Ying (Lena) Wang

Ying (Lena) Wang
RMIT University | RMIT · School of Management

PhD, University of Sheffield

About

61
Publications
31,402
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
503
Citations
Introduction
I am a researcher based at the School of Management, RMIT University. Currently I have two main research interests. First, how do individuals manifest their personality and individual differences at work, and how does work shape personality. Second, how can organisations capitalise on employee diversity and create more inclusive culture. My current interest focuses especially on employees with lived experience of mental health challenges and employees identifying as LGBTQIA+.
Additional affiliations
October 2016 - November 2018
RMIT University
Position
  • Lecturer
January 2016 - September 2016
University of Western Australia
Position
  • Lecturer
Description
  • Teaching Organisational Behaviour (fully online unit for MBA) and Strategic Human Resource Management (for postgraduate MSc HR/IR)
February 2012 - June 2013
University of Western Australia
Position
  • Lecturer
Description
  • Teaching and unit coordinating Psychology of Training and Personnel Selection and Assessment (for MPsych I/O)
Education
September 2008 - June 2011
The University of Sheffield
Field of study
  • Work Psychology

Publications

Publications (61)
Article
Full-text available
Goal orientation is an important psychological attribute for employees, as it has been found to predict a wide range of work‐related outcomes. Although goal orientation has been well‐studied, little is known about the extent to which individuals’ stable, trait‐like goal orientation can be changed and about whether some individuals are more likely t...
Article
There is solid evidence that proactivity, defined as self-initiated and future-focused action to change oneself or the situation, can positively benefit individuals and organizations. However, this way of behaving can sometimes be ineffective or have negative consequences. We seek to understand what factors shape the effect of proactivity on indivi...
Article
Full-text available
Drawing on Cybernetic Big Five Theory, we propose that chronic job insecurity is associated with an increase in neuroticism and decreases in agreeableness and conscientiousness (the three traits that reflect stability). Data collected from 1,046 employees participating in the Household, Income and Labor Dynamics in Australia survey over a nine-year...
Book
This book provides an advanced and contemporary understanding about personality at work, with a particular focus on the change perspective of personality. Thus far, the majority of research focusing on personality at work takes a more static perspective, assuming that personality is fixed and stable. However, an increasingly prominent research line...
Article
Full-text available
Employees’ mental health issues present significant challenges for organizations globally. Despite various human resource management (HRM) interventions, systemic stigmatization of people with mental health challenges endures. We propose drawing on an innovative HRM practice in the mental health sector, by introducing designated lived experience (L...
Article
Full-text available
Purpose – While researchers have discussed the association between career change to self-employment and job satisfaction, few have considered how the association is achieved. Therefore, in this study, the authors aim to explain this relationship from the perspective of job quality. The authors build on job design theory to propose and empirically t...
Article
In this chapter we seek to identify work-related factors that shape personality change. We focus on changes occurring in individuals’ personalities as a result of their work and employment experiences and of the socialising pressure of normative demands arising during these experiences – that is, the ‘socialisation effect’. To offer a broad overvie...
Article
In Chapter 3, we reviewed studies that investigated how individuals’ personality development is influenced by a wide range of external factors. These longitudinal studies primarily focused on personality change as a relatively passive process that requires a substantial length of time for such effects to occur. However, is there a possibility for p...
Article
Can your job change your personality? This book provides an overview on how personality can be changed at work by societal, organisational and job-related factors, while considering how individuals can take an active approach in changing their personality at work.
Article
We have discussed in detail the interactive relationship between work and personality change, and articulated how personality change can occur both as a result of multilevel influences from global, national and organisational contexts, and as a result of one's deliberate and intentional efforts, with and without external intervening forces. By this...
Article
As individuals we all have unique characteristics that make us different from one another, and personality forms one of these important characteristics. Because of our personality differences, we tend to have different ways of thinking, feeling, behaving and relating to others and approaching the world. More importantly, personality has important i...
Article
Personality is conventionally regarded as a set of stable and enduring individual characteristics that reliably differentiate individuals from one another. For instance, William James (1890, p 126) said that ‘in most of us, by the age of thirty, the character has set like plaster, and will never soften again’. McCrae & Costa (2003, p 3) defined tra...
Technical Report
Full-text available
A thriving mental health Lived Experience (Peer) workforce is a vital component of “quality, recovery-focused mental health services”. This principle is embedded in the mental health plans and policies that influence all mental health care services in Australia. To achieve the benefits of engaging a Lived Experience workforce, the workforce needs t...
Technical Report
Full-text available
This document is structured to provide a brief overview of the collective Lived Experience workforce and Lived Experience work, followed by the essentials of position descriptions that authentically represent Lived Experience practice. A detailed guide to Lived Experience roles and position description development is provided, along with examples a...
