Li-Yun Sun

TL;DR: In this article, the authors examined processes (mediation and moderation) linking high-performance human resource practices and productivity and turnover, two indicators of organizational performance, taking a relational perspective on the employment relationship.

TL;DR: Results of moderated regression analysis revealed that authoritarian leadership style moderated the relationship between supervisors' perceptions of interactional justice and abusive supervision such that the relationship was stronger for supervisors high rather than low in authoritarian leadership Style.

TL;DR: In this article, the authors examined the processes linking abusive supervision to employee contextual performance by focusing on the mediating influence of emotional exhaustion and the moderating influence on work unit structure, and found that emotional exhaustion mediated the relationships between abusive supervision and the contextual performance dimensions of interpersonal facilitation and job dedication.

TL;DR: Coote et al. as mentioned in this paper proposed a two-path model to explain the relationship between empowerment practices and service-oriented organizational citizenship behavior (SOCB), and they found that organicity moderated the effect of employee empowerment on job satisfaction.

TL;DR: In this paper, the authors examined the mechanism through which Zhong Yong thinking influences employee adaptive performance from a self-regulation perspective, and found that job complexity was found to moderate the direct effect of ZY thinking on cognitive adaptability and emotional control, and the indirect effect on adaptive performance.