ORCID Profile
0000-0002-6249-2659
Current Organisation
RMIT University
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Publisher: Wiley
Date: 17-11-2023
DOI: 10.1111/APPS.12442
Abstract: In iduals often need to be proactive in order to successfully navigate their career development journeys. To what extent one is vocationally proactive has critical implications for his or her attitudes, behaviors, and other outcomes in career and work‐related settings. However, research in career proactivity has been accumulating from ergent perspectives, resulting in a substantially fragmented literature that has not been comprehensively, objectively synthesized to guide the field to move forward. To advance the domain of career proactivity, this paper synthesizes theoretical and empirical literatures using two major bibliometric analyses. We first analyze the intellectual basis of the career proactivity literature by performing document citation analysis. We then review the developmental trends of main conceptual themes in career proactivity literature using a temporal co‐word analysis. Informed by these bibliometric findings, we propose a roadmap for future research highlighting the need to clear up concepts, account for context, develop new meso‐level theories, and bridge the domains of organizational behavior and vocational development.
Publisher: Emerald
Date: 04-02-2022
DOI: 10.1108/ECAM-08-2021-0731
Abstract: With multiple-related organizations, worldwide infections, deep economic recession and public disorder, and large consumption amount of anti-epidemic resources, the coronavirus disease 2019 (COVID-19) has been defined as a public health emergency of international concern (PHEIC). Nowadays, Wuhan has recovered from the pandemic disaster and reentered normalization. The purposes of this study are to (1) summarize organization collaboration patterns, successful experience and latent defects under across-stage evolution of Wuhan's cooperation governance mode against the pandemic, and on the basis, (2) reveal how the COVID-19 development trends and organizations' collaborative behaviors affected each other. Detailed content analysis of online news reports covering COVID-19 prevention and control measures on the website of Wuhan Municipal Government was adopted to identify organizations and their mutual collaborative interrelationships. Four complex network (CN) models of organization collaboration representing the outbreak, preliminary control, recession and normalization stages, respectively, were established then. Time-span-based dynamic parameter analyses of the proposed networks, comprising network cohesiveness analysis and node centrality analysis, were undertaken to indicate changes of global and local characteristics in networks. First, the definite collaborative status of Wuhan Headquarters for Pandemic Prevention and Control (WHPPC) has persisted throughout the period. Medical institutions and some other administrations were the most crucial participants collaborating with the WHPPC. Construction-industry organizations altered pandemic development trends twice to make the situation controllable. Media, large-scale enterprises, etc. set about underscoring themselves contributions since the third stage. Grassroots cadres and healthcare force, small and medium-sized enterprises (SMEs), financial institutions, etc. were essential collaborated objects. Second, four evolution mechanisms of organization collaboration responding to the COVID-19 in Wuhan has been proposed. First, universality of Wuhan-style governance experience may be affected. Second, the stage- iding process may not be the most appropriate. Then, data source was single and link characteristics were not considered when modeling. This study may offer beneficial action guidelines to governmental agencies, the society force, media, construction-industry organizations and the market in other countries or regions suffering from COVID-19. Other organizations involved could also learn from the concluded organizations' contributions and four evolution mechanisms to find improvement directions. This study adds to the current theoretical knowledge body by verifying the feasibility and effectiveness of investigating cooperation governance in public emergencies from the perspectives of analyzing the across-stage organization collaboration CNs.
Publisher: Elsevier BV
Date: 02-2018
Publisher: Springer Science and Business Media LLC
Date: 02-2016
Publisher: Springer Science and Business Media LLC
Date: 09-12-2017
Publisher: Elsevier BV
Date: 02-2017
Publisher: Informa UK Limited
Date: 16-11-2018
Publisher: Wiley
Date: 06-03-2021
Publisher: Emerald
Date: 12-09-2023
Publisher: Springer Science and Business Media LLC
Date: 20-10-2016
Publisher: Elsevier BV
Date: 02-2019
Publisher: Wiley
Date: 27-08-2014
Publisher: Wiley
Date: 03-2016
DOI: 10.1002/JOEC.12026
Publisher: Emerald
Date: 13-08-2021
Abstract: This study examines employees' metacognitive cultural intelligence as a moderator in the relationship between leader-member exchange (LMX) and employees' subjective well-being. We tested the conceptual model using regression analysis from a s le of 462 migrant workers in Australia. The results demonstrated that employees' metacognitive cultural intelligence moderated the relationship between LMX and employees' subjective well-being in such a way that the effect was stronger among those employees with lower levels of metacognitive cultural intelligence. The cross-sectional design, with self-reporting at one point in time, could affect a causal relationship among variables, although each relationship was built on strong theoretical perspectives. However, prior research emphasizes that a single source is not considered to be an issue when interactions are examined. One way to improve metacognitive cultural intelligence for global leadership effectiveness could be through the introduction of ersity and cross-cultural training, such as didactic programs provided either in-house or by external institutions. Drawing on Conservation of Resources theory, this paper contributes to the literature by demonstrating that employees' metacognitive cultural intelligence is a boundary condition that alters the strengths of the LMX–subjective well-being relationship.
