Chao Ma

• BBA; MBus; Mphil; PhD
• Lecturer (Assistant Professor) at Australian National University

Purpose The purpose of this paper is to build a moderate mediation model to delineate the effects of leader humility on employee constructive voice behavior based on conservation of resources theory and crossover of resources model. Specifically, when a leader behaves with humility, the followers will be more likely to feel they receive psychologic...

Drawing from self-concept-based theory of work motivation, the present study sought to investigate the positive effect of perceived overqualification on employee outcomes via work engagement under the boundary conditions of empowering leadership and felt role clarity. We tested our hypotheses with a multi-source and multi-wave survey using a sample...

In this study, we examined how perceived overqualification influences employees' career distress and career planning. Specifically, we drew on role identity theory to hypothesize that perceived overqualification is positively related to individuals' career identity. Based on internal self‐processing dynamics of role identity, we further hypothesize...

Contributing to the literature on positive effects of overqualification, this research examines when and why perceived overqualification predicts affiliative and proactive performance at work. Integrating optimal distinctiveness theory with self-construal theory, we propose that depending on the nature of an employee's self-construal (i.e., indepen...

Integrating the theory of workplace deviance with person–environment fit theory, we propose a two-pathway model to explain why and how employees who feel over- qualified engage in time theft behavior. Specifically, we anticipate that feeling over- qualified will negatively influence focal employees' experienced authority fairness and erode their wo...

Drawing from the self-affirmation theory, this research delves into the dynamics of why and how leadership development opportunity can boost Asian employees’ job performance in Western contexts. Specifically, we hypothesize that leadership development opportunity is positively related to Asian employees’ self-affirmation of core values, which furth...

As Artificial Intelligence (AI), particularly generative AI, becomes integral to organizational practices, its capacity to augment human capabilities presents opportunities and challenges. We focus on the integration of AI into the workplace, emphasizing its impact on Asian-Australian migrant workers—a group frequently transitioning from developing...

The purpose of this research is to propose a two-pathway model to investigate the dark side of professionalism among employees. Specifically, drawing from integrative self-control theory, we anticipate that involuntary professionalism will increase employees' cognitive deletion and reduce their work inspiration and as a result, will have a negative...

Drawing from regulatory focus theory, this research strives to investigate why and how overqualified employees engage in different types of followership behaviors using different coping strategies. Specifically, we develop a two-pathway model to propose that, while employees with objective overqualification tend to adopt prevention-focused coping s...

This study aims to advance current understanding concerning situational cues that trigger identity threat at the workplace among temporary workers and associated effects on their integration outcomes in the flexible employment scenario. We used the social identity threat theory to empirically investigate the impact of the extent to which regular em...

Purpose This study aims to enhance the effectiveness of knowledge markets and overall knowledge management (KM) practices within organisations. By addressing the challenge of internal knowledge stickiness, it seeks to demonstrate how machine learning and AI approaches, specifically a text-based AI method for personality assessment and regression tr...

Drawing on implicit leadership theory, this study examines the key conditions under which leader humility facilitates the career outcomes of employees. First, considering both similar-attraction and opposite-attraction perspectives within implicit leadership theory, we propose two competing hypotheses, and suggest that leader humility interacts wit...

Employee wellbeing has emerged as a critical factor influencing individual and organisational success worldwide. In the context of China, a rapidly evolving economic powerhouse, understanding the state of employee wellbeing is essential for promoting sustainable development and fostering a healthy and productive workforce. This book chapter present...

Previous research has found inconsistent relationship between general humility and individual well-being. Moreover, there is very limited exploration of its underlying mechanisms and boundary conditions. Drawing from ego-depletion theory and self-efficacy literature, we propose an integrated model that examines the concurrent effects of employee hu...

An intriguing paradox in organizational management is that authoritarian leadership continues to prevail, particularly in high power distance contexts, despite recurring adverse research outcomes. To explore this puzzle, this study integrated cultural and active leader-choice perspectives and proposed a comprehensive framework to illustrate how pow...

Employee overqualification has become a prevalent issue worldwide and academic research on its effects has been proliferated. Considering the growing attention on employee overqualification and recognizing the surge of fruitful outcomes of perceived overqualification research in literature, we highlight the focus on ethnic minorities to understand...

This study presents an innovative exploration into the intricate interplay between environmental and individual factors influencing actual knowledge-sharing behaviours in market-based platforms. Utilizing machine learning and regression tree analysis, this research overcomes limitations of traditional methodologies like regression analysis and stru...

