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学者姓名：朱宁奕
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Abstract ：
Interest in the influence of paradoxical leadership in organizations is increasing. We explore whether such a leadership style can truly benefit organizations by examining the effects of paradoxical leadership on a wide spectrum of types of employee performance (i.e., team performance, organizational citizenship behavior, and counterproductive workplace behavior) through group harmony. Using a sample of 195 bank employees and their 39 managers, we find support for our hypothesized multilevel model. Specifically, the analyses show that paradoxical leadership has a significant, positive impact on group harmony. Group harmony mediates the positive effect of paradoxical leadership on team performance and employees' organizational citizenship behavior, as well as the negative effect of paradoxical leadership on employees' counterproductive work behavior. We discuss how these findings contribute to the theory and practice of paradoxical leadership.
Keyword ：
Counterproductive workplace behavior Counterproductive workplace behavior Group harmony Group harmony Organizational citizenship behavior Organizational citizenship behavior Paradoxical leadership Paradoxical leadership Team performance Team performance
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| GB/T 7714 | Zhang, Iris D. , Lam, Long W. , Zhu, Julie N. Y. et al. Why Do Employees Perform Better Under Paradoxical Leaders? The Mediating Role of Group Harmony [J]. | JOURNAL OF BUSINESS AND PSYCHOLOGY , 2024 . |
| MLA | Zhang, Iris D. et al. "Why Do Employees Perform Better Under Paradoxical Leaders? The Mediating Role of Group Harmony" . | JOURNAL OF BUSINESS AND PSYCHOLOGY (2024) . |
| APA | Zhang, Iris D. , Lam, Long W. , Zhu, Julie N. Y. , Lee, Junghyun . Why Do Employees Perform Better Under Paradoxical Leaders? The Mediating Role of Group Harmony . | JOURNAL OF BUSINESS AND PSYCHOLOGY , 2024 . |
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Research on the contextual antecedents of employee silence remains underdeveloped. We propose supervisors' coercive and reward power as important antecedents of employee silence. Furthermore, guided by the person-environment interaction perspective, we suggest that two employee personality traits - conscientiousness and neuroticism - moderate the relationship between perceived supervisor power and employee silence. We conducted a two-wave survey of 177 full-time employees in China and found that employees were (a) more likely to remain silent when they perceived that their supervisor had high coercive power and (b) less likely to remain silent when they perceived that their supervisor had high reward power. These relationships were stronger for employees with a low level of conscientiousness or a high level of neuroticism. We discuss the theoretical and practical implications of our findings. © 2024 Hogrefe Publishing.
Keyword ：
conscientiousness conscientiousness management communication style management communication style neuroticism neuroticism power power silence silence
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| GB/T 7714 | Zhang, L.Z. , Lam, L.W. , Lin, X. et al. Perceived Supervisor Power and Employee Silence: A Field Study in China A Field Study in China [J]. | Journal of Personnel Psychology , 2024 . |
| MLA | Zhang, L.Z. et al. "Perceived Supervisor Power and Employee Silence: A Field Study in China A Field Study in China" . | Journal of Personnel Psychology (2024) . |
| APA | Zhang, L.Z. , Lam, L.W. , Lin, X. , Zhang, L. , Zhu, J.N.Y. . Perceived Supervisor Power and Employee Silence: A Field Study in China A Field Study in China . | Journal of Personnel Psychology , 2024 . |
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Pro-group unethical behaviour (PGUB) refers to a set of behaviours that conflict with moral standards but are beneficial to the interests of an actor's workgroup. Drawing on social cognitive theory, this research investigates whether, how, and when perceived co-worker PGUB leads employees to engage in the same unethical behaviour. We propose that moral disengagement is a crucial mechanism through which PGUB is transmitted from co-workers to employees and that this relationship is further amplified by employees' group identification. The results of three field studies featuring different samples consistently highlight the mediating role of moral disengagement in the relationship between perceived co-worker PGUB and employee PGUB. Furthermore, employees who identify strongly with their workgroup are more likely to exhibit moral disengagement and learn their co-workers' PGUB than are employees with low group identification. The findings of this research provide insights for both theory and practice. © 2024 The Author(s). Journal of Occupational and Organizational Psychology published by John Wiley & Sons Ltd on behalf of The British Psychological Society.
