Michelle C Hong
Biographic Data
| ID | 6620196 |
|---|---|
| NAME | Michelle C Hong |
| GIVEN NAMES | Michelle C |
| FAMILY NAME | Hong |
| SIGNATURE | HONG M C |
| AFFILIATIONS | College of Business North Dakota State University Fargo North Dakota USA |
| ORCID | 0000-0003-0845-0914 |
| VERIFIED | Yes |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 3 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 0 |
Do You See What I See? Leader–Follower Congruence in Authentic Leadership and Employee Participation
This study investigates the impacts of authentic leadership from both leader and follower perspectives and explores the effect of perceptual congruence, the level of agreement between the leaders' and followers' evaluations on the leaders' authentic leadership, on employee participation. Through two studies, using a sample of 102 leader‐member dyads from the United States in Study 1 and a sample of 71 R&D teams from Taiwan in Study 2, we found th…
The star employee scale
While the importance of attracting and retaining star employees is widely acknowledged in organizational research, the methods used to identify such individuals have largely relied on narrow, traditional metrics such as productivity, rankings, or formal recognition. As the conceptualization of stars has evolved, these conventional measures fall short of capturing the complexity and multifaceted nature of what it truly means to be a “star.” This m…
Hotels’ social responsiveness toward a community in crisis
No prominent works on this page.
Hotels’ social responsiveness toward a community in crisis
Do You See What I See? Leader–Follower Congruence in Authentic Leadership and Employee Participation
This study investigates the impacts of authentic leadership from both leader and follower perspectives and explores the effect of perceptual congruence, the level of agreement between the leaders' and followers' evaluations on the leaders' authentic leadership, on employee participation. Through two studies, using a sample of 102 leader‐member dyads from the United States in Study 1 and a sample of 71 R&D teams from Taiwan in Study 2, we found th…
The star employee scale
While the importance of attracting and retaining star employees is widely acknowledged in organizational research, the methods used to identify such individuals have largely relied on narrow, traditional metrics such as productivity, rankings, or formal recognition. As the conceptualization of stars has evolved, these conventional measures fall short of capturing the complexity and multifaceted nature of what it truly means to be a “star.” This m…
Job Satisfaction and Organizational Behavior (2 works) · Accommodation (1 works) · Agency (philosophy) (1 works) · Ambiguity (1 works) · Authentic leadership (1 works) · Business (1 works) · CLARITY (1 works) · Conceptualization (1 works) · Convergent validity (1 works) · Discriminant (1 works)