Publisher: Elsevier BV
Date: 11-2015
Publisher: Wiley
Date: 12-02-2022
DOI: 10.1111/APPS.12374
Abstract: Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization‐based self‐esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario‐based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent workers with higher levels of OBSE from thriving at work. This finding is verified in Study 2, in which we use multiwave, multisource data collected from 207 employees and their supervisors to test the proposed model. The results further show that for employees with higher levels of OBSE, thriving at work is more likely to mediate the relationship between workplace ostracism and employee creativity. These findings provide important practical implications for fostering employee thriving and promoting creativity in the workplace by managing workplace ostracism.
Publisher: Elsevier BV
Date: 07-2017
Publisher: Informa UK Limited
Date: 30-12-2015
Publisher: Springer Science and Business Media LLC
Date: 20-10-2016
Publisher: Emerald Publishing Limited
Date: 13-07-2017
Publisher: Emerald
Date: 10-02-2022
DOI: 10.1108/JSTP-08-2021-0180
Abstract: Grounded in the job demands–resources (JD-R) theory, this study investigates how the difficulty in social distancing at work, resulting from the COVID-19 crisis, may lead to intention to quit and career regret and how and when these effects may be attenuated. Three-wave survey data were collected from 223 frontline service workers in a large restaurant company during the COVID-19 crisis. The results show that difficulty in social distancing reduced employees' work engagement, and consequently, increased their turnover intention and career regret. These relationships were moderated by external employability, such that the influence of difficulty in social distancing weakened as external employability increased. Social distancing measures have been applied across the globe to minimize transmission of COVID-19. However, such measures create a new job demand for service workers who find it difficult to practice social distancing due to the high contact intensity of service delivery. This study identified personal resources that help service workers cope with the demand triggered by COVID-19.
Publisher: Emerald
Date: 25-05-2018
Abstract: The purpose of this paper is to examine the mediating roles of procedural justice and distributive justice in the organizational inclusion-affective well-being relationship. Data were collected from 253 Australian employees using an online survey. The study used confirmatory factor analysis and structural equation modeling to analyze the data. Organizational inclusion was positively related to both distributive justice and procedural justice. The relationship between organizational inclusion and affective well-being was mediated by both distributive justice and procedural justice. The cross-sectional design may have limited the empirical inferences however, the proposed model was based on robust theoretical contentions, thus mitigating the limitation of the design. Data were collected from a single organization, thus limiting generalizability. Implementation of inclusion training activities at organizational, group, and in idual levels is important to enhance perceptions of organizational inclusion and subsequently improve employee affective well-being. Based on the group engagement model and group-value model of justice, this paper adds to the literature by demonstrating two mediating mechanisms driving the organizational inclusion-affective well-being relationship.
Publisher: Elsevier BV
Date: 12-2021
Publisher: Elsevier BV
Date: 08-2016
Publisher: Springer Science and Business Media LLC
Date: 28-08-2017
Publisher: Springer Science and Business Media LLC
Date: 24-06-2018
Publisher: Informa UK Limited
Date: 26-12-2019
Publisher: Wiley
Date: 03-2019
DOI: 10.1002/JOEC.12099
Publisher: Informa UK Limited
Date: 10-05-2017
Publisher: Wiley
Date: 2021
DOI: 10.1111/APPS.12307
Publisher: Wiley
Date: 19-06-2021
DOI: 10.1111/IMIG.12889
Abstract: This paper uses panel data from the Building a New Life in Australia survey to examine the relationship between proficiency in English and labour market outcomes among humanitarian migrants. We show that having better general or speaking skills in English is associated with a higher propensity for participation in the labour force and success in getting a job. We also find that participating in an English training programme is strongly and positively associated with gaining better language skills. Among the channels leading to these outcomes, we find that self‐esteem, self‐efficacy and general health partially mediate the relationship between English proficiency and labour force participation. Self‐efficacy, general health status and indicative serious mental illness also partially mediate the relationship between better English proficiency and the chance of getting a job.