Article
Our research examined how team age diversity can be either detrimental or beneficial for team performance depending on team agreeableness minimum. In age diverse teams, a disagreeable teammate may trigger age-based stereotypes about his/her social group, thereby activating social categorization. This would result in decreased relational team functi...
Article
Full-text available
The honesty‐humility factor from the HEXACO model of personality has been found to offer incremental validity in predicting several work‐related criteria over the remaining factors, yet its interplay with other personality factors is rarely examined. In this study, we examined how honesty‐humility (the tendency to be sincere, fair, non‐materialisti...
Chapter
This chapter focuses on an emerging domain, that is, how personality can be changed in a more active and intentional manner. It starts from reviewing key factors in individuals’ agency in this volitional change process, such as having goals and desires for change, and the importance of self-regulation in sustaining change. Then, it reviews existing...
Chapter
The final chapter brings together the literature reviewed in this book to highlight key implications of personality change for future research and practice. First, it identifies unresolved debates and under-studied areas in personality change and provide suggestions for future research. Then, it discusses methodological issues in studying personali...
Chapter
This chapter focuses on occurring changes in individuals’ personality as a result of their work and employment experiences, and of the socialising pressure of norm demands during these experiences. This chapter starts from a brief review of traditions in organisational and social psychology on the study of work and personality change. Then, it pres...
Chapter
The first chapter provides foundational knowledge about the conceptualization of personality at work. In particular, it discusses the trait-perspective of personality and reviews personality research in the work context. It also discusses practical implications, highlighting how the knowledge of personality traits has been used to inform personnel...
Book
This book provides an advanced and contemporary understanding about personality at work, with a particular focus on the change perspective of personality. Thus far, the majority of research focusing on personality at work takes a more static perspective, assuming that personality is fixed and stable. However, an increasingly prominent research line...
Chapter
This chapter introduces the change perspective of personality, through an integrative review of research evidence in supportive of this perspective. It presents what has been found, primarily in the personality and social psychology disciplines, as to personality change during adulthood. It also discusses what types of change is usually observed, a...
Book
Can your job change your personality? This book provides an overview on how personality can be changed at work by societal, organisational and job-related factors, while considering how individuals can take an active approach in changing their personality at work.
Article
Full-text available
Purpose Drawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) pract...
Article
The aim of this study was to introduce a concept of self‐interested voice, or voluntarily expressed ideas, solutions, or concerns related to workplace issues that affect the voicer’s personal interests. Three studies were conducted. In the scale development study, we developed and validated a new measure of self‐interested voice with a sample of 36...
Technical Report
Full-text available
The Queensland Framework for the Development of the Mental Health Lived Experience (peer) Workforce is a useful advocacy tool for individuals and organizations interested in effective peer/lived experience workforce development. The framework and associated resources are intended: • to increase understanding of lived experience value and functions...
Technical Report
Full-text available
This is a Summary of the Queensland Framework for the Development of the Mental Health Lived Experience (peer) Workforce. Purpose of the framework: The framework and associated resources are intended: • to increase understanding of lived experience value and functions and provide clear information for organisations on how to structure and support...
Poster
Full-text available
This poster is a supplementary document to the Queensland Framework for Lived Experience (peer) workforce development. This A3 poster can be used as a handy reference in the workplace.
Technical Report
Full-text available
This is a companion document to the 'Queensland Framework for Lived Experience (peer) workforce development'. The 'role titles and descriptions' document can be used with the Framework to assist organizations in developing appropriate peer roles across a range of settings and at different levels within the organization (including senior or manageme...
Article
The peer workforce has increased significantly in recent years; however, structured development and support for the roles are lacking. This paper explores the role of executive and senior management understanding in the employment of peer roles. In‐depth, semi‐structured interviews and one focus group were conducted with 29 participants from a rang...
Article
Full-text available
This daily diary study examines the different functions of personality trait extraversion in shaping proactive behavior at both between-person and within-person levels. Building on the affect-as-resources perspective, the authors propose that personality trait extraversion is positively related to higher levels of high-activated PA, and consequentl...
Article
Full-text available
The topic of skilled migrants has gained importance in the past decade as they are increasingly becoming one of the main drivers for labor supply in developed countries like Australia. Although there is research on skilled migrants, most have been studied from the perspectives of (un)employment, wage and over-education. Some evidence suggests that...
Article
Full-text available
Quality of life is a complicated concept that has attracted broad attention from multiple disciplines. This article introduces a set of studies that employ diverse approaches to explore how work, vocational, and career experiences shape quality of life among migrants, and proposes a future agenda to extend this stream of research. Specifically, ope...
