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Xiaohong Xu
Texas A&M University
13Publications
6H-index
100Citations
Publications 13
Newest
Published on May 1, 2018in Journal of Management 9.06
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University),
Stephanie C. Payne20
Estimated H-index: 20
(A&M: Texas A&M University)
A unique survey archive of U.S. Army officers’ affective commitment and continuance commitment over a 4-year time period presents an opportunity to test multiple research questions about the extent to which organizational commitment profiles change and their relationship with the occurrence and timing of turnover. These results begin to reconcile competing theories about the stability of commitment and complement theories of organizational attachment, withdrawal, and turnover. First, multigroup ...
5 Citations Source Cite
Published on Mar 14, 2016in Journal of Managerial Psychology 1.42
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University),
Stephanie C. Payne20
Estimated H-index: 20
(A&M: Texas A&M University)
+ 1 AuthorsAllison L. Alexander1
Estimated H-index: 1
(A&M: Texas A&M University)
Purpose – The purpose of this paper is to examine how individual differences influence employees’ attitude toward organizational change. Specifically, the present study examined how and why proactive personality, dispositional resistance to change, and change self-efficacy influence employees’ perceived fairness about the organizational change. Design/methodology/approach – Structural equation modeling was utilized to analyze the survey data obtained from a sample of 140 food service employees a...
4 Citations Source Cite
Published on Jan 1, 2016in Journal of Applied Psychology 5.07
Adam H. Kabins2
Estimated H-index: 2
(Hay Group),
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University)
+ 2 AuthorsVictor L. Willson25
Estimated H-index: 25
(A&M: Texas A&M University)
Although the majority of empirical commitment research has adopted a variable-centered approach, the person-centered or profiles approach is gaining traction. One challenge in the commitment profiles literature is that names are attached to profiles based on the within-study comparison among profiles and their relative levels and shapes. Thus, it is possible that different studies name the same profiles differently or different profiles similarly because of the context of the other profiles in t...
14 Citations Source Cite
Published on Jan 1, 2016
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University),
Stephanie C. Payne20
Estimated H-index: 20
(A&M: Texas A&M University),
Peng Zhao2
Estimated H-index: 2
(IU: Indiana University)
The present study takes a dynamic approach to the examination of job satisfaction and its influence on subsequent turnover across multiple time points. Using longitudinal job satisfaction data, emp...
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Published on Jan 1, 2015
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University),
Stephanie C. Payne20
Estimated H-index: 20
(A&M: Texas A&M University)
+ 1 AuthorsAnn H. Huffman10
Estimated H-index: 10
(NAU: Northern Arizona University)
Whereas a number of longitudinal studies have examined organizational commitment (OC), a more comprehensive examination of the forms of consistency in OC has never been conducted. Consistent with the dispositional view of commitment (Becker, 1960), adaptation-level theory (Helson, 1948), and opponent process theory (Solomon & Corbit, 1973, 1974), a meta- analytic examination of 78 studies revealed that all three OC mindsets have a relatively high level of rank-order consistency: affective (AC, =...
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Published on Dec 1, 2014in Journal of Career Development 1.43
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University),
Stephanie C. Payne20
Estimated H-index: 20
(A&M: Texas A&M University)
According to Kram’s mentor role theory, satisfaction with mentoring and mentorship quality are key indicators of effective and successful mentoring. We contribute to mentoring research by demonstrating the relative importance of mentorship quantity, mentorship quality, and satisfaction with mentoring to the prediction of job satisfaction, affective commitment, and turnover intentions. Survey data from 472 faculty members revealed the importance of that satisfaction with mentoring in that it medi...
16 Citations Source Cite
Published on Jan 1, 2014
Peng Zhao2
Estimated H-index: 2
(A&M: Texas A&M University),
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University),
Kathi N. Miner11
Estimated H-index: 11
(A&M: Texas A&M University)
This study extended organizational mistreatment theory and research by conceptualizing group-level mistreatment within units across one organization as a social context that moderated the negative impact of individual-level mistreatment on individual outcomes. Data were collected from 1212 faculty in 96 departments. The results of multilevel modeling indicated that group-level mistreatment (i.e., incivility and sex discrimination) moderated the negative consequences of individual-level mistreatm...
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Published on Jan 1, 2013
Xiaohong Xu6
Estimated H-index: 6
(A&M: Texas A&M University),
Peng Zhao2
Estimated H-index: 2
(A&M: Texas A&M University),
Kathi N. Miner11
Estimated H-index: 11
(A&M: Texas A&M University)
This study extended incivility theory and research by conceptualizing group-level incivility within units across one organization as a social context which influenced the incidence of individual-level incivility, and moderated the negative impact of incivility on individual outcomes. Consistent with attraction-selection-attrition model (Schneider, 1975) and social information processing theory (Salancik & Pfeffer, 1978), data collected from 707 employees in 77 departments from one organization i...
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Published on Oct 1, 2012in Brain and Cognition 2.62
Jiongjiong Yang7
Estimated H-index: 7
(PKU: Peking University),
Zhi-Chao Cao8
Estimated H-index: 8
(PKU: Peking University)
+ 1 AuthorsGang Chen26
Estimated H-index: 26
(HHS: United States Department of Health and Human Services)
Abstract The object of this study was to investigate whether the amygdala is involved in affective priming effect after stimuli are encoded unconsciously and consciously. During the encoding phase, each masked face (fearful or neutral) was presented to participants six times for 17 ms each, using a backward masking paradigm. During the retrieval phase, participants made a fearful/neutral judgment for each face. Half of the faces had the same valence as that seen during encoding (congruent condit...
10 Citations Source Cite
Published on Feb 1, 2011in PLOS ONE 2.78
Jiongjiong Yang7
Estimated H-index: 7
(PKU: Peking University),
Xiaohong Xu6
Estimated H-index: 6
(PKU: Peking University)
+ 2 AuthorsFang Fang24
Estimated H-index: 24
(PKU: Peking University)
Emotional stimuli can be processed even when participants perceive them without conscious awareness, but the extent to which unconsciously processed emotional stimuli influence implicit memory after short and long delays is not fully understood. We addressed this issue by measuring a subliminal affective priming effect in Experiment 1 and a long-term priming effect in Experiment 2. In Experiment 1, a flashed fearful or neutral face masked by a scrambled face was presented three times, then a tar...
16 Citations Source Cite
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