Publisher: Wiley
Date: 03-03-2019
DOI: 10.1002/JOB.2358
Publisher: Springer Science and Business Media LLC
Date: 23-07-2022
DOI: 10.1007/S10869-022-09834-Y
Abstract: Drawing on job demands-resources theory, we propose that perceived red tape, as a hindrance job demand, triggers attitudinal and behavioral precursors of turnover in employees (turnover intentions and job search behaviors) by reducing their work engagement. In addition, we hypothesize that career adaptability, as a personal resource, buffers the detrimental effects of perceived red tape. In Study 1, three-wave data collected from employees ( N = 202) working in Tanzanian public sector organizations supports the finding that work engagement mediates the effect of red tape on turnover intentions. Study 2 confirms this mediation, using data ( N = 405) collected at three time points from a Chinese private organization, further verifying the mediating role of work engagement in the effect of red tape on job search behaviors. Supporting the moderating role of career adaptability, Study 2 also found that career adaptability attenuated the influence of red tape on work engagement and, subsequently, on turnover intentions and job search behaviors. Our article theoretically and empirically contributes to the understanding of how and when perceived red tape in organizations leads employees to consider leaving and prepare to leave.
Publisher: Emerald
Date: 04-05-2021
Abstract: The aim of this special issue is to better understand the strategy and change interface, in particular, the (sub)processes and cognitions that enable strategies to be successfully implemented and organizations effectively changed. The ten papers selected for this special issue reflect a range of scholarly traditions and, thus, as our review and integration of the relevant literatures, and our introductions to the ten papers demonstrate, they shed light on the strategy and change interface in starkly different ways. Collectively, the papers give us more insight into the recursive activities, and structural, organizational learning and cognitive mechanisms that are encouraged or deliberately established at organizations to allow their people to successfully implement a strategy and effect change, including achieve greater levels of horizontal alignment. Moreover, they demonstrate the benefits associated with establishing platforms and/or routines designed to overcome decision-makers’ cognitive shortcomings while implementing a strategy or making timely adjustments to it. We conclude our editorial by identifying some yet unanswered questions.
Publisher: Informa UK Limited
Date: 15-12-2023
Publisher: Scientific Journal Publishers Ltd
Date: 07-2013
DOI: 10.2224/SBP.2013.41.6.933
Abstract: We examined the relationship between emotional labor strategy (ELS) and job satisfaction (JS), and the moderating effects of job characteristics on this relationship, based on data collected from 291 supermarket employees. Results showed that the 2 types of ELS, surface acting and deep acting, were negatively and positively related to JS, respectively. In general, job characteristics were found to moderate the relationship between ELS and JS.
Publisher: SAGE Publications
Date: 09-10-2022
DOI: 10.1177/10690727211041532
Abstract: The present study examines the antecedents of the career adaptability of people from a refugee background. Drawing on career construction theory, it specifically examines whether openness to experience fosters career adaptability through enhancing career optimism. In addition, it examines whether family social support moderates the relationship between openness to experience and career optimism, and moderates the mediated relationship between openness to experience and career adaptability through career optimism. Analysis of three waves of data from people from a refugee background seeking employment in metropolitan Australia found support for the hypothesized relationships. In particular, career optimism was found to fully mediate the relationship between openness to experience and career adaptability. In addition, family social support was found to substitute for low levels of openness to experience.
Publisher: Elsevier BV
Date: 02-2019
Publisher: Emerald
Date: 07-04-2015
DOI: 10.1108/APJBA-02-2014-0022
Abstract: – The purpose of this paper is to examine whether distributive justice interacts with procedural justice to influence affective commitment whether organizational trust moderates the relationships of affective commitment with these two justice perceptions and whether organizational trust moderates the interactive effect of justice perceptions on affective commitment. – This study administered both paper and online surveys to university employees from China, South Korea, and Australia, obtaining 706 usable responses from 65 universities. Hierarchical regressions were employed to test hypotheses for each country. The patterns of results were compared across nations. – It was found that in Australia, but not in South Korea and China, distributive justice interacted with procedural justice to influence affective commitment. Results also revealed that in Australia, organizational trust moderated the relationship between affective commitment and distributive justice but not the relationship between affective commitment and procedural justice. By contrast, in South Korea and China, organizational trust had no moderating effect on justice-commitment relationships. – Although this study was limited due to the use of self-report data and the focus of a single type of organization, it provides relatively new cross-cultural evidence regarding justice effects and the role of trust in the Asia Pacific region. – This study is among the first to provide empirical evidence of a moderating effect of trust on justice-outcome relationships. It is also one of the first to cross-culturally investigate the interactive effect of distributive justice and procedural justice, with an additional focus on trust’s moderation role.
