Yanling Yan
Biographic Data
| ID | 7183037 |
|---|---|
| NAME | Yanling Yan |
| GIVEN NAMES | Yanling |
| FAMILY NAME | Yan |
| SIGNATURE | YAN Y |
| AFFILIATIONS | Zhengzhou University of Light Industry |
| ORCID | 0000-0001-6549-3393 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 0 |
Positive leadership and employee engagement
Family-supportive supervisor behavior and employees' workplace deviant behavior
Workplace deviant behavior causes not only physical and mental harm to employees but also great losses to the enterprise where they are employed. Drawing on social cognitive theory, in this study we explored the mechanism of family-supportive supervisor behavior on employees' workplace deviant behavior. Analysis of data from 312 participants showed that family-supportive supervisor behavior negatively influenced employees' workplace deviant behav…
Power Distance Orientation and Employee Help Seeking
We explored the mechanism and effect of supervisors' power distance orientation in relation to employee help seeking by way of a hierarchical linear model based on a sample of 311 employees working in 12 Chinese firms. Results indicated that power distance orientation had a significantly negative impact on employees' instrumental and emotional help seeking as well as their trust in the supervisor. Affect-based trust mediated the relationship betw…
Newcomers' Future Work Selves, Perceived Supervisor Support, and Proactive Socialization in Chinese Organizations
Based on self-determination theory, we examined how new employees' (newcomers) future work selves and perceived level of supervisor support influence newcomers' proactive socialization in the workplace, a factor that leads to better long-term adjustment. We conducted a survey using a 3-wave longitudinal design with 295 people employed in a range of organizations in China. Results indicate that level of perceived supervisor support had a significa…
The Influence of Workplace Ostracism on Counterproductive Work Behavior
We investigated the influence of workplace ostracism (WOS) on counterproductive work behavior (CWB) and the mediating effect of state self-control (SSC) on the above relationship, in a Chinese cultural context. We based our study on the theory of self-control resources. To avoid common method bias, we examined our hypotheses with 356 pairs of supervisor-subordinate dyads and collected data from 26 enterprises in central China. We used structural …
No prominent works on this page.
Newcomers' Future Work Selves, Perceived Supervisor Support, and Proactive Socialization in Chinese Organizations
Based on self-determination theory, we examined how new employees' (newcomers) future work selves and perceived level of supervisor support influence newcomers' proactive socialization in the workplace, a factor that leads to better long-term adjustment. We conducted a survey using a 3-wave longitudinal design with 295 people employed in a range of organizations in China. Results indicate that level of perceived supervisor support had a significa…
The Influence of Workplace Ostracism on Counterproductive Work Behavior
We investigated the influence of workplace ostracism (WOS) on counterproductive work behavior (CWB) and the mediating effect of state self-control (SSC) on the above relationship, in a Chinese cultural context. We based our study on the theory of self-control resources. To avoid common method bias, we examined our hypotheses with 356 pairs of supervisor-subordinate dyads and collected data from 26 enterprises in central China. We used structural …
Power Distance Orientation and Employee Help Seeking
We explored the mechanism and effect of supervisors' power distance orientation in relation to employee help seeking by way of a hierarchical linear model based on a sample of 311 employees working in 12 Chinese firms. Results indicated that power distance orientation had a significantly negative impact on employees' instrumental and emotional help seeking as well as their trust in the supervisor. Affect-based trust mediated the relationship betw…
Family-supportive supervisor behavior and employees' workplace deviant behavior
Workplace deviant behavior causes not only physical and mental harm to employees but also great losses to the enterprise where they are employed. Drawing on social cognitive theory, in this study we explored the mechanism of family-supportive supervisor behavior on employees' workplace deviant behavior. Analysis of data from 312 participants showed that family-supportive supervisor behavior negatively influenced employees' workplace deviant behav…
Positive leadership and employee engagement
Psychology (5 works) · Social Psychology (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Management (4 works) · Social Psychology (4 works) · Supervisor (4 works) · Multilevel model (2 works) · Work (physics (2 works) · Affect (linguistics (1 work) · Applied Psychology (1 work)