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Dong Ju
Beijing Normal University
PsychologyAbusive supervisionEmployee silenceSocial psychologyEmotional exhaustion
9Publications
4H-index
69Citations
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Publications 9
Newest
#1Xin QinH-Index: 8
#2Chen ChenH-Index: 1
Last. Dong JuH-Index: 4
view all 5 authors...
: Extant research has uniformly demonstrated that leader humility is beneficial for subordinates, teams, and even organizations. Drawing upon attribution theory, we challenge this prevailing conclusion by identifying a potential dark side of leader humility and suggesting that leader humility can be a mixed blessing. We propose that the effects of leader humility hinge on subordinates' attributions of such humble behavior. On the one hand, when subordinates attribute leader humility in a self-se...
1 CitationsSource
#1Dong Ju (BNU: Beijing Normal University)H-Index: 4
#2Mingpeng Huang (UIBE: Beijing Institute of Foreign Trade)H-Index: 2
Last. Chen Chen (SYSU: Sun Yat-sen University)H-Index: 1
view all 6 authors...
Abstract While a large number of studies have shown the detrimental effects of abusive supervision on subordinates’ work attitudes and outcomes, little is known about how abusive supervision impacts supervisors themselves. Drawing upon self-perception theory and power-dependence theory, we take a unique actor-focused approach to examine how and when engaging in abusive supervisory behavior may benefit actors (i.e., supervisors). Specifically, we propose that abusive supervisory behavior is posit...
2 CitationsSource
#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: 86
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
#1Dong Ju (BNU: Beijing Normal University)H-Index: 4
#2Li Ma (PKU: Peking University)H-Index: 1
Last. Yichi Zhang (PKU: Peking University)H-Index: 1
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The paper studies how leaders can break employee silence. Drawing upon self-determination theory, we argue that empowering leadership can activate employees’ intrinsic motivation such that employees are more willing to break the silence at work; furthermore, the effect is stronger when employees have high levels of job autonomy. We collected time-lagged and multi-source data in a large company to test our hypotheses. The results show that empowering leadership can reduce employee silence through...
Source
#1Xin Qin (SYSU: Sun Yat-sen University)H-Index: 8
#2Mingpeng Huang (UIBE: Beijing Institute of Foreign Trade)H-Index: 2
Last. Dong Ju (BNU: Beijing Normal University)H-Index: 4
view all 5 authors...
Ethical leadership exerts a powerful influence on employees, and most studies share a basic premise that leaders display the same level of ethical leadership to all subordinates. However, we challenge this assumption and suggest that subordinates’ characteristics and supervisors’ characteristics may jointly influence supervisor ethical leadership behavior. Drawing upon research on person–supervisor fit and moral identity, we explore the questions of whether and how supervisor–subordinate (in)con...
7 CitationsSource
#1Xin Qin (SYSU: Sun Yat-sen University)H-Index: 8
#2Mingpeng Huang (UIBE: Beijing Institute of Foreign Trade)H-Index: 2
Last. Dong Ju (CUC: Communication University of China)H-Index: 4
view all 5 authors...
Although empirical evidence has accumulated showing that abusive supervision has devastating effects on subordinates’ work attitudes and outcomes, knowledge about how such behavior impacts supervis...
29 CitationsSource
#1Dong Ju (CUC: Communication University of China)H-Index: 4
#2Xin Qin (SYSU: Sun Yat-sen University)H-Index: 8
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
#1Xin Qin (SYSU: Sun Yat-sen University)H-Index: 8
#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
#1Dong JuH-Index: 4
#2Li MaH-Index: 1
Last. Yi Chi ZhangH-Index: 1
view all 4 authors...
Drawing upon self-efficacy theory, this study examines employee silence from the perspective of confidence of speaking up. We examined the effects of past performance and empowering leadership as t...
2 CitationsSource
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