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Shih Yung Chou

Bio: Shih Yung Chou is an academic researcher from Midwestern State University. The author has contributed to research in topics: Organizational citizenship behavior & Psychology. The author has an hindex of 12, co-authored 47 publications receiving 586 citations. Previous affiliations of Shih Yung Chou include University of the Incarnate Word & Southern Illinois University Carbondale.


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Journal ArticleDOI
TL;DR: Opinion, perceived pressure, neuroticism, and conscientiousness are significant predictors of an individual's intention to provide an online review and may help online retailers and/or intermediaries increase the number of online reviews provided.

175 citations

Journal ArticleDOI
TL;DR: In this paper, the authors developed a conceptual framework that explores the Millennial Generation's leadership and followership styles in the workplace and provided important theoretical and practical implications for the future of the workplace.
Abstract: The Millennial Generation in the workplace has received increasing attention as it has been shown that Millennials demonstrate different attitudes, values, beliefs, and aspirations in the workplace compared to the previous generations. Although a number of studies have devoted to the investigation of Millennials, the leadership and followership styles exhibited by Millennials at work has been largely neglected. Thus, the major purpose of this article is to develop a conceptual framework that explores Millennials’ leadership and followership styles in the workplace. By examining Millennials in the context of leadership and followership, this article provides important theoretical and practical implications.

94 citations

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TL;DR: In this paper, the authors examined how an IT professional's job stress, trust, and commitment affect the valence of job satisfaction, which in turn influences his or her OCB.
Abstract: Purpose – Previous research has found that information technology (IT) professionals exhibit significantly lower organizational citizenship behaviour (OCB) than non‐IT professionals. Thus, the purpose of this paper is to examine how an IT professional's job stress, trust, and commitment affect the valence of job satisfaction, which in turn influences his or her OCB.Design/methodology/approach – A snowball sampling approach was used as it was the best available approach. The authors first sent out email invitations to IT professionals at a large mid‐western university and used their personal referrals to locate other IT professionals. After deleting unusable responses, 85 responses were obtained. The hypotheses were tested using partial least squares and multiple regression techniques.Findings – The results confirmed the significant relationship between valence of job satisfaction and OCB and the relationship between OCB and actual job satisfaction. Additionally, commitment to organization and profession c...

53 citations

Journal ArticleDOI
TL;DR: In this article, a new classification of helping behavior using the recipient's solicitation and the helper's proactiveness was developed, and the authors explored helping motives for each of the forms of helping behaviour that the authors identify.
Abstract: Purpose – The purpose of this paper is to develop a new classification of helping behavior using the recipient’s solicitation and the helper’s proactiveness. Additionally, the authors explore helping motives for each of the forms of helping behavior that the authors identify. Design/methodology/approach – The authors examined relevant research and performed a theoretical analysis. Findings – The authors classified helping behavior into three distinct forms, including unsolicited proactive helping behavior, unsolicited reactive helping behavior, and solicited reactive helping behavior. Additionally, the authors claimed that unsolicited proactive helping behavior is an outcome of personality and dispositions, that unsolicited reactive helping behavior is a process of social and instrumental exchange, and that solicited reactive helping behavior is a product of functional motives. Practical implications – First, from the perspective of organizational justice, the authors recommend managers to take the form o...

40 citations

Journal ArticleDOI
TL;DR: In this paper, the authors explored the relationship between organizational justice and service-oriented organizational citizenship behavior (SOCB), focusing on perceived distributive and procedural justice, and examined the moderating effect of the need for achievement and need for affiliation.
Abstract: Purpose – The purpose of this study is twofold. First, we explore the relationship between organizational justice and service-oriented organizational citizenship behavior (SOCB). In particular, we focus on perceived distributive and procedural justice. Second, we examine the moderating effect of the need for achievement and need for affiliation. Design/methodology/approach – The paper employed an online cross-sectional survey approach and distributed questionnaires to service employees at a large service organization. Data were analyzed with a two-step structural equation modeling technique using LISREL 8.7. Findings – Perceived procedural justice significantly predicts SOCB. Additionally, the need for affiliation positively moderates the relationship between perceived procedural justice and SOCB, whereas the need for achievement positively moderates the relationship between perceived distributive justice and SOCB. Practical implications – Results confirm the importance of establishing and implementing tr...

