Bingqing Wu
Biographic Data
| ID | 6542161 |
|---|---|
| NAME | Bingqing Wu |
| GIVEN NAMES | Bingqing |
| FAMILY NAME | Wu |
| SIGNATURE | WU B |
| AFFILIATIONS | University of Wisconsin–Parkside |
| ORCID | 0000-0001-5996-649X |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 3 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Revisiting the Impact of the College Scorecard on Demand for Colleges
What’s the point in even trying? Women’s perception of glass ceiling drains hope
In this study, we focus on glass ceiling perceptions, characterized by women's subjective feelings about their ability to move upward in their organization. Drawing on social information processing and hope theory, we propose that glass ceiling perceptions decrease women's citizenship behaviors and increase their turnover intentions by draining their hope in the workplace. Moreover, we suggest that the strength of the association between glass ce…
Is exercise good for all? Time- and strain-based work–family conflict and its impacts
While many people believe that exercise can relieve stress and enrich well-being, it is unclear whether this relationship always holds when employees suffer from work–family conflict (WFC). Drawing on the transactional theory of stress and conservation of resources theory, we examine how exercise moderates the impact of time- and strain-based WFC on employees’ vitality at work and, subsequently, employees’ subjective well-being. With data collect…
The interplay of leader–member exchange and peer mentoring in teams on team performance via team potency
Decades of research on leader–member exchange (LMX), which refers to relationship quality between a leader and follower, has consistently shown LMX to be positively related to individual outcomes. An emerging body of research exploring whether these positive results extend to the team level has found inconsistent results. Because team LMX relationships with team outcomes are not consistent, we explore the way in which peers can contribute toward …
The interplay of leader–member exchange and peer mentoring in teams on team performance via team potency
Decades of research on leader–member exchange (LMX), which refers to relationship quality between a leader and follower, has consistently shown LMX to be positively related to individual outcomes. An emerging body of research exploring whether these positive results extend to the team level has found inconsistent results. Because team LMX relationships with team outcomes are not consistent, we explore the way in which peers can contribute toward …
The interplay of leader–member exchange and peer mentoring in teams on team performance via team potency
Decades of research on leader–member exchange (LMX), which refers to relationship quality between a leader and follower, has consistently shown LMX to be positively related to individual outcomes. An emerging body of research exploring whether these positive results extend to the team level has found inconsistent results. Because team LMX relationships with team outcomes are not consistent, we explore the way in which peers can contribute toward …
Is exercise good for all? Time- and strain-based work–family conflict and its impacts
While many people believe that exercise can relieve stress and enrich well-being, it is unclear whether this relationship always holds when employees suffer from work–family conflict (WFC). Drawing on the transactional theory of stress and conservation of resources theory, we examine how exercise moderates the impact of time- and strain-based WFC on employees’ vitality at work and, subsequently, employees’ subjective well-being. With data collect…
What’s the point in even trying? Women’s perception of glass ceiling drains hope
In this study, we focus on glass ceiling perceptions, characterized by women's subjective feelings about their ability to move upward in their organization. Drawing on social information processing and hope theory, we propose that glass ceiling perceptions decrease women's citizenship behaviors and increase their turnover intentions by draining their hope in the workplace. Moreover, we suggest that the strength of the association between glass ce…
Revisiting the Impact of the College Scorecard on Demand for Colleges
Job Satisfaction and Organizational Behavior (3 works) · Psychology (3 works) · Social Psychology (3 works) · Gender Diversity and Inequality (2 works) · Work (physics) (2 works) · Work-Family Balance Challenges (2 works) · Work–family conflict (2 works) · Accountability (1 work) · Affect (linguistics) (1 work) · Applied Psychology (1 work)