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職場偏差行為之實證發現與展望:

2000~2015

亞洲研究的回顧

304

Xie, J. L., and Johns, G. 2000. Interactive effects of absence culture salience and group

cohesiveness: A multi-level and cross-level analysis of work absenteeism in the

Chinese context.

Journal of Occupational and Organizational Psychology

, 73

(1): 31-52. doi: 10.1348/096317900166868

Xu, E., Huang, X., Lam, C. K., and Miao, Q. 2012. Abusive supervision and work behaviors:

The mediating role of LMX.

Journal of Organizational Behavior

, 33 (4): 531-

543. doi: 10.1002/job.768

Xu, E., Huang, X., and Robinson, S. L. 2015. When self-view is at stake: Responses to

ostracism through the lens of self-verification theory. Forthcoming in

Journal of

Management

. doi: 10.1177/0149206314567779

Yang, J., and Diefendorff, J. M. 2009. The relations of daily counterproductive workplace

behavior with emotions, situational antecedents, and personality moderators: A

diary study in Hong Kong.

Personnel Psychology

, 62 (2): 259-295. doi: 10.1111/

j.1744-6570.2009.01138.x

Zagenczyk, T. J., Restubog, S. L. D., Kiewitz, C., Kiazad, K., and Tang, R. L. 2014.

Psychological contracts as a mediator between machiavellianism and employee

citizenship and deviant behaviors.

Journal of Management

, 40 (4): 1098-1122.

doi: 10.1177/0149206311415420

Zhang, H., Kwan, H. K., Zhang, X., and Wu, L. Z. 2014. High core self-evaluators maintain

creativity: A motivational model of abusive supervision.

Journal of Management

,

40 (4): 1151-1174. doi: 10.1177/0149206312460681