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Xiongying Niu
Beijing Institute of Foreign Trade
9Publications
5H-index
139Citations
Publications 9
Newest
Published on Nov 1, 2015in Human Resource Management2.93
Donald G. Gardner17
Estimated H-index: 17
(UCCS: University of Colorado Colorado Springs),
Guo Hua Huang1
Estimated H-index: 1
(Hong Kong Baptist University)
+ 2 AuthorsCynthia Lee34
Estimated H-index: 34
(PolyU: Hong Kong Polytechnic University)
This study addresses organization-based self-esteem (OBSE) development by examining the role of perceptions of employer psychological contract fulfillment, and the self-regulatory processes by which OBSE evolves and produces its effects. Self-regulatory theory helps reveal why psychological contract fulfillment relates to OBSE, how OBSE mediates its effects, and the ways in which OBSE might interact with perceived employment opportunities to affect job satisfaction, performance, and turnover int...
Published on Jan 1, 2014in Journal of Applied Psychology5.07
Guo-hua Huang4
Estimated H-index: 4
,
Helen H. Zhao4
Estimated H-index: 4
+ 2 AuthorsCynthia Lee34
Estimated H-index: 34
Reports an error in "Reducing job insecurity and increasing performance ratings: Does impression management matter" by Guo-hua Huang, Helen Hailin Zhao, Xiong-ying Niu, Susan J. Ashford and Cynthia Lee (Journal of Applied Psychology, 2013[Sep], Vol 98[5], 852-862). In the original article, the grant information in the author note was incorrect. The corrected note is presented in the erratum. (The following abstract of the original article appeared in record 2013-19337-001.) Prior research on job...
Published on Jan 1, 2013in Journal of Applied Psychology5.07
Guohua Emily Huang2
Estimated H-index: 2
(Hong Kong Baptist University),
Helen H. Zhao4
Estimated H-index: 4
(UI: University of Iowa)
+ 2 AuthorsCynthia Lee34
Estimated H-index: 34
(NU: Northeastern University)
Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the...
Published on Aug 1, 2012in Journal of Organizational Behavior5.00
Guohua Emily Huang2
Estimated H-index: 2
(Hong Kong Baptist University),
Xiongying Niu5
Estimated H-index: 5
(UIBE: Beijing Institute of Foreign Trade)
+ 1 AuthorsSusan J. Ashford38
Estimated H-index: 38
(UM: University of Michigan)
Summary To test a proposed model of the job insecurity (JI) process that treats cognitive JI and affective JI as separate constructs, this study investigates organizational-level employee involvement and communication practices that influence the level of cognitive JI; increasing levels of cognitive JI in turn can create an affective reaction (i.e., affective JI). This affective reaction then influences individual psychological and behavioral outcomes. With two waves of data from three large Chi...
Published on Sep 1, 2010in Human Relations3.37
Chun Hui30
Estimated H-index: 30
(HKU: University of Hong Kong),
Cynthia Lee34
Estimated H-index: 34
(NU: Northeastern University),
Xiongying Niu5
Estimated H-index: 5
(UIBE: Beijing Institute of Foreign Trade)
Employees’ organization-based self-esteem (OBSE), defined as ‘the degree to which an individual believes him/herself to be capable, significant, and worthy as an organizational member’ (Pierce and Gardner, 2004: 593), can be increased by giving them tasks that fit their dispositions. The primary purpose of our study is to examine combinations, instead of individual dispositions separately, on OBSE. Specifically, to increase OBSE, we propose that giving employees who prefer to handle multiple tas...
Published on Jan 1, 2010
Donald G. Gardner17
Estimated H-index: 17
,
Guo-hua Huang4
Estimated H-index: 4
+ 2 AuthorsCynthia Lee34
Estimated H-index: 34
Published on Sep 1, 2009
Xiongying Niu5
Estimated H-index: 5
(UIBE: Beijing Institute of Foreign Trade),
Kai Song (UIBE: Beijing Institute of Foreign Trade)+ 1 AuthorsGuo-hua Huang4
Estimated H-index: 4
(Hong Kong Baptist University)
We examine the antecedents and consequences of C-JI and A-JI in Chinese context. In a sample of 209 employees from a typical Chinese machine tool company, participation, leader-member exchange, communication climate and organizational change are found to be antecedents of either C-JI or A-JI. Correlation analysis and path analysis with SPSS 15.0 and LISREL8.51 have been used to test these hypotheses. Our study suggests that A-JI negatively predicts both task performance and innovative performanc...
Published on Jul 1, 2006in Journal of International Business Studies7.72
Cynthia Lee34
Estimated H-index: 34
(College of Business Administration),
Chun Hui30
Estimated H-index: 30
(CUHK: The Chinese University of Hong Kong)
+ 1 AuthorsXiongying Niu5
Estimated H-index: 5
(UIBE: Beijing Institute of Foreign Trade)
We tested the relationships between Chinese employees' goal orientation and their performance, as well as the moderating effects of temporal norms (future planning and scheduling) on this relationship. Results from employees across seven different organizations in China demonstrated that the mastery goal orientation was positively related to job performance. The performance goal orientation was unrelated to employment outcomes. Further, results showed that a mastery goal orientation was most use...
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