Wu Liu

The Hong Kong Polytechnic University | PolyU · Department of Management and Marketing

Organizational teams increasingly engage in inter-team coordination activities. Though past literature suggests that inter-team coordination benefits team performance, recent studies reveal that teams may in fact fail to reap such performance benefits. To investigate the boundary condition as well as the process underpinning the relationship betwee...

Social exchange theory suggests that after receiving help, people reciprocate by helping the original help giver. However, we propose that help recipients may respond negatively and harm the help giver when they perceive helping as a status threat and experience envy. Integrating the helping as status relations framework and the social functional p...

The extant team affect literature is silent on how team hopelessness may impact team functioning and, more importantly, how leaders may help to regulate it. Relying on the Appraisal‐Tendency Framework of emotion, this paper examines the effect of team hopelessness on team performance, as well as its underlying mechanism, collective efficacy. It als...

Objective This article introducesTreatment Verification Behavior (TVB) to conceptualize patient proactivity. The article also aims to examine doctors’ responses to patients’ TVBs. Methods A doctor-patient paired, two-wave data set was collected from eight hospitals in North China. We collected data from 304 doctor-patient dyads with each doctor ra...

We investigated how abusive supervision influences interactions between third-party observers and abused victims and hypothesized when and why third parties react maliciously toward victims of abusive supervision. Drawing on the theory of rivalry, we predicted that third-party observers would experience an “evil pleasure” (schadenfreude) when they...

Endorsing employee voice is one thing; implementation of endorsed ideas is another. Although organizational research has paid increasing attention to examining managers’ psychological endorsement of employee voice, the factors that can affect managers’ actual implementation of endorsed employee voice remain unclear. Drawing on the theory of planned...

Negotiation scholars generally model agreement as the terminal “endpoint” of the process. From this perspective, parties instantaneously realize their outcomes when agreement is reached. Although this conception may also reflect the understanding of some negotiators (those with what we call a “Fixed Agreement” mindset), we argue that others actuall...

Extant voice research has focused mainly on the conditions under which employees speak up, but we have limited knowledge about how employees speak up. This study examines voice tactics or the various ways in which employees express concerns to or share suggestions with their managers. Based on the notion that voice is a deliberative behavior, we dr...

Negotiation scholars generally model agreement as the terminal “endpoint” of the process. From this perspective, parties instantaneously realize their outcomes when agreement is reached. Although this conception may also reflect the understanding of some negotiators (those with what we call a “fixed agreement” mindset), we argue that others actuall...

This special issue introduces new directions for exploring the consequences of proactive behaviors. The authors summarize the new scopes of consequences, new social contexts, and new methods in this exploration. They also identify several limitations of the existing literature and call for more future research in this stream.

Research on leader–member exchange (LMX) has predominantly taken a dyadic relationship perspective to understand the differences in overall exchanges across leader–member dyads, while neglecting the within-dyad exchange dynamics across a series of episodic resource transactions. Drawing from the literature on equity and reciprocity principles of so...

Research on abusive supervision has predominantly focused on the consequences for victims while overlooking how leaders respond to their own abusive behavior. Drawing from the literature on moral cleansing, we posit that supervisors who engage in abusive behavior may paradoxically engage in more constructive leadership behaviors subsequently as a r...

Group members gain social status via giving favors to others, but why and when they do so remain unclear in the literature. Building on social exchange theory and social status literature, we identify three types of favor giving among group members (generous, stingy, and matched) and propose that an affective mechanism (i.e., gratitude) and a cogni...

Departing from past research on managers’ responses to employee voice, we propose and examine a nonlinear linkage between promotive/prohibitive voice and managers’ evaluations of voicers (i.e., manager-rated voicers’ promotability and overall performance). Drawing from social persuasion theory, we theorize that managers tend to give more positive e...

Although researchers have argued that employees often carefully examine social contexts before speaking up to leaders, the role of leaders' affective states has received little attention. The current research addresses this important issue from an emotion-associal-information perspective by exploring whether, why, and when leaders' affect influence...

Fixed-pie bias, defined as the erroneous belief that the other negotiation party's interest is directly opposite to one's own, has been a consistent hurdle that negotiators must overcome in their efforts to achieve optimal negotiation outcomes. In this study, we explore the underlying cognitive mechanism and the social antecedents of fixed-pie bias...

Instilling and cultivating trust with clients, patients, and customers has become an increasingly important for highly expert service providers. We advance understanding of how service providers, specifically doctors, can develop patient trust through specific interpersonal behaviors and strategies during service- interactions. Integrating literatu...

Employees often assess whether the social context is favorable for them to speak out, yet little research has investigated how the target's mood might influence the actor's voice behavior. From an affect-as-social-information perspective, we explored such potential effects of the target's mood on the actor's promotive voice in 2 empirical studies....

Breaking away from previous theoretical and empirical works on the consequences of upward voice, we theorize that an increase in the frequency of upward voice is more likely to alert managers’ attention to the voice and to project a competent image of the voicing employees to the managers. After the frequency of voicing passes an optimal point, a f...

