J
Jia Hu
Researcher at Max M. Fisher College of Business
Publications - 33
Citations - 4656
Jia Hu is an academic researcher from Max M. Fisher College of Business. The author has contributed to research in topics: Psychological safety & Team effectiveness. The author has an hindex of 19, co-authored 31 publications receiving 3515 citations. Previous affiliations of Jia Hu include Mendoza College of Business & University of Notre Dame.
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How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms
TL;DR: The authors examined the effects of three dimensions of HR systems (skillsenhancing, motivationenhancing and opportunity-enhancing) on the ability-motivation-opportunity model.
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Antecedents of team potency and team effectiveness: an examination of goal and process clarity and servant leadership.
Jia Hu,Robert C. Liden +1 more
TL;DR: This article investigated goal and process clarity and servant leadership as three antecedents of team potency and subsequent team effectiveness, operationalized as team performance and organizational citizenship behavior, and found that servant leadership moderated the relationships between both goal-process clarity and team potency.
RESEARCH REPORT Antecedents of Team Potency and Team Effectiveness: An Examination of Goal and Process Clarity and Servant Leadership
Jia Hu,Robert C. Liden +1 more
TL;DR: Investigation of goal and process clarity and servant leadership as 3 antecedents of team potency and subsequent team effectiveness, operationalized as team performance and organizational citizenship behavior found that servant leadership moderated the relationships between both goal andprocess clarity and team potency.
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Servant leadership: Validation of a short form of the SL-28
TL;DR: A 7-item measure of global servant leadership, based on Liden, Wayne, Zhao, and Henderson's (2008) 28-item servant leadership measure (SL-28), is introduced in this article.
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Missing link in the service profit chain: a meta-analytic review of the antecedents, consequences, and moderators of service climate.
TL;DR: Support is found for service climate as a critical linkage between internal and external service parameters and differential effects of service-oriented versus general human resource practices and leadership on service climate, as well as disparate impacts of service climate contingent on types of service, measures of serviceClimate, and sources of rating.