Li GuoUniversity of International Business and Economics
Li Guo
Doctor of Business Administration
About
12
Publications
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Introduction
leadership, emotions, ethics, career.
Publications
Publications (12)
Despite the salutary effects of mask wearing broadly recognized during the COVID-19 pandemic, little is known about the consequences of wearing masks in the workplace. The current research raises the question of whether and how mask wearing may impact employees' emotional well-being at work. Drawing on emotion regulation theory (e.g., Gross, 1998,...
Researchers have become increasingly interested in exploring leaders’ behaviours that promote followers’ proactive behaviours, but the literature is limited to leadership styles and generally does not consider leader displays of emotion. In this study, the impact of leader expressions of gratitude on followers’ proactive behaviours was examined fro...
Our research investigates when and why voice sustains or ceases at work. Based on the issue‐selling framework and approach/avoidance theory of power, we argue that leader humble behavior is a power‐equalizing behavior that facilitates subsequent voice after present voice. By contrast, leader abusive behavior is a power‐asymmetry‐exacerbating behavi...
Future work self salience (FWSS) refers to individuals having a clear and accessible image of possible self-concerning future work that encapsulates their hopes and aspirations. FWSS guides employees' work and careers and leads to many favorable work consequences, such as work engagement, organizational socialization, and job performance. However,...
Drawing upon social support resource theory, this study examines the negative influences of co-worker incompetence accusations on a focal employee’s relational energy and subsequent creativity and the moderating role of servant leadership in mitigating these negative influences. The results of a two-wave, multi-source survey reveal that co-worker i...
In this research, we examine how a supervisor’s divergent interpretations of employee working overtime would influence the supervisor’s ratings of employee performance. Adopting affect-consistency bias theory, we propose that whether a supervisor likes an
employee is a critically contingent factor on whether employee working overtime is perceived a...
In this paper, we explore why and when perfectionistic leaders are likely to abuse subordinates. The results of a multi‐wave, multi‐source survey study of 253 pairings of leader–subordinate dyads indicate that perfectionistic leaders are likely to perceive less control than non‐perfectionistic leaders and are thus likely to show more abusive behavi...
This paper investigates the complementary or substitute relationship between knowledge searching in teams and in professional virtual forums (PVFs) will depend on the motivations of knowledge searching. We select creative thinking as an intrinsic motivation of knowledge searching in teams and expertize identification as an extrinsic motivation of e...