1.  6
    The Interactive Effect of Perceived Overqualification and Peer Overqualification on Peer Ostracism and Work Meaningfulness.Yejun Zhang, Mark C. Bolino & Kui Yin - 2022 - Journal of Business Ethics 182 (3):699-716.
    Integrating victim precipitation theory with the belongingness perspective of work meaningfulness, this study investigates the interplay among employee perceived overqualification, peer overqualification, and peer ostracism and examines how peer ostracism, in turn, leads to subsequent reduced work meaningfulness. In Study 1, a time-lagged field study of 282 employees, we found that employees who felt overqualified, while working with peers who were less overqualified, experienced more ostracism, which was associated with reduced levels of work meaningfulness. These findings were replicated in Study (...)
    Direct download (3 more)  
    Export citation  
    Bookmark   2 citations  
  2.  7
    High-Power Distance Is Not Always Bad: Ethical Leadership Results in Feedback Seeking.Zhenxing Gong, Lyn Van Swol, Zhiyuan Xu, Kui Yin, Na Zhang, Faheem Gul Gilal & Xiaowei Li - 2019 - Frontiers in Psychology 10.
    Direct download (2 more)  
    Export citation  
    Bookmark   1 citation  
  3.  1
    When Leaders Acknowledge Their Own Errors, Will Employees Follow Suit? A Social Learning Perspective.Kaili Zhang, Bin Zhao & Kui Yin - forthcoming - Journal of Business Ethics:1-19.
    The literature on error sharing has focused on employees’ cost–benefit assessment to predict whether employees will disclose self-made errors. Our study advances this line of research by adopting a different theoretical lens and examining leaders’ role in promoting employee error sharing. Drawing primarily upon social learning theory, we expected that when team leaders openly talk about their own errors within teams, through their behavior, they would set an example for team members and encourage members’ error sharing with team leaders. Based (...)
    Direct download (2 more)  
    Export citation