Sudong Shang

Sudong Shang
Griffith University · Department of Employment Relations and Human Resources

PhD

About

23
Publications
35,578
Reads
How we measure 'reads'
A 'read' is counted each time someone views a publication summary (such as the title, abstract, and list of authors), clicks on a figure, or views or downloads the full-text. Learn more
313
Citations
Additional affiliations
March 2015 - December 2016
University of Waikato
Position
  • Research Assistant
Education
March 2013 - September 2017
University of Waikato
Field of study
  • Organisational Psychology
July 2010 - November 2011
University of Science Malaysia
Field of study
  • Social Science
September 2004 - July 2008
Henan University
Field of study
  • Organisational Psychology

Publications

Publications (23)
Article
Full-text available
Introduction: Despite neurodivergent employees’ unique skills, they face underrepresentation and undervaluation at work. This review investigates the potential of social media (SM) applications in creating the inclusion of neurodivergent employees. We employ the technology affordance lens and a diversity and inclusion model to explore how SM can fa...
Article
Full-text available
This study aims to test a cross-lagged model that explores the relationship between organizational socialization and the cooperative behavior of newcomers, along with the mediating role of perceived organizational support and perceived insider status. Questionnaire survey was conducted to collect sample data, and two-wave cross-lagged design with a...
Book
The Asia-Pacific Region is progressively asserting its presence on the global stage, emerging as a vibrant, technologically advanced, dynamic, and energetic business hub. In response to the changing landscape of the region, individuals are adapting their routines both in their professional and personal lives, shedding light on the evolving work–lif...
Article
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...
Article
Full-text available
To facilitate a much greater understanding of work–family conflict (WFC) in the cross-cultural context, work–family research begins to investigate the critical role of acculturation in WFC. The purpose of this study is to expand understanding of the role of acculturation in a more nuanced way by investigating how two important facets of acculturati...
Article
Full-text available
There are two conflicting opinions regarding job insecurity in current literature: that it exacerbates unsafe behaviors, and that it discourages unsafe behaviors. This demonstrates the theoretical confusion over the exact nature of the relationship between job insecurity and unsafe behaviors. To clarify this confusion, this study proposes a curvili...
Article
Full-text available
Remote working caused by the COVID-19 pandemic has eroded boundaries between work and home, necessitating the need to evaluate the long-term impacts of these changes and mitigate any negative effects on workers’ work-life experiences. To do so, we reviewed and examined work-life research published since the start of the pandemic. The review yielded...
Chapter
Full-text available
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...
Article
There is scant research examining both the psychological (individual) and leadership (environmental) influences on older workers. We firstly examine the influence of older workers' mindfulness on their job engagement, job satisfaction and turnover intentions. Secondly, we address effective leadership approaches for older workers, comparing two posi...
Article
Full-text available
Social media has rapidly become an important tool in organizations and has a significant impact on employees’ work and organizational operations. By applying social media to their daily work, employees gain access to important information resources that can help them get things done. Using the conservation of resources theory, this study examines t...
Chapter
Full-text available
In the last three decades, work-life scholars have devoted significant effort to understand individuals’ work-life experiences, particularly work-life conflict. However, recent literature has found that prior findings on work-life conflict tend to be inconsistent when cultural values are considered. Cultural values influence the meaning and enactme...
Article
Full-text available
Drawing on survey findings, in this article the authors examine levels of public support in New Zealand for a union default. The key findings are that support is high (59%), that support is principally predicted by a belief in the default’s effectiveness for improving employees’ lives, and that this belief mediates a number of other predictors, suc...
Article
Full-text available
Purpose Servant leaders focus on their direct reports to enable them to grow to be independent and autonomous leaders. The purpose of this paper is to understand the way personal values and personality traits collectively influence this other-centered behavior. This will go a long way to unravel this unique style of leadership. Design/methodology...
Article
Full-text available
Drawing on spiritual leadership theory and intrinsic motivation theory, we proposed a homologous multilevel model to explore the effectiveness of spiritual leadership on employees’ task performance, knowledge sharing behaviors and innovation behaviors at the individual level. With questionnaires rated by 306 pairs of employees and their supervisors...
Article
Full-text available
Work-family conflict (WFC) research has focused almost exclusively on non-immigrant populations. To expand the understanding of WFC among immigrants, this longitudinal study (6-month time lag) aimed to investigate the mechanisms linking acculturation, strain-based WFC, and subjective well-being. In order to do this, two theory-based mediation model...
Article
Full-text available
This study examined the antecedents of work-family conflict (WFC), and the mediation effects of WFC on well-being consequences among Chinese immigrants to New Zealand, along with the moderating role of acculturation. Four types of WFC were explored: time-based and strain-based work interference with family, and time-based and strain-based family in...
Conference Paper
Full-text available
We examined the mediation effects of work-to-family conflict between interpersonal conflict at work and well-being, and the moderation effects of acculturation, among 264 Chinese immigrants in New Zealand, over two time periods. Strain-based work-to-family conflict had significantly mediating effects, suggesting that conflict has detrimental outcom...

Questions

Questions (6)
Question
Some researchers and journal reviewers start to concern the presence of self-selection-based endogeneity issues. Can anybody explain what exactly is "endogeneity" in social science or management research? And how shall we deal with it? Any suggestions or comments will be greatly appreciated.
Question
Currently, we are conducting a study related to servant leadership and leadership effectiveness. Basically, we averaged the measures of several followers to get one overall rating of their (common) leader’s level of servant leadership and leadership effectiveness. Other measures of variables in this study were completed by leaders themselves, such as personality etc.. Do I need to consider this will be a multi-level analysis, as we have aggregated the scores from followers into leader's level..? Thank you very much.
Question
Dear colleagues, I am having some issue with confirmatory factor analysis in AMOS. We conducted a confirmatory factor analysis on 10 factors. However, AMOS does not run the model stating that the "sample moment matrix is not positive definitive". I basically followed the James Gaskin instructions: https://www.youtube.com/watch?v=rOeFJKrGhlM
Does anybody know how to cure this issue?  
Lots of thanks in advance!
Question
X is an independent variable while Y is a dependent variable. M is a moderator. After testing, we know that X doesn't significantly predict Y. But the interaction of X and M ( zX * zM) significantly predicts Y. Can we say M significantly moderates the relationship between X and Y? Thanks.
Question
In longitudinal study (two wave), normally we will choose time 2 mediator and time 2 outcomes in the model. My question is: do we really need to control them by using time 1 mediator and time 1 outcomes respectively? Thanks a lot. 
Question
If moderators are categorical, like gender, how to test the model in Amos and plot the significant effects? Thanks

Network

Cited By