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Taiwanese Employees' Justice Perceptions of Co-Workers' Punitive Events
In: The Journal of social psychology, Band 143, Heft 1, S. 27-42
ISSN: 1940-1183
How does negative mood affect turnover intention? The interactive effect of self-monitoring and conflict perception
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 24, Heft 1, S. 31-43
ISSN: 1464-0643
Corrigendum to "When do subordinates' emotion-regulation strategies matter? abusive supervision, subordinates' emotional exhaustion, and work withdrawal" [Lead. Quart. 28 (2013) 125–137]
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 24, Heft 4, S. 623
When do subordinates' emotion-regulation strategies matter? Abusive supervision, subordinates' emotional exhaustion, and work withdrawal
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 24, Heft 1, S. 125-137
Role salience and support as moderators of demand/conflict relationships in China
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 23, Heft 6, S. 859-874
ISSN: 1464-0643
Safety Climate and Relational Conflict in the Eyes of Team Members: Examining the Role of Need for Closure
In: Social behavior and personality: an international journal, Band 38, Heft 1, S. 103-114
ISSN: 1179-6391
This study was aimed at examining the safety climate and relational conflict within teams at the individual level. A sample of 372 respondents, divided into 50 teams, was used to test our hypothesis. It was proposed – and discovered – that team members' individual differences
in need for closure mitigated the negative relationship between perceptions of team safety climate and team relational conflict. The implications of our findings and the study's limitations are discussed.
Are supervisors fair mediators? The effects of personality traits and age difference on expected mediation fairness
In: Social behavior and personality: an international journal, Band 37, Heft 1, S. 59-71
ISSN: 1179-6391
In this study subordinates' perceptions of their supervisors as potential mediators of disputes were investigated. In a scenario study using a sample of 122 supervisor-subordinate dyads in Taiwan, it was found that expected fairness of supervisors as mediators is affected by supervisor
extraversion and also by supervisor agreeableness, but only when the supervisor is much older than the employee. Expected fairness of supervisors was not affected by supervisor mediation self-efficacy. These findings suggest that mediator fairness is driven more by personality considerations
than by skill considerations.
The relationship between expatriates' personality traits and their adjustment to international assignments
In: International journal of human resource management, Band 16, Heft 9, S. 1656-1670
ISSN: 1466-4399
THE EFFECTS OF PERCEIVED IDENTITY AND JUSTICE EXPERIENCES WITH AN ADR INSTITUTION ON MANAGERS' DECISION PREFERENCES
In: International Journal of Conflict Management, Band 15, Heft 1, S. 57-76
This study samples 78 business decision‐makers whose cases were part of an alternative dispute resolution (ADR) process, i.e., the Public Construction Commission (PCC), which operates under the government in Taiwan, between 1997 and early 2000. The authors propose an interaction between two variations of trust—category‐based trust and experience‐based trust—and hypothesize that decision‐makers' perceived identity with new versus old government ideology and past justice experiences (with the PCC) would jointly affect their decision preferences. The results partially support these hypotheses. The authors emphasize the critic role of trustworthiness of the third‐party ADR providers. We conclude with a discussion of the implications of the findings.
The effects of perceived identity and justice experiences with an ADR institution on managers' decisions
This study samples 78 business decision‐makers whose cases were part of an alternative dispute resolution (ADR) process, i.e., the Public Construction Commission (PCC), which operates under the government in Taiwan, between 1997 and early 2000. The authors propose an interaction between two variations of trust—category‐based trust and experience‐based trust—and hypothesize that decision‐makers' perceived identity with new versus old government ideology and past justice experiences (with the PCC) would jointly affect their decision preferences. The results partially support these hypotheses. The authors emphasize the critic role of trustworthiness of the third‐party ADR providers. We conclude with a discussion of the implications of the findings.
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The Effects of Perceived Identity and Justice Experiences with an ADR Institution on Managers' Decision Preferences
In: The international journal of conflict management: IJCMA, Band 15, Heft 1, S. 57-76
ISSN: 1044-4068
Chinese acceptance of mistreatment by in-relation offenders can be neutralized by triggering a "group" collectivism perspective
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 28, Heft 3, S. 384-398
ISSN: 1464-0643