29 citations


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01 Jan 2012
TL;DR: The 2008 crash has left all the established economic doctrines - equilibrium models, real business cycles, disequilibria models - in disarray as discussed by the authors, and a good viewpoint to take bearings anew lies in comparing the post-Great Depression institutions with those emerging from Thatcher and Reagan's economic policies: deregulation, exogenous vs. endoge- nous money, shadow banking vs. Volcker's Rule.
Abstract: The 2008 crash has left all the established economic doctrines - equilibrium models, real business cycles, disequilibria models - in disarray. Part of the problem is due to Smith’s "veil of ignorance": individuals unknowingly pursue society’s interest and, as a result, have no clue as to the macroeconomic effects of their actions: witness the Keynes and Leontief multipliers, the concept of value added, fiat money, Engel’s law and technical progress, to name but a few of the macrofoundations of microeconomics. A good viewpoint to take bearings anew lies in comparing the post-Great Depression institutions with those emerging from Thatcher and Reagan’s economic policies: deregulation, exogenous vs. endoge- nous money, shadow banking vs. Volcker’s Rule. Very simply, the banks, whose lending determined deposits after Roosevelt, and were a public service became private enterprises whose deposits determine lending. These underlay the great moderation preceding 2006, and the subsequent crash.

3,447 citations

Journal ArticleDOI
TL;DR: The Human Side of Enterprise as mentioned in this paper is one of the most widely used management literature and has been widely used in business schools, industrial relations schools, psychology departments, and professional development seminars for over four decades.
Abstract: \"What are your assumptions (implicit as well as explicit) about the most effective way to manage people?\" So began Douglas McGregor in this 1960 management classic. It was a seemingly simple question he asked, yet it led to a fundamental revolution in management. Today, with the rise of the global economy, the information revolution, and the growth of knowledge-driven work, McGregor's simple but provocative question continues to resonate-perhaps more powerfully than ever before. Heralded as one of the most important pieces of management literature ever written, a touchstone for scholars and a handbook for practitioners, The Human Side of Enterprise continues to receive the highest accolades nearly half a century after its initial publication. Influencing such major management gurus such as Peter Drucker and Warren Bennis, McGregor's revolutionary Theory Y-which contends that individuals are self-motivated and self-directed-and Theory X-in which employees must be commanded and controlled-has been widely taught in business schools, industrial relations schools, psychology departments, and professional development seminars for over four decades. In this special annotated edition of the worldwide management classic, Joel Cutcher-Gershenfeld, Senior Research Scientist in MIT's Sloan School of Management and Engineering Systems Division, shows us how today's leaders have successfully incorporated McGregor's methods into modern management styles and practices. The added quotes and commentary bring the content right into today's debates and business models. Now more than ever, the timeless wisdom of Douglas McGregor can light the path towards a management style that nurtures leadership capability, creates effective teams, ensures internal alignment, achieves high performance, and cultivates an authentic, value-driven workplace--lessons we all need to learn as we make our way in this brave new world of the 21st century.

3,373 citations

Journal ArticleDOI
TL;DR: This book will not become a unity of the way for you to get amazing benefits at all, but, it will serve something that will let you get the best time and moment to spend for reading the book.
Abstract: It sounds good when knowing the nature of managerial work in this website. This is one of the books that many people looking for. In the past, many people ask about this book as their favourite book to read and collect. And now, we present hat you need quickly. It seems to be so happy to offer you this famous book. It will not become a unity of the way for you to get amazing benefits at all. But, it will serve something that will let you get the best time and moment to spend for reading the book.

1,560 citations