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Minya Xu
Peking University
15Publications
6H-index
112Citations
Publications 15
Newest
#1Minya Xu (PKU: Peking University)H-Index: 6
#2Xin Qin (SYSU: Sun Yat-sen University)H-Index: 7
Last.Marco S. DiRenzo (NPS: Naval Postgraduate School)H-Index: 9
view all 4 authors...
Abstract Building on person-supervisor fit and signaling theory, this study explores the joint effects (i.e., congruence) of supervisor and subordinate proactive personality on subordinate voice behavior through subordinate perceived psychological safety. We examined our hypotheses using cross-level polynomial regressions and response surface analyses. The results indicated that supervisor-subordinate congruence in proactive personality led to higher levels of subordinate perceived psychological...
Source
#1Dong Ju (BNU: Beijing Normal University)H-Index: 4
#2Minya Xu (PKU: Peking University)H-Index: 6
Last.Paul E. Spector (USF: University of South Florida)H-Index: 83
view all 4 authors...
Counterproductive work behavior (CWB) is defined as behavior that harms organizations and people in organizations. There has been a growing interest among scholars in understanding CWB from a multi...
1 CitationsSource
#1Xin Qin (SYSU: Sun Yat-sen University)H-Index: 7
#2Peter W. HomH-Index: 33
Last.Minya Xu (PKU: Peking University)H-Index: 6
view all 3 authors...
Developing-world rural migrants provide crucial labor for global supply chains and economic growth in their native countries. Yet their high turnover engenders considerable organizational costs and disruptions threatening those contributions. Organizational scholars thus strive to understand why these workers quit, often applying turnover models and findings predominantly derived from the United States, Canada, England or Australia (UCEA). Predominant applications of dominant turnover theories h...
3 CitationsSource
#1Haiyang Liu (PKU: Peking University)H-Index: 1
#2Jack Ting-Ju Chiang (PKU: Peking University)H-Index: 4
Last.Siting Wang (UIC: University of Illinois at Chicago)H-Index: 1
view all 5 authors...
In this article we employ a trait activation framework to examine how unfairness perceptions influence narcissistic leaders’ self-interested behavior, and the downstream implications of these effects for employees’ pro-social and voice behaviors. Specifically, we propose that narcissistic leaders are particularly likely to engage in self-interested behavior when they perceive that their organizations treat them unfairly, and that this self-interested behavior in turn decreases followers’ pro-soc...
13 CitationsSource
#1Minya Xu (PKU: Peking University)H-Index: 6
#2Ping Shou Zhong (MSU: Michigan State University)H-Index: 5
Last.Wei Wang (PKU: Peking University)H-Index: 1
view all 3 authors...
This article proposes a class of weighted differences of averages (WDA) statistics to test and estimate possible change-points in variance for time series with weakly dependent blocks and dependent panel data without specific distributional assumptions. We derive the asymptotic distributions of the test statistics for testing the existence of a single variance change-point under the null and local alternatives. We also study the consistency of the change-point estimator. Within the proposed clas...
1 CitationsSource
#1Dong Ju (CUC: Communication University of China)H-Index: 4
#2Xin Qin (SYSU: Sun Yat-sen University)H-Index: 7
Last.Marco S. DiRenzo (NPS: Naval Postgraduate School)H-Index: 9
view all 4 authors...
Abstract This study focuses on the conditions under which emotional exhaustion leads to employee unsafe behavior. In a sample of 592 construction workers nested in 33 groups, we found that both emotional exhaustion and unsafe behavior norms were positively related to unsafe behavior by employees. Unsafe behavior norms moderated the relationship between emotional exhaustion and unsafe behavior, such that high group unsafe behavior norms strengthened the emotional exhaustion-employee unsafe behavi...
9 CitationsSource
#1Haiyang LiuH-Index: 1
Last.Minya XuH-Index: 6
view all 3 authors...
Based on equity theory (Adam, 1965), we proposed a fairness trickle- down model to explain how leaders’ perceived fairness may impact their followers’ prosocial motivation. A time-lagged study from 82 group leaders and 906 subordinates in Mainland China supported our trickle-down model. First, our results indicate that leader perceived fairness had an indirect, positive effect on subordinate prosocial motivation through its negative impact on leader self-interested behavior. Second, both leader ...
Source
#1Xin QinH-Index: 7
#2Peter W. Hom (ASU: Arizona State University)H-Index: 33
Last.Minya XuH-Index: 6
view all 3 authors...
This study adopts an identity strain perspective to understand migrant workers' turnover. Based on 170 migrant workers nested in 31 work groups in China, we found that migrant workers who retain th...
1 CitationsSource
#1Xin Qin (SYSU: Sun Yat-sen University)H-Index: 7
#2Marco S. DiRenzo (NPS: Naval Postgraduate School)H-Index: 9
Last.Yilong Duan (PKU: Peking University)H-Index: 1
view all 4 authors...
Summary Two studies were conducted to address the potential nonlinear relationship between emotional exhaustion and voice. Study 1 developed and tested a model rooted in conservation of resources theory in which responses to emotional exhaustion are determined by individual-level and group-level conditions that influence the perceived safety and efficacy of voice and drive prohibitive voice behaviors by giving rise to either resource-conservation-based or resource-acquisition-based motivation. S...
26 CitationsSource
#1Xin Qin (SYSU: Sun Yat-sen University)H-Index: 7
#2Peter W. Hom (ASU: Arizona State University)H-Index: 33
Last.Dong Ju (PKU: Peking University)H-Index: 4
view all 4 authors...
We extend the job demands-resources model to explain how and when rural migrants who work far from their families and provincial hometowns are more likely to leave jobs. Through two studies, we found that the geographical distance between employees' workplace and home village, representing a proxy for a wide range of migration demands and resources, may engender higher turnover intentions under some conditions. Specifically, employees' psychological contract fulfilment diminished positive associ...
8 CitationsSource
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