Keyword ：
group identification group identification moral disengagement moral disengagement pro-group unethical behaviour pro-group unethical behaviour social cognitive theory social cognitive theory
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| GB/T 7714 | Zhu, J.N.Y. , Lam, L.W. , Li, Y.N. et al. Making our groups better? The roles of moral disengagement and group identification in the learning of pro-group unethical behaviour [J]. | Journal of Occupational and Organizational Psychology , 2024 . |
| MLA | Zhu, J.N.Y. et al. "Making our groups better? The roles of moral disengagement and group identification in the learning of pro-group unethical behaviour" . | Journal of Occupational and Organizational Psychology (2024) . |
| APA | Zhu, J.N.Y. , Lam, L.W. , Li, Y.N. , Shao, M.Q. . Making our groups better? The roles of moral disengagement and group identification in the learning of pro-group unethical behaviour . | Journal of Occupational and Organizational Psychology , 2024 . |
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Although physical activity is presumed to influence individuals' work, motivation for daily physical activity and resulting implications for job performance are absent in the management literature. Integrating conservation of resources theory with the literature on physical activity, we build a theoretical model to address the nomological network of physical activity, inclusive of a predictor (autonomous motivation), mediators (resource caravans: physical, affective, and cognitive), outcomes (performance and health), and boundary condition (job self-efficacy). We test our theoretical model in two experience sampling studies that track employees' physical activity across 10 workdays, using multiple data sources (self, supervisor, and objective). Findings across two studies consistently reveal that autonomous motivation prompts employees' average levels of daily physical activity, which, on a daily basis, generates resource caravans-physical (sleep quality), affective (vigor), and cognitive (task focus)-that, in turn, variously benefit next-day performance (task and creative performance) and health (somatic symptoms). Next-day task performance is enhanced through increased task focus, while next-day somatic symptoms are reduced through improved sleep quality and vigor. Further, job self-efficacy strengthens the benefits of daily physical activity on work outcomes through sleep quality and task focus but not vigor.
Keyword ：
autonomous motivation autonomous motivation job performance job performance job self-efficacy job self-efficacy physical activity physical activity resource caravans resource caravans somatic symptoms somatic symptoms
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| GB/T 7714 | Li, Yolanda Na , Cheng, Bonnie Hayden , Yu, Bingjie et al. Let's get physical! A time-lagged examination of the motivation for daily physical activity and implications for next-day performance and health [J]. | PERSONNEL PSYCHOLOGY , 2023 , 77 (2) : 917-955 . |
| MLA | Li, Yolanda Na et al. "Let's get physical! A time-lagged examination of the motivation for daily physical activity and implications for next-day performance and health" . | PERSONNEL PSYCHOLOGY 77 . 2 (2023) : 917-955 . |
| APA | Li, Yolanda Na , Cheng, Bonnie Hayden , Yu, Bingjie , Zhu, Julie N. Y. . Let's get physical! A time-lagged examination of the motivation for daily physical activity and implications for next-day performance and health . | PERSONNEL PSYCHOLOGY , 2023 , 77 (2) , 917-955 . |
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Student-teacher relationships (STRs) have been examined by many studies. However, an omission still exists, the existing scales are not appropriate for studying STRs in private colleges because of the special character of these schools. This paper presents the development and validation of Private-College Student-Teacher Relationship Scale (PCSTRS), the first instrument to evaluate student-teacher relationships (STRs) in private colleges. The PCSTRS has six dimensions: trust, interaction, intimacy, care, approval, and comfort. In our main study, the validity and reliability of the six-factor PCSTRS model were demonstrated. The result of internal consistency coefficient indicated the high reliability of the scale, and the result of concurrent validity indicated the significant correlational relationships between the PCSTRS with other STR measures. In supplementary study, the PCSTRS was administered to 360 participants to confirm the applicability of PCSTRS and investigate the relation of STRs and students' traits, performance, and wellbeing, as well as the differences between the private school and the public school in this relation; the analyses revealed that there were significant differences in trust, intimacy, and care between private and public colleges; positive correlations were found between STRs and self-esteem, self-efficacy, academic performance, extracurricular activity involvement, and subjective wellbeing. Present research firstly develops the PCSTRS, examined the reliability and validity, and provides the proposed nomological network among related constructs.
