Xiaohan Gao-Urhahn's research while affiliated with Universität Mannheim and other places

What is this page?
This page lists the scientific contributions of an author, who either does not have a ResearchGate profile, or has not yet added these contributions to their profile.

It was automatically created by ResearchGate to create a record of this author's body of work. We create such pages to advance our goal of creating and maintaining the most comprehensive scientific repository possible. In doing so, we process publicly available (personal) data relating to the author as a member of the scientific community.

If you're a ResearchGate member, you can follow this page to keep up with this author's work.

If you are this author, and you don't want us to display this page anymore, please let us know.

Publications (4)

Fig. 1 Research framework and study designs. CSR corporate social...
Means, standard deviations, and correlations of all variables in Study 2
Internal CSR and blue-collar workers’ attitudes and behaviors in China: a combination of a cross-sectional study and a field experiment
Article
Full-text available
  • Sep 2022
While a positive relationship between corporate social responsibility (CSR) and employee outcomes has been widely researched, most studies have been conducted in a Western context and for white-collar employees. Thus, little is known about Chinese blue-collar workers’ reactions to CSR. In two studies, we investigated the outcomes of internal CSR fo...
Cite
Download full-text
Cite
Request full-text
Cite
Request full-text
How affective commitment to the organization changes over time: A longitudinal analysis of the reciprocal relationships between affective organizational commitment and income
Article
  • Feb 2016
Despite many investigations concerning the outcomes of affective organizational commitment (AC) in the workplace, very few studies so far have analyzed the long-term development of AC within individuals over time. Existing research either focused on individuals' initial employment stage or was restricted to a specific organizational context. To pro...
Cite
Request full-text

Citations

... In evaluating or appraising work, an employee may consider the level of stressors or resources (low versus high) but also changes over time in these stressors or resources (growth versus decline) (Gao-Urhahn et al., 2016). Our hypotheses and underlying assumptions are mainly based on research that theorised and investigated level-to-level effects between the study variables, while this study aims to investigate change-to-change (Smith et al., 2013;Taylor et al., 2014) effects. ...
Reference: Job Characteristics, Job Attitudes and Employee Withdrawal Behavior: A Latent Change Score Approach
View