Zhiyu Feng

Dados Biográficos

ID4232885
NOMEZhiyu Feng
PRENOMESZhiyu
SOBRENOMEFeng
ASSINATURAFENG Z
AFILIAÇÕESRenmin University of China
ORCID0000-0001-8106-5102
VERIFICADOSim
TOTAL DE OBRAS8
TOTAL DE CITAÇÕES22
TOTAL COMO AUTOR8
TOTAL COMO EDITOR0
PRIMEIRO ANO DE PUBLICAÇÃO2014
ANO MAIS RECENTE DE PUBLICAÇÃO2024
ÍNDICE H2

  • Middle power plays

    Open AccessFong T Keng-Highberger, Fong Keng‐Highberger et al.ARTICLEJournal of Organizational Behavior2024Referências: 22

    Given Machiavellianism's strong historical and theoretical roots in power and politics, there are surprisingly few empirical studies, if any, that directly examine how Machiavellians attain and maintain power in organizations. Understanding this is important because Machiavellian employees have managed to effectively gain power to reach managerial positions of influence in organizations despite their negative reputation. Further, there are contra…

  • Implicit Morality Theories

    Open AccessZhiyu Feng, Fong T Keng-Highberger et al.ARTICLEJournal of Business Ethics2023

  • Wolves in Sheep’s Clothing

    Open AccessZhiyu Feng, Fong T Keng-Highberger et al.ARTICLEJournal of Business Ethics2023

  • A novel bias in managers' allocation of bonuses to teams

    Open AccessYun Bai, Zhiyu Feng et al.ARTICLEJournal of Behavioral Decision…2023Referências: 3

    How should managers supervising multiple teams allocate bonuses—based on each team's size or based on each team's contribution? According to the commonly accepted equity norm for allocating rewards, managers should distribute bonuses based on the relative contributions of the team. In contrast, we propose that managers are instead distracted by the number of employees in each team and neglect team contribution highlighted in the equity norm. Pilo…

  • Cultural antecedents of virus transmission

    Zhiyu Feng, Kunru Zou et al.ARTICLEJournal of Personality and Social…2023Citada por: 2

    In the context of COVID-19 government-ordered lockdowns, more individualistic people might be less willing to leave their homes to protect their own health, or they might be more willing to go out to relieve their boredom. Using an Australian sample, a pilot study found that people's lay theories were consistent with the latter possibility, that individualism would be associated with a greater willingness to violate lockdown orders. Using a longi…

  • When and How Underdog Expectations Promote Cheating Behavior

    Open AccessTeng Iat Loi, Zhiyu Feng et al.ARTICLEJournal of Business Ethics2022

  • Covid-19 created a gender gap in perceived work productivity and job satisfaction

    Open AccessZhiyu Feng, Krishna SavaniARTICLEGender in Management An…2020Citada por: 20Referências: 12

    Purpose This paper aims to examine gender gaps in work-related outcomes in the context of Covid-19. The authors hypothesized that the Covid-19 pandemic would create a gender gap in perceived work productivity and job satisfaction. This is because when couples are working from home the whole day and when schools are closed, women are expected to devote more time to housework and childcare. Design/methodology/approach The authors used a sample of e…

  • The impact of relative leader-member exchange on employees' work behaviors as mediated by psychological contract fulfillment

    Open AccessHu Li, Li Hu et al.ARTICLESocial Behavior and Personality…2014

    Relative leader-member exchange (RLMX) is a reflection of the social comparison process, and employees go through a process of social exchange when they display specific behaviors and attitudes in their workplace role, with psychological contract (PC) fulfillment playing a mediating role between these 2 social processes. We conducted a survey to analyze paired leader-staff samples in 39 bank branches in order to examine the influence of RLMX on e…