Jian-qiao Liao's research while affiliated with Huazhong University of Science and Technology and other places

Publications (6)

Article
We explored the relationship between employee perceptions of leader impression management behavior (self-serving and prosocial) and employee voice behavior from the perspectives of social exchange and social cognition theories. We built a conceptual model in which the importance of the mediating effects of trust and suspicion were emphasized, in or...
Article
Given the prevalence and concealment of misconduct in the workplace, whistleblowing has become an important organizational control mechanism. In this study, we focused on the process by which ethical leadership influences employees to blow the whistle internally. We collected data via a survey administered to the respondents, who were leader–member...
Article
Full-text available
The issues of organizational wrongdoing damage organizational performance and limit the development of organizations. Although organizational members may know the wrongdoing and have the opportunity to blow the whistle, they would keep silent because of the interpersonal risks. However, leaders can play an important role in shaping employee whistle...
Article
Full-text available
We investigated the influence of prohibitive voice on the proactive personality traits of extraversion, conscientiousness, and neuroticism, by applying the theory of planned behavior. Participants were 203 employee–supervisor dyads from an information technology corporation in China. The results indicated that both extraversion and conscientiousnes...
Article
Full-text available
We explored the mechanism of the effects of transformational leadership on employees' speaking up (voice), especially probing the moderating effects of power distance and structural distance. We used a questionnaire to conduct an investigation with dyads of leaders (113 senior engineers and 51 project managers) and their subordinates (495 engineers...
Article
30 college students who have the habit of lunch time napping (LTN) participated in experiments under two different conditions: Having lunch time napping and not having lunch time napping. They were asked to complete three tasks in-cluding vigilance reaction, short-term memory, addition arithmetic; their performance was re-corded automatically by co...

Citations

... While initial research treated suspicion and distrust as alike, unlike distrust, suspicion reflects uncertainty about another's intent rather than a judgement, as reflected in distrust (Bobko, Barelka, et al., 2014b). Recent research confirms the distinction between distrust and suspicion in terms of concept and effect (Zhou et al., 2017). However, perhaps due to the erroneous conflation of distrust and suspicion, little is known about how and when suspicion develops in teams or influences team dynamics and outcomes (Bobko, Barelka, et al., 2014a). ...
... When individuals observe ethical role models in the work environment, they internalize their moral values and standards (Ogunfowora et al., 2021). This process is vital to developing moral potency (Hannah & Avolio, 2010;Zhang et al., 2016). Thus, as employees perceive an ethical work climate, moral potency develops, along with a strong desire to protect and maintain it (Hannah & Avolio, 2010). ...
... Electronic commerce-E-commerce for short-adoption continues to attract the attention of research enthusiasts from all manner of academic and practical standpoints to demonstrate the significance of the concept as a piece of innovative technological phenomenon (Jank and 2022 Shmueli, 2006;Melnik and Alm 2002;Xiao and Benbasat, 2007;Xiao, Wu and Hu 2018;Liu et al. ...
... Multiple studies have investigated the effects of daytime naps on higher executive functions. The results of these studies, however, are rather inconsistent [13,[43][44][45]. The current findings reveal that a short afternoon nap deprivation differentially influenced participants' executive function of response inhibition when assessed with a Go/No-go task and the function of conflict monitoring when assessed with a Flanker task. ...
... Recent research has detailed the Big-Five-voice relationship with regard to multiple facets of employee voice. Liu et al. (2014) sent surveys to 203 employee-supervisor dyads in a Chinese information technology corporation. They found that both extraversion and conscientiousness positively predict prohibitive voice and that neuroticism negatively predicts prohibitive voice. ...
... However, transformational leadership tends not to be as effective when employees endorse traditional hierarchical roles and relationships [38], in which case their behaviors are likely to be a function of their role as opposed to leader behaviors. Perceived power and direct hierarchy can also minimize the effect of transformational leadership on followers [43]. Furthermore, transformational leaders tend to be more effective in environments where faceto-face dialog is possible [44]. ...