Junbang Lan's research while affiliated with Sun Yat-Sen University and other places

Publications (21)

Article
Purpose: This study investigates the influence paths that late career participation affects depression of older workers. Method: The data of China Health and Retirement Longitudinal Study (2018) are used. Those who have reached the statutory retirement age in China (>60 for males / >55 for females) are investigated. Results: Late career partic...
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Purpose Drawing on the conservation of resource theory and emotional contagion perspective, this study aims to propose that customer mistreatment has an indirect effect on subsequent customer mistreatment by triggering high levels of surface acting. In other words, there is a vicious circle formed as a result of customer mistreatment and surface ac...
Article
Objective: This study clarifies potential mis-estimation of occupational risk caused by the dichotomy of frontline essential and non-essential occupations in prior studies. Method: The linear regression is used to investigate the occupational risk in terms of incidence rate, hospitalization, and mortality on community level during the pandemic....
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Purpose Public health practitioners face citizenship pressure when requested to engage in more extra-roles behaviors during the pandemic. The purpose of the study is to reveal the potential influence mechanism of citizenship pressure on the health and work outcomes of practitioners. Design/methodology/approach The authors completed a three-wave su...
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Background The delayed retirement initiative and population aging have led to a growing group of late retirees. However, it remains unclear whether the existing employment-based health insurance system can effectively match the recently proposed initiative and support late retirees, especially those with pre-existing function limitations. Thus, thi...
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Objective The Slash (multiple-job holders) become increasingly prevalent in the labor force under the context of fast-developing gig economy and other emerging employment forms active on platforms. However, health outcomes of multiple-job holding have not received sufficient research treatment and is far from reaching consensus. This study provides...
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Purpose Hospitality managers face constant challenges in promoting hotel service principles such as innovation and flexibility to their new employees, as such knowledge is usually tacit in nature and hard to formalize. This study aims to suggest that this problem can be addressed by using a knowledge sharing group intervention. Specifically, the au...
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Background: Delayed retirement initiative is taken as one of the proposed solutions to population aging. Rare research attention has been paid to determinants in decisions-making of late retirement. Method: This study applies data from CHARLS survey (2018) that traces the health status among older adults in China, and implements the stepwise mul...
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Training is a vital means to continuously improve service quality. Although much literature has concentrated on the relationship between on-the-job training and job outcomes, these studies are usually static and cross-sectional in research design, which fails to capture the dynamic changes of training outcomes. This study attempted to address this...
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Prevailing hospitality research has demonstrated the impact of personality traits on various human resource outcomes. However, most studies on employee personality applied a construct-centered approach and treated each personality dimension as a separate construct. Although some psychologists have begun to study the combinations of various personal...
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Background: The deepening population aging is urging policy makers to launch delayed retirement initiative, when the society is faced with unprecedented challenges of shrinking labor supply, heavier pension burdens and slowing economic growth. However, the health outcomes of late retirees receive scarce attention due to the intrinsic identificatio...
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Management researchers have paid more attention to the role of affect in the workplace in the last two to three decades. While it is clear that positive affect (PA) and negative affect (NA) should be associated with positive and negative employee attitudes and behaviors, respectively, we know little about their combined effects. In this study, we p...
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Although a great deal of knowledge has accumulated about dyadic relationships (i.e., leader–member exchange (LMX) or team–member exchange (TMX)) within a team, employee behaviours that involve triadic relationships among focal employees, leaders, and teammates have seldom been investigated. Using balance theory, which describes triadic relationship...
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Among the approaches to the study of career interests, the person-centered profile approach (i.e., studying the career interest profiles of individuals), rather than the traditional construct-centered approach, has gained more attention in recent years. In our research, we intend to advance our understanding of career interests with the person-cent...
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This study draws on trait activation theory to examine the effects of frontline hospitality employees’ prosocial motivation on their taking charge and job performance and how job autonomy moderates these effects. We collected data in two stages from 185 pairs of frontline hospitality employees and their direct supervisors, and we found a positive r...
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Full-text available
The role of emotions in the workplace is getting more research attention in the past two decades. This is also true for research in the Chinese context recently. In this study, we attempt to develop a more comprehensive measurement scale for Chinese respondents, state-trait discrete emotions scale (STDES), to facilitate future research in the Chine...
Article
Purpose Some indirect evidence indicates that leadership may affect work-related flow, a core concept in positive psychology. However, the exact process of how this relationship takes place is still unknown. Based on the nature of leader-member exchange (LMX), the purpose of this paper is to hypothesize a moderated mediation model of the LMX-flow r...