Drawing upon the notion of managerial discretion from upper echelons theory, we theorize which external contingencies moderate the relationship between collective organizational citizenship behavior (COCB) and unit performance. Focusing on business unit (BU) management teams, we hypothesize that COCB of BU management teams enhances BU performance a...

The existing voice research has mainly focused on when employees would speak up, but we have limited knowledge about how employees would speak up. In this study we examine not only voice but also employee voice tactics, defined as various manners employees take to express concerns or share suggestions to their leaders. Based on upward communication...

We investigate how trust reduces the tendency to use deception in negotiations from a culturally contextual perspective. We find culturally divergent patterns across Chinese and American negotiators. Specifically, for Chinese negotiators, cognition-based trust decreases the approval of using negative emotional and informational deception, whereas a...

We investigated how employees can, simultaneously, speak up to leaders at different levels of the organizational hierarchy. In particular, we examined 2 targets of employees' upward voice on work-related issues: the direct leader (i.e., the supervisor) and the skip-level leader (i.e., supervisor's boss). Drawing on emerging research on the socially...

This paper investigates how trust reduces deception in negotiations and finds culturally divergent patterns across Chinese and American negotiators. Theoretical reasons and empirical evidence suggest the moderating role of trust in reducing deception in negotiations. Specifically, for American negotiators, cognition-based trust increases the likeli...

abstractThis study identifies the influencing processes that underlie the effect of the three paternalistic leadership dimensions on subordinates' work performance/organizational citizenship behaviours. The results, based on data collected from private firms in China, showed that perceived interactional justice mediated the effects of moral leaders...

As the business world becomes more global many managers have spent significant time studying and working abroad. Does this overseas experience re-shape how managers think about the world? In this study we examined attribution patterns of Taiwanese managers who have studied and worked abroad. We found that managers who have been abroad switch their...

We challenge Gelfand and Realo’s (1999) argument that accountability motivates negotiators from relationally-focused cultures to use a more pro-relationship approach during negotiations. Our research shows that the effect they predict is found only when the other negotiating partner is an in-group member. Specifically, in two studies involving part...

Voice behavior refers to the behavior that proactively challenges the status quo and makes constructive changes. Previous studies have explored the antecedents of employees' voice behavior, but to whom employees are likely to voice their thoughts has remained rarely examined. We propose that voice behavior is target-sensitive and that there are two...

The change and convergence of mental models have received increasing attention, while the antecedents have been under researched. The purpose of this study is to explore under which conditions people are likely to change and converge their mental models in the context of dyadic negotiation. Based on the motivated information processing model of neg...

Most cross-cultural research focuses on general differences or similarities between cultures, while little attention has been paid to when these differences emerge. A dynamic constructivist view of culture (Hong, Morris, Chiu, & Benet- Martínez, 2000; Morris & Fu, 2001) posits that culture impacts individuals’ behaviors through the activation of cu...

This study examines individual and cultural antecedents of incivility in the workplace, using a sample of MBAs and EMBAs from Taiwan and the United States. We predicted that individual achievement orientation would enhance incivility, based on Dollard’s frustration aggression hypothesis, and that those who were higher in direct conflict self-effica...

In this study, the authors examined differences between Chinese and American commercial arbitrators. They predicted and found that Chinese arbitrators make higher awards for interfirm contract violations than Americans. This difference is partially explained by differences in attributions. Prior theory suggests, and the authors found, that the Chin...

In this study, we examine differences between Chinese and American commercial arbitrators. We predict, and find, that Chinese arbitrators make higher awards for inter-firm contract violations than Americans. This difference is partially explained by differences in attributions. Prior theory suggests, and we find, that Chinese tend to have more inte...

As the business world becomes more global, the situation faced by companies in Taiwan is increasingly familiar - many managers have spent significant time studying and working in the U.S. Does this overseas experience re-shape how Taiwanese managers think about the world? In this study we examined attribution patterns of Taiwanese managers who have...

This study proposes that culture moderates the relationship between individual factors and incivility. This occurs because some cultures allow for incivility while others constrain incivility more heavily. We tested our hypotheses with a sample of 268 MBAs and EMBAs from Taiwan and the United States. Our results showed that only among those who per...

Cultural intelligence (CQ), defined as one's capability to adapt to new cultural contexts (Earley, 2002), is a new concept in organizational literature. In this paper, we identify cultural intelligence as an important individual variable in international business negotiation. We propose a conceptual model, discussing the impacts of CQ on internatio...

Most arbitration research has been conducted in United States, despite the growth of arbitration internationally. In this study, we examine differences between Chinese and Americans arbitrators. First, we examine general levels of leniency versus punishment when arbitrators make awards. We predict, and find, that Chinese arbitrators punish bad perf...

Most arbitration research has been conducted in United States, despite the growth of arbitration internationally. In this study, we plan to examine one area where cross-cultural differences between Chinese and Americans have been found - attribution - and explore what effects this might have on arbitrator decisions. Cross-cultural attribution liter...

In this paper, we ask: Can biculturalism help in management? Why should scholars in organizational behavior and international management pay attention to biculturalism? We will argue that biculturalism offers two elements that can benefit organizations: adaptability and boundary spanning. Adaptability is the ability to shift one’s actions to the de...