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Xin Qin [5]Xingna Qin [1]
  1.  24
    Will Creative Employees Always Make Trouble? Investigating the Roles of Moral Identity and Moral Disengagement.Xiaoming Zheng, Xin Qin, Xin Liu & Hui Liao - 2019 - Journal of Business Ethics 157 (3):653-672.
    Recent research has uncovered the dark side of creativity by finding that creative individuals are more likely to engage in unethical behavior. However, we argue that not all creative individuals make trouble. Using moral self-regulation theory as our overarching theoretical framework, we examine individuals’ moral identity as a boundary condition and moral disengagement as a mediating mechanism to explain when and how individual creativity is associated with workplace deviant behavior. We conducted two field studies using multi-source data to test our (...)
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  2.  18
    Employee Humor Can Shield Them from Abusive Supervision.Mingpeng Huang, Dong Ju, Kai Chi Yam, Shengming Liu, Xin Qin & Guangdi Tian - 2023 - Journal of Business Ethics 186 (2):407-424.
    Drawing upon conservation of resources theory, we develop and test a theoretical model that specifies how and when employee humor toward leaders affects leader abusive supervision. We propose that employee humor is negatively associated with leader abusive supervision via leader relational energy. Furthermore, the negative indirect relationship between employee humor and leader abusive supervision via leader relational energy is stronger for female leaders than for male leaders. An experiment and a multi-wave, multi-source field study provide substantial support for our hypotheses. (...)
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  3.  28
    Humility Harmonized? Exploring Whether and How Leader and Employee Humility (In)Congruence Influences Employee Citizenship and Deviance Behaviors.Xin Qin, Xin Liu, Jacob A. Brown, Xiaoming Zheng & Bradley P. Owens - 2019 - Journal of Business Ethics 170 (1):147-165.
    Various studies have recognized the importance of humility as a foundational aspect of virtuous leadership and have revealed the beneficial effects of leader humility on employee moral attitudes and behaviors. However, these findings may overestimate the benefits of leader humility and overlook its potential costs. Integrating person–supervisor fit theory and balance theory with the humility literature, we employ a dyadic approach to consider supervisor and employee humility simultaneously. We investigate whether and how the congruence of supervisor and employee humility influences (...)
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  4.  17
    Stock Market Exposure and Anxiety in a Turbulent Market: Evidence From China.Xin Qin, Hui Liao, Xiaoming Zheng & Xin Liu - 2019 - Frontiers in Psychology 10.
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  5.  18
    Is Social Support a Cause or Consequence of Depression? A Longitudinal Study of Adolescents.Ping Ren, Xingna Qin, Yunyun Zhang & Ruiping Zhang - 2018 - Frontiers in Psychology 9.
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  6.  10
    Benefits of non-work interactions with your supervisor: Exploring the bottom-up effect of employee boundary blurring behavior on abusive supervision.Luyuan Jiang, Guohua He, Hansen Zhou, Laijie Yang, Xiaolan Li, Wenpu Li & Xin Qin - 2022 - Frontiers in Psychology 13.
    Abusive supervision has long been found to have remarkably negative impacts on individual and organizational outcomes. Accordingly, prior studies have explored many organizational and supervisory predictors of abusive supervision and offered several interventions to reduce it. However, extant research lacks the bottom-up perspective to explore how employees can act to reduce abusive supervision, which is an important factor that enriches abusive supervision literature and helps employees protect themselves from being abused. Drawing on self-disclosure theory, we develop a model of whether (...)
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