Citations

... In addition to regular medical visits, health checks, and disease tracking, the self-management is also important for chronic disease patients, such as daily medication, physical exercise, and healthy diet (Cramm and Nieboer 2012). Chronic patients need to work fewer hours than healthy colleagues to adapt to their illness (Miah and Wilcox-Gök 2007) and are more likely to exit the labor market earlier than their counterparts (Fleischmann et al. 2018;Sewdas et al. 2018;Yuan et al. 2022a). Older adults with chronic conditions, like functional limitations and circulatory diseases, have been reported to plan to retire one to two years earlier on average (Dwyer and Mitchell, 1999). ...
... Empowerment offers employees an opportunity to make autonomous decisions while enhancing their confidence to allow them to thrive, resulting in greater engagement in work (Spreitzer and Porath, 2012). To enjoy this array of benefits, organizational training is essential (Lan et al., 2022). To equip employees with adequate knowledge and skills in responding to jay-customers, hotel educators could utilize various approaches, such as watching films and videos as well as looking at case studies. ...
... It is found that poor health may increase the disutility of one's current job, reduce productivity and work returns (e.g., wages), make the non-wage incentives (e.g., disability benefits) more attractive, and inhibit the motivation to accumulate wealth for later life with a shorter life expectancy (Disney et al. 2006;French and Jones 2017). Older workers with poor health conditions are shown to be more likely to exit from the labor market before the retirement age (Thorsen et al. 2016;Van den Berg et al. 2010;Von Bonsdorff et al. 2010;Yuan et al. 2022b) and less likely to return to work after retirement even though they ever have a plan to postpone retirement (Flynn 2010). People who continue to work over age 65 have better self-reported health than those who retire at the age of 65 (Anxo et al. 2019). ...
... Particularly, operating in today's acute competitive environment compels hotels to develop mastery in service excellence, featuring empathic, reliable, prompt, and accurate services delivered by staff with a sincere attitude (Hsieh et al., 2008;Huang et al., 2022). Accordingly, employees should treat hotel patrons with warmth and care and put them first when offering services (Lan et al., 2021;Wong and Yang, 2020). Although this taken-for-granted assumption remains valid in most part of the lodging industry, sometimes employees have sought retribution from customers (Alola et al., 2019;Li et al., 2021). ...
... Researchers have verified the impact of personality traits on various human resource outcomes. Some researchers have applied combinations of various personality dimensions as overall individual profiles, and found that personality profiles led to varying levels of job satisfaction (Lan et al., 2021). In addition, an employee's own service style also affects one's job satisfaction through work engagement (Ozturk et al., 2021). ...
... According to United Nations, the population aged 60 years and above have reached one in eighth and this proportion is expected to rise to one in sixth by 2030(United Nations 2015. One of the important undesirable effects of population aging is the shortage of labor supply, and the aging labor force increasingly participate in the recruitment platforms (Li et al. 2021). The gig economy facilitates the communication between the supply and demand side of labor to a certain extent, and adapts to the current labor market demand for fast match between both sides. ...
... It is reported that a large proportion of employees have engaged in CWB (e.g., Harper 1990;McGurn, 1988). Because CWB does critical harm to organizations, it attracts much attention in research and management practice (e.g., Bennett & Robinson 2000;Fox et al., 2001;Lan et al., 2021;Seriki et al., 2020;Wu et al., 2021). Previous studies mostly focus on the antecedents of CWB, such that they have found that environmental (e.g., peers ' Berry et al., 2012), job characteristic (e.g., job-related complexity, Seriki et al., 2020), and individual factors (e.g., negative affect, Lan et al., 2021) can promote CWB. ...
... La teoría del intercambio social (Blau, 1964) en el contexto laboral, implica las interacciones entre los integrantes de la organización, incluidas las actitudes y los comportamientos, donde los subordinados desarrollan una relación con sus líderes basada en la reciprocidad (Gouldner, 1960), es decir, a través de contribuciones y beneficios mutuos (Kamdar y Van Dyne, 2007;Henderson et al., 2008;Lan et al., 2020). De esta manera las actitudes positivas incentivan a los trabajadores y favorecen la generación de confianza, motivación y satisfacción laboral (Cropanzano y Mitchell, 2005;Kakarika et al., 2017), mientras que si existe un desequilibrio en ese intercambio se pueden generar comportamientos negativos y desincentivar a los miembros del equipo (Lee y Park, 2020). ...
... As much as extant studies have implicitly suggested that the effects of dispositional variables such as gender and age must be stable and fixed, the variable role in longitudinal time may be overlooked (Lan et al., 2020). Stable characteristics have the potential to have different effects in varying periods. ...
... Because TCB brings about constructive changes and often poses challenges to the organizational status quo (Homberg et al., 2019), motivation and competence are essential components of street-level bureaucrats' TCB due to its challenging nature (Parker and Collins, 2010;Cai et al., 2018). Based on previous research and SDT, we assume that discretion is expected to drive street-level bureaucrats' TCB because it contributes positively to facilitating their intrinsic autonomous motivation and selfefficacy to engage in TCB. ...