Chapter
Full-text available
Scholars in organizational psychology have found that organizational factors (such as policies, practices, norms, and climate) influence the psychological process of lesbian, gay, bisexual, and transgender (LGBT) employees, yet it is unclear how community characteristics beyond the organizational context affect the psychological experiences of LGBT...
Article
Full-text available
This study explores how an environmental factor (i.e., a perceived open climate) shapes lesbian, gay, and bisexual (LGB) employees’ job satisfaction and job anxiety through the mediating role of self-concealment. It also investigates the moderating role of self-acceptance. Results from 315 LGB employees supported that a perceived open climate for m...
Conference Paper
Practitioner views on good safety leadership constitute implicit leadership theories. Themes in the descriptions of best practices in safety leadership, illustrate what behaviours are seen as most effective and may be most beneficial in leader development. Paricipants of this study (n=112) completed an online survey consisting of open questions reg...
Article
Full-text available
Proactivity, which involves self-initiated change in oneself or change in the environment to bring about a better future, is an increasingly important behaviour at workplace. This paper summarises a model of proactivity at work. We first discuss the importance of proactivity, presenting empirical evidence about its benefits for individual and organ...
Chapter
Full-text available
We introduced this volume by describing the current state of global leadership research as a rapidly growing field that, while showing some encouraging progress in foundational research, is hampered by different perspectives that fail to consider the whole (the blind men and the elephant) and the lack of construct definition (Osland, Li, & Wang, 20...
Article
Full-text available
Past research has suggested that the acceptance concern of lesbians, gays and bisexuals (LGB), defined as LGB individuals’ sensitivity to negative judgement and rejection associated with their sexuality, is negatively related to subjective wellbeing. However, the mechanism underlying this relationship remains unclear. Drawing on social exchange the...
Article
Full-text available
The two facets of conscientiousness, achievement orientation and dependability, have frequently been found to relate to performance outcomes in different manners. However, little research has examined the interaction between these two facets. In this article we examine the main effect and interaction of these two facets in predicting managerial exe...
Article
Full-text available
Based on the social construction perspective, this research aims to investigate how traditional cultural values may affect the way individuals interpret and negotiate with their minority sexual identity. Using an online survey questionnaire with a student sample of 149 Chinese lesbian, gay, and bisexual (LGB) individuals, 2 elements of traditional...
Article
Full-text available
Despite mean differences between sexes, virtually no research has investigated sex-based differential prediction of personality tests in civilian employment samples. The present study investigated the degree to which personality test scores differentially predicted job performance ratings in two managerial samples. In both samples, participants com...
Chapter
Full-text available
In the opening chapter of this volume, Dave Ulrich and Norm Smallwood enlighten us with a unique perspective toward the understanding of leadership. They point out that in the past, most leadership research used an inside/out approach that studies leadership attributes (i.e., what is inside oneself that makes an effective leader). However, what mat...
Chapter
Full-text available
In this chapter, we empirically examine leaders' proactivity by taking the goal-process view of proactivity and from a multiple-rating source perspective. We proposed five behavioral indicators (envisioning and following goals, planning, solving problems, creating ideas, and championing change) to evaluate the key stages in the process of achieving...
Chapter
Our query into “what is leadership” can be traced back to Galton (1869) in his book, Hereditary Genius. Leadership, as a unique characteristic of extraordinary individual leaders, has dominated leadership research up until the early 1950s and was then followed by the rise of behavioral views of leadership such as situational leadership, transformat...
Article
Full-text available
There is a lack of knowledge in the literature regarding the effects of the work-family interface on employees’ behaviors while taking into consideration of cultural values in developing countries. This study investigates the impact of work-to-family enrichment on employees’ voice behavior by focusing on the moderating role of modernity in a Chines...
Chapter
Full-text available
Adapting to, creating, and managing change has become an unavoidable and even central part in today's organizations (Griffin, Neal, & Parker, 2007). At the external level, organizations are constantly seeking opportunities to identify and anticipate clients' needs, switch or expand into new markets, and establish or rearrange strategic alliances. A...
Chapter
Full-text available
This chapter discusses proactive leadership by elaborating the meaning of leaders' proactivity, the required competencies of proactive leadership, and the potentially different evaluations of leaders' proactivity by different observers, including leaders themselves, their supervisors, peers, and subordinates. Specifically, based on the goal generat...
Chapter
Our passion for global management has remained steadfast. In this volume, questions about global mindset, cross-border mergers and acquisitions (M&As), and leadership for global virtual teams at the time of financial crisis have been asked and some answers given.
Chapter
The first section of this volume deals with leadership qualities in the global environment. In particular, we are pleased to have scholars share their leading-edge research in terms of the following leadership characteristics and qualities: personality, competency, the ability to scan environment in search of useful information, the ability to anti...