Guided by uncertainty management theory, we investigate the effects of POQ on both pro-organizational voice behavior and self-interested voice behavior through the mediating role of felt uncertainty. In addition, we propose that ethical leadership serves as a key moderator mitigating the negative relationship between POQ and felt uncertainly. We te...

Employee voice is a major type of proactive behaviour in the workplace, and its patterns vary across different countries and cultural contexts. In this book chapter, by examining the history and development of employee voice in China, we aim to provide a systematic overview of this line of research in the Chinese context. In specific, this book cha...

Discipline-focused and dominance-focused authoritarian leadership are two different types of authoritarian leadership. While the detrimental effects of authoritarian leadership on employees’ organizational-focused voice have been established in the literature, we have yet to understand the relationships between different types of authoritarian lead...

Drawing from self-regulatory resource theories, our research examines how and why technology-assisted supplemental work (TASW) is related to employees’ deviant behaviour toward their family member. To be specific, TAWS has a positive association with mental fatigue, which leads to increased deviant behaviour towards family member. In addition, an i...

Purpose Meaningful feedback at work signals effective performance management. Drawing on a new perspective of the conservation of resources (COR) theory, this paper aims to examine the mediating effect of relational energy in the relationship between supervisor developmental feedback and subordinates' task performance with the moderating role of le...

China's economic rise has coincided with the participation of a new generation of skilled employees across the country. Correspondingly, Chinese employees now enjoy more job opportunities than before, especially in relation to career choices and learning and development opportunities. Despite China's large presence in the global economy, archaic we...

In this research, we drew upon implicit leadership theory to examine the joint effects of leader humility, follower power distance, and follower narcissism on proactive career behavior via perceived leader competence. Specifically, we proposed that leader humility would be perceived as more competent for the employees with lower power distance; we...

Purpose This paper aims to build a moderate mediation model to delineate when and how employee with perceived overqualification will exert extra effort and therefore engage in more altruistic helping behavior. Design/methodology/approach The research hypotheses were empirically tested using multitime and multisource survey data. Given the nested n...

The current study examines both the positive and negative interpersonal consequences of perceived overqualification. Building on evolutionary psychology theory and prior research, we clarify the underlying mechanism of pride through which perceived overqualification predicts interpersonal behaviors. Specifically, we propose that perceived overquali...

Purpose Grounded in social exchange theory (SET), the purpose of this paper is to examine the relationship between empowering leadership and unethical pro-organizational behavior (UPB), as mediated by duty orientation (including duty to members, duty to mission and duty to codes). Further, this study proposes that perceived leader expediency modera...

Research investigating the underlying mechanisms and boundary conditions under which leader humility influences employee voice remains underdeveloped. Drawing from approach–inhibition theory of power and leader humility literature, we developed a moderated-mediation model in which personal sense of power (i.e., employees’ ability to influence other...

Scholars and practitioners alike have recognized that a popular leadership approach of leader humility is an important factor affecting employee outcomes. In response to calls for more research theorizing and examining effects and benefits of leader humility, we propose a moderating mediation model to delineate the effects of leader humility on emp...

A growing body of literature has shown the prevalent yet detrimental influence of work ostracism in the workplace. Drawing on both a symbolic interactionism view of the identity theory and the self-consistency theory, we propose a model to unpack its influence upon individual proactive and deviant behaviors through one’s outsider status perception....

It has been shown that employee voice (e.g., making constructive suggestions) has significant positive effects on team and organizational effectiveness; however, many employees are often unwilling to speak up or voice their opinions. Understanding how to encourage employees to speak up has become increasingly important for today’s organizations. Dr...

Purpose – The purpose of this paper is to develop a model of the processes through which approach and avoidance motivation influence constructive and defensive voice behavior, with the moderating role of workplace ostracism and contingent self-esteem. Design/methodology/approach – The paper is conceptual and quantitative study should be conducted...

Integrating the mediating mechanism of self-perception with the moderating effect of affirmational thinking, in this paper we presented a conceptual model grounded in both self-concept based theory and the self-affirmation theory. We posited that abusive supervision caused psychological threat which narrowed individuals’ perspective on self and, th...

Integrating the expanding voice literature, in this article I developed a motivation-voice model that is theoretically grounded in self-regulation theory. From self-regulation theory, I posited that the differences on employees’ motivation lead to different types of voice behavior. Specifically, I proposed that approach motivation is positively rel...

Current research has explored that empowerment from managers helps improve employees’ performance through intrinsic motivation at Western context. However, this relationship has not been studied using data from China. The purpose of this study was to investigate whether empowerment from managers contributes to individual job performance of employee...