Keyword ：
private college private college self-efficacy self-efficacy self-esteem self-esteem student-teacher relationship student-teacher relationship validity and reliability testing validity and reliability testing
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| GB/T 7714 | Bai, Li Ying , Li, Zi Ying , Wu, Wen Xin et al. Student-Teacher Relationship: Its Measurement and Effect on Students' Trait, Performance, and Wellbeing in Private College [J]. | FRONTIERS IN PSYCHOLOGY , 2022 , 13 . |
| MLA | Bai, Li Ying et al. "Student-Teacher Relationship: Its Measurement and Effect on Students' Trait, Performance, and Wellbeing in Private College" . | FRONTIERS IN PSYCHOLOGY 13 (2022) . |
| APA | Bai, Li Ying , Li, Zi Ying , Wu, Wen Xin , Liu, Li Yue , Chen, Shao Ping , Zhang, Jing et al. Student-Teacher Relationship: Its Measurement and Effect on Students' Trait, Performance, and Wellbeing in Private College . | FRONTIERS IN PSYCHOLOGY , 2022 , 13 . |
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员工感知到上级对自己的信任是成功建立上下级信任关系的重要前提。然而,学界和业界对员工被上司信任感的形成机制却知之甚少。符号互动理论与社会信息加工理论为深入探究员工被信任感产生的机理提供了理论视角。根据这两个理论,我们提出授权与培养这两种管理行为是影响员工被上司信任感产生的重要因素;授权与培养对员工被上司信任感影响的有效性依赖于员工的目标导向、上司的可信度以及团队焦虑水平;员工被上司信任感的产生会影响员工的忠诚与敬业奉献,影响程度受制于上司所面临的管理风险。
Keyword ：
上司可信度 上司可信度 员工目标导向 员工目标导向 基于信任的管理行为 基于信任的管理行为 被上司信任感 被上司信任感
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| GB/T 7714 | 朱宁奕 , 江宁 , 刘艳 . 员工被上司信任感的形成机制 [J]. | 心理科学进展 , 2022 , 30 (07) : 1448-1462 . |
| MLA | 朱宁奕 et al. "员工被上司信任感的形成机制" . | 心理科学进展 30 . 07 (2022) : 1448-1462 . |
| APA | 朱宁奕 , 江宁 , 刘艳 . 员工被上司信任感的形成机制 . | 心理科学进展 , 2022 , 30 (07) , 1448-1462 . |
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以福建省为例,运用动态耦合最优化模型,模拟出在水资源总量、用水效率和纳污限制多目标控制下,2012—2025年福建省污水处理技术选择和设施建设方案、产业结构优化方案的最优解集.模拟结果显示:1)膜生物处理技术MBR可被大量用于改善福建省污水治理水平. 2) 2012—2025年,福建省通过新增污水处理设施24处,使污水处理能力由11.5亿m~3增加到15.3亿m~3,再生水回用率由5.3%上升到23.2%. 3)在水资源总量和污染物质减排多目标约束下,主导产业因高耗水、高排污受限,使GRP年均增速低于发展规划目标.为了实现全面高质量发展,应进一步通过技术创新释放主导产业的环境容量.
Keyword ：
优化模拟 优化模拟 多目标约束 多目标约束 水资源利用 水资源利用 福建省 福建省 耦合机制 耦合机制
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| GB/T 7714 | 柯文岚 , 朱宁奕 , 吴容容 et al. 多目标约束下的区域水资源优化利用模拟 [J]. | 福州大学学报(自然科学版) , 2021 , 49 (06) : 872-878 . |
| MLA | 柯文岚 et al. "多目标约束下的区域水资源优化利用模拟" . | 福州大学学报(自然科学版) 49 . 06 (2021) : 872-878 . |
| APA | 柯文岚 , 朱宁奕 , 吴容容 , 闫晶晶 . 多目标约束下的区域水资源优化利用模拟 . | 福州大学学报(自然科学版) , 2021 , 49 (06) , 872-878 . |
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