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Kuo-Shu Yuan
Business School, Huaqiao University, Quanzhou, China

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Article
Published: 13 May 2021 in Current Psychology
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The purpose of this study is to elucidate the relationships between leader–member exchange (LMX), perceived organizational support (POS), presenteeism, and turnover intention as well as to test the mediating effect of presenteeism and the moderated mediating effect of POS. A total of 566 questionnaires were returned in technology industry to examine the quality of the dyadic relationships between the workers perceived LMX, supervisor-subordinate guanxi and presenteeism in the first questionnaire survey. And we examined second questionnaire survey that their turnover intentions by self-assessed after a month in the first time retuned. After excluding matching and invalid questionnaires, 365 valid questionnaires were collected. In this study, LMX indirectly affected turnover intention through presenteeism. Studies have asserted that high-quality LMX and strong POS effectively reduced workers’ turnover intentions. In addition, when POS increased, the negative relationship between LMX and turnover intention and the positive relationship between presenteeism and turnover intention increased and decreased, respectively. However, POS failed to moderate the positive relationship between LMX and presenteeism. Further, presenteeism was determined to mediate the relationship between LMX and turnover intentions. Notably, LMX only indirectly affected turnover intention through presenteeism in workers with low POS. The findings of this study can serve as a reference for formulating human resource management policies. In summary, this study provides evidence of the important role played by turnover intentions in determining an LMX, supervisor-subordinate guanxi and presenteeism. High-quality exchange relationships entail leader–member relationships and organization proxy (e.g., supervisor)–worker relationships. When workers’ perceptions of organizational support are weak, and the organization lacks a robust support policy, workers’ presenteeism to reciprocate to their supervisors or organization cannot be regulated, increasing presenteeism behavior in the organization and workers’ turnover intentions.

ACS Style

Tung-Ju Wu; Kuo-Shu Yuan; David C. Yen. Leader-member exchange, turnover intention and presenteeism– the moderated mediating effect of perceived organizational support. Current Psychology 2021, 1 -12.

AMA Style

Tung-Ju Wu, Kuo-Shu Yuan, David C. Yen. Leader-member exchange, turnover intention and presenteeism– the moderated mediating effect of perceived organizational support. Current Psychology. 2021; ():1-12.

Chicago/Turabian Style

Tung-Ju Wu; Kuo-Shu Yuan; David C. Yen. 2021. "Leader-member exchange, turnover intention and presenteeism– the moderated mediating effect of perceived organizational support." Current Psychology , no. : 1-12.

Journal article
Published: 25 May 2020 in International Journal of Environmental Research and Public Health
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Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performance presented distinct arguments. Although most studies supported a positive correlation with performance, empirical findings showed inconsistent results, indicating the presence of other influencing factors. According to the person–environment fit theory and self-determination theory, the effect of polychronicity on job performance was verified and the mediation effect of well-being was tested in this study. Dual-mode questionnaires were collected from 532 subordinators and their direct supervisors in 98 chain restaurants and hierarchical regression analysis was performed to test the research hypotheses. The results showed that polychronicity positively affected well-being, that is, well-being was a full mediator between polychronicity and job performance. This study provides valuable insight for managers to understand employee polychronicity and, in turn, improve their well-being, which could help improve job performance.

ACS Style

Tung-Ju Wu; Jia-Ying Gao; Lian-Yi Wang; Kuo-Shu Yuan. Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being. International Journal of Environmental Research and Public Health 2020, 17, 3711 .

AMA Style

Tung-Ju Wu, Jia-Ying Gao, Lian-Yi Wang, Kuo-Shu Yuan. Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being. International Journal of Environmental Research and Public Health. 2020; 17 (10):3711.

Chicago/Turabian Style

Tung-Ju Wu; Jia-Ying Gao; Lian-Yi Wang; Kuo-Shu Yuan. 2020. "Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being." International Journal of Environmental Research and Public Health 17, no. 10: 3711.

Journal article
Published: 12 November 2019 in Sustainability
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A range of different approaches has been used to involve employees in green workplace initiatives. One example of such an approach is to spread awareness by displaying “green” information concerning work-related environmental protection and sustainability information on organizational bulletin boards. The study aims to examine how green display rules and felt accountability influence the relationship between new-generation employees’ work values and green behavior. There were 567 Chinese millennial employees who participated in this study. The results showed that intrinsic preference, interpersonal harmony, innovative orientation, and long-term development had a positive influence on employees’ green behavior through the effect of felt accountability. Besides, the more green information displayed, the stronger the effect of intrinsic preference, interpersonal harmony, and long-term development on employees’ green behavior. This study provides valuable insights for managers to understand the work values of the new-generation employees and, in turn, improve their green awareness, which can help execute corporate social responsibility.

ACS Style

Ping-Ju Wu; Tung-Ju Wu; Kuo-Shu Yuan. “Green” Information Promotes Employees’ Voluntary Green Behavior via Work Values and Perceived Accountability. Sustainability 2019, 11, 6335 .

AMA Style

Ping-Ju Wu, Tung-Ju Wu, Kuo-Shu Yuan. “Green” Information Promotes Employees’ Voluntary Green Behavior via Work Values and Perceived Accountability. Sustainability. 2019; 11 (22):6335.

Chicago/Turabian Style

Ping-Ju Wu; Tung-Ju Wu; Kuo-Shu Yuan. 2019. "“Green” Information Promotes Employees’ Voluntary Green Behavior via Work Values and Perceived Accountability." Sustainability 11, no. 22: 6335.