Publisher: Emerald
Date: 02-02-2015
Abstract: – The purpose of this paper is to examine whether and how two in idual value orientations – Doing (the tendency to commit to goals and hold a strong work ethic) and Mastery (an orientation toward seeking control over outside forces) – moderate: the relationship between organizational justice and affective organizational commitment, and the mediation role of organizational trust in this relationship. – The authors collected data from 706 employees working in 65 universities across China, South Korea, and Australia. Multi-group confirmatory factor analyses were employed to examine the cross-cultural equivalence of the measures. Hierarchical regressions were performed to test moderating effects of the two cultural value orientations. – Results from the full s le showed that Doing and Mastery moderated the distributive justice-commitment relationship and the procedural justice-trust relationship. Comparisons between countries demonstrated limited cross-cultural differences. – The present study adds to the understanding of the impact of in idual and cultural differences on the relationship between justice and commitment, helping managers understand how employees’ reactions to justice are influenced by cultural value orientations. – This study is a pioneer in empirically integrating the value orientation framework (e.g. Doing and Mastery orientations) and justice research in a cross-cultural context based in the Asia Pacific region. It also advances cross-cultural justice research through using a mediation-moderation combination.
Publisher: Wiley
Date: 26-07-2023
DOI: 10.1111/IMIG.13045
Abstract: This study offers a new perspective on how organisational factors influence migrant workers' cultural intelligence (CQ) by examining a moderated mediation model of the mechanism underlying the relationship between perceived supervisor support and CQ. We tested our model using a survey on a s le of 462 migrants. We found that employees' social exchange and subjective career success mediated the relationship between their perceptions of supervisor support and CQ. Furthermore, perceived organisational support moderated the social exchange–CQ relationship, and this relationship was stronger among workers with perceived high organisational support than for those with perceptions of low support. We also found that the indirect effect of employees' perceived supervisor support on CQ via social exchange was stronger for those with perceived high organisational support than for those with perceptions of low support. This study contributes to a better understanding of factors that foster migrant workers' abilities to navigate erse workplaces.
Publisher: Informa UK Limited
Date: 16-11-2018
Publisher: Elsevier BV
Date: 04-2020
Publisher: Emerald
Date: 05-08-2019
Abstract: Workplace thriving is a psychological state that promotes employee health and development. In addition to presenting a useful instrument that captures the nature of a thriving work life in China, the purpose of this paper is to investigate important factors that influence one’s thriving status within this national context. Using erse approaches across different s les, Study 1 contextualized the content of a workplace thriving scale (WTS) to fit the Chinese context. Study 2 tested the effects of learning goal orientation, exploration at work and role ambiguity on workplace thriving, employing a mediation model. As a supplement, Study 3 examined the test–retest reliability of workplace thriving. Study 1 confirmed that in the Chinese setting, workplace thriving is a higher order construct represented by both a sense of learning and a sense of vitality. Study 2 found that learning goal orientation and exploration at work fostered thriving, while role ambiguity reduced thriving. Also, exploration mediated the relationship between learning goal orientation and thriving. Study 3 verified that the WTS was reliable over time in the Chinese setting, further increasing the reliability of results from Studies 1 and 2. By rigorously and formally contextualizing the concept/construct of workplace thriving in China, this paper is informative for future research on thriving at work in Eastern cultures.
Publisher: Elsevier BV
Date: 09-2021
Publisher: MDPI AG
Date: 24-02-2020
Abstract: This study developed and tested a model, which involves the effects of work–family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment. A structured questionnaire survey was conducted among construction professionals in China, resulting in 317 valid responses. The results, generated from structural equation modelling, revealed two interrelated dimensions of work-family conflicts, work’s interfering with family life and family life’s interfering with work. We found these two types of work-family conflicts directly, negatively affected affective organizational commitments and job satisfaction but not job performance. Additionally, affective organizational commitment positively affected job satisfaction and job performance, and mediated the effects of work–family conflicts on job satisfaction. This study advances our understanding of how or why work–family conflicts produce dysfunctional effects on employees’ job outcomes in the context of construction projects.
