered from 570 employees. Results showed that leader self‐sacrifice indire…

  • Turning a Blind Eye to Team Members’ Unethical Behavior

    Open AccessQiongjing Hu, Hajo Adam et al.ARTICLEJournal of Business Ethics2024

  • Relative Leader-Member Exchange and Unethical Pro-leader Behavior

    Open AccessHan Li, Shimin Zhang et al.ARTICLEJournal of Business Ethics2024

  • The impacts of supervisory information communication technology (ICT) demands after hours on employee proactive behavior and unethical behavior at work

    Open AccessShenjiang Mo, Wenqing Yu et al.ARTICLEJournal of Vocational Behavior2024

  • Good intentions, bad behavior

    Open AccessShenjiang Mo, Matthew J Lupoli et al.ARTICLEJournal of Organizational Behavior2023

    Scholars have investigated work behaviors that are intended to help others, yet at the same time violate societal values, norms, laws, or standards of proper conduct. We refer to these actions collectively as unethical prosocial behavior (UPB) at work. In this paper, we provide a critical review of the UPB literature. Our review makes several contributions: First, we clarify definitional issues surrounding UPB, while also offering suggestions for…

  • Anger for good? Unethical‐behavior‐targeted leader anger expression and its consequences on team outcomes

    Open AccessShimin Zhang, Shenjiang Mo et al.ARTICLEJournal of Organizational Behavior2023Cited by: 1References: 23

    Although leader anger expression targeted at employees' unethical behavior is pervasive in the workplace, we still know little about its theoretical meaning and consequences. To address this theoretical blind spot, we drew on fairness heuristic theory to investigate whether, how, and when unethical‐behavior‐targeted (UB‐targeted) leader anger expression affects team outcomes. Our findings from two time‐lagged field studies suggest that a punishme…

  • The impact of conflict on performance

    Wei Wei, Yanran Fang et al.ARTICLEActa Psychologica Sinica2020

    Based on the nature of conflict, conflict within teams can be categorized as relationship conflict and task conflict. It is inevitable for team members to experience these two types of conflict with each other through daily interactions. As such, how dispositions of team members interact with intra-team conflict to minimize its harm and maximize its benefit appears to be an important research question. Prior research has primarily focused on how …

  • The Psychological Consequences of the Covid-19 on Residents and Staff in Nursing Homes

    Open AccessShenjiang Mo, Junqi Shi et al.ARTICLEWork Aging and Retirement2020Cited by: 1References: 2

    In this commentary, we overview the existing research on psychological consequences caused by COVID-19 for both residents and staff in the nursing homes. We identify loneliness and emotional anxiety as main psychological consequences for nursing home residents, whereas uncertainty, hopelessness, work overload, and role conflicts are the most salient psychological challenges for the staff in the nursing homes during the pandemic. We then summarize…

  • 领导创造力期望对团队创造力的影响

    Weiguo Liu, Yanran Fang et al.ARTICLEActa Psychologica Sinica2018

    Team creativity is becoming more and more essential for organizations to adapt to dynamically changing environment. Previous literature on team creativity was mainly focused on the impact of leadership behavior on employees’ creative motivation and subsequent creative performance. Less attention has been paid to employees’ cognitive response to leaders’ expectation on creativity. Therefore, based on normative reference group theory and process-or…

  • Impacts of emotional labor strategies on employee sabotage behavior

    Shenjiang Mo, Junqi ShiARTICLEActa Psychologica Sinica2017

    摘要

  • Team Learning, Transactive Memory System and Performance

    Shenjiang Mo, Shen-Jiang MO et al.ARTICLEActa Psychologica Sinica2009

    摘要: 本研究采用纵向追踪设计,以55支实际运行的项目团队作为研究对象,分析检验了交互记忆系统对于团队学习与团队绩效之间关系的作用机制; 并基于理论界近期受到广泛关注的IMOI研究范式,通过两阶段的追踪探索团队学习与团队绩效间关系的动态机制。结果表明: 交互记忆系统对团队学习与团队绩效间关系呈现出显著的中介效应,能够为团队学习的绩效机制提供良好的理论解释力;另一方面,团队学习是一种动态演进的组织行为过程,采用IMOI范式来替代传统的I-P-O模型能够更好地剖析其动态属性