Network

Cited By

Projects

Projects (3)
Project
The Guidelines contribute to the ongoing development of the Lived Experience Workforce in Australia by providing detailed guidance on the knowledge and supports required to grow the workforce in a sustainable and effective manner. To achieve this, comprehensive information is provided, including high-level policy considerations, practical actions and additional resources. The information in the Guidelines will help foster greater consistency in working conditions for Lived Experience roles across Australia, as well as adding to the understanding, acceptance and perceived value of Lived Experience roles across the mental health and suicide prevention workforce. The Guidelines include specific sections and information for: funders/policy makers, organisations/employers and Lived Experience workers, across all sectors and stages of Lived Experience workforce development. The Guidelines focus on the Lived Experience Workforce as a paid profession, encompassing a broad range of Lived Experience roles across many positions and settings, including both consumer and carer workers. The Guidelines further acknowledge the need for the Lived Experience workforce to be reflective of our diverse communities. Ultimately the Guidelines are intended to strengthen understanding and collaboration across the mental health sector and contribute to more effective services and better outcomes for people accessing services.
Project
This project aims to gather data to help develop an evidenced-based framework to support Queensland organisations in developing and expanding the lived experience workforce. For the purpose of this study, lived experience roles are defined as: people employed specifically to utilise their personal experiences of life-changing mental health challenges, service use and periods of healing to assist others.
Project
Understand how individual manifest their personality at work and the interactive relationship between personality and work context.