Publisher: Wiley
Date: 05-10-2023
DOI: 10.1111/APPS.12435
Abstract: This article introduces the research community to the power of machine learning over traditional approaches when analyzing longitudinal data. Although traditional approaches work well with small to medium datasets, machine learning models are more appropriate as the available data becomes larger and more complex. Additionally, machine learning methods are ideal for analyzing longitudinal data because they do not make any assumptions about the distribution of the dependent and independent variables or the homogeneity of the underlying population. They can also analyze cases with partial information. In this article, we use the Household, Income, and Labour Dynamics in Australia (HILDA) survey to illustrate the benefits of machine learning. Using a machine learning algorithm, we analyze the relationship between job‐related variables and neuroticism across 13 years of the HILDA survey. We suggest that the results produced by machine learning can be used to generate generalizable rules from the data to augment our theoretical understanding of the domain. With a technical guide, this article offers critical information and best‐practice recommendations that can assist social science researchers in conducting machine learning analysis with longitudinal data.
Publisher: Academy of Taiwan Information Systems Research
Date: 28-09-2014
DOI: 10.7903/CMR.12012
Abstract: Focusing on the East Asian context, this study examines (1) cultural and gender differences in entrepreneurial intention, (2) the mediating effects of culture and gender on the relationships between entrepreneurial intention and expectancies of positive entrepreneurial outcomes, and (3) the results of entrepreneurial intention of females. The findings reveal that while Chinese students have a greater entrepreneurial intention than South Korean students, the relationships between entrepreneurial intention and outcome expectancies are stronger in South Korean than in Chinese students. In terms of gender, males have a greater entrepreneurial intention than females. The relationships between entrepreneurial intention and outcome expectancies are stronger in male than in female students. Social status and self-realization are the entrepreneurial outcomes that females value most. Keywords: Entrepreneurial Intention, Desired Entrepreneurial Outcomes, Cultural Difference, Gender Difference To cite this document: Zhou Jiang and Zhongmin Wang, "Entrepreneurial Intention and Outcome Expectancy: Evidence from South Korea and China", Contemporary Management Research, Vol.10, No.3, pp.251-270, 2014. Permanent link to this document: 0.7903/cmr.12012
Publisher: Elsevier BV
Date: 2019
Publisher: SAGE Publications
Date: 10-12-2017
Abstract: This study examined the mediating role of person–environment (P-E) fit in the relationships of perceived social support (PSS) with perceived employability and career decision self-efficacy (CDSE). The moderating role of gender was also tested in the PSS and P-E fit relationship and in the P-E fit mediated relationships of PSS with perceived employability and CDSE. Seven hundred and ninety-nine Chinese university students returned usable questionnaires. Data were analyzed using structural equation modeling (SEM). Results demonstrated that P-E fit fully mediated the relationship between PSS and perceived employability and partially mediated the PSS–CDSE relationship. Multi-group SEM revealed that the relationship between PSS and P-E fit was stronger among males than among females. This gender difference also contributed to the gender difference in the indirect relationships of PSS with perceived employability and CDSE via P-E fit, such that these indirect relationships were stronger for males than for females.
Publisher: Elsevier BV
Date: 02-2021
Publisher: Emerald
Date: 11-03-2022
Abstract: This study investigates why and when leader favorable feedback inhibits employees’ withdrawal behaviors. The authors propose that leader favorable feedback reduces employees’ withdrawal behaviors via employees’ gratitude toward the leader. The authors further posit that this mediation is contingent on leader-member exchange, arguing that as the quality of leader-member exchange increases, employees are more likely to feel grateful and are less likely to withdraw from work. Two-wave, multisource field data collected from 662 employees were used to test our hypotheses. Employees’ feelings of gratitude mediated the negative relationship between leader favorable feedback and employees’ withdrawal behavior. The negative effect of gratitude on withdrawal behavior was stronger under higher levels of leader-member exchange, as was the indirect effect of leader favorable feedback on withdrawal behavior via employees’ gratitude. These results contribute to a social exchange-based understanding of gratitude as an emotional mechanism underlying the feedback and withdrawal relationship and provide important practical implications for managers.
Publisher: Wiley
Date: 09-2018
DOI: 10.1002/JOEC.12092
Publisher: Springer Science and Business Media LLC
Date: 28-08-2017
Publisher: Elsevier BV
Date: 09-2023
Publisher: Elsevier BV
Date: 03-2015
No related grants have been discovered for Zhou Jiang.