Relevant bibliographies by topics / Zhongyong thinking

Academic literature on the topic 'Zhongyong thinking'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Zhongyong thinking"

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Fan, Zhonghe. "Knowledge sharing mediates the relationship between Zhongyong thinking and employee creativity." Social Behavior and Personality: an international journal 49, no. 1 (January 6, 2021): 1–9. http://dx.doi.org/10.2224/sbp.9686.

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Zhongyong thinking is the Confucian doctrine of the mean; zhong means equilibrium and yong means harmoniousness, so that Zhongyong thinking represents maintaining balance and harmony. I examined the mediating effect of knowledge sharing in the relationship between Zhongyong thinking and employee creativity in a Chinese context. I collected 285 paired surveys from part-time Master of Business Administration students who self-rated their Zhongyong thinking and knowledge sharing in their workplace, and their supervisors who rated their creativity. Results of structural equation modeling analysis reveal that Zhongyong thinking had a positive indirect relationship with employee creativity through the mediator of knowledge sharing. These findings shed light on the ways in which Zhongyong thinking helps to enhance employee creativity. Managers of organizations should pay attention to improving employees' Zhongyong thinking and facilitating employees' knowledge sharing. Study limitations and suggestions for future research directions are discussed.
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Yang, Guodong, Yingwei Ji, and Qiumeng Xu. "Does Zhongyong thinking affect voice behavior? The mediating role of psychological safety." Social Behavior and Personality: an international journal 49, no. 8 (August 4, 2021): 1–8. http://dx.doi.org/10.2224/sbp.10469.

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Zhongyong, as a typical Confucian thinking model, is related to employees' voice behavior. In this research we explored the relationship between Zhongyong thinking and employees' voice behavior, and examined the mediating effect of psychological safety in this relationship. Survey data were collected from 218 part-time Master of Business Administration students from two Chinese universities. The structural equation modeling results demonstrate that Zhongyong thinking was positively related to psychological safety, and that psychological safety was positively related to voice behavior. Further, psychological safety mediated the Zhongyong thinking–voice behavior relationship. These results suggest that organizations can encourage voice behavior by enhancing employees' Zhongyong thinking and by boosting their perception of psychological safety in the workplace.
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Gao, Zhengbo, Yanbo Guo, and Haikang Wei. "Zhongyong thinking mediates the relationship between leader–member exchange and employee creativity." Social Behavior and Personality: an international journal 50, no. 5 (May 4, 2022): 1–8. http://dx.doi.org/10.2224/sbp.11514.

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In this study we added to the literature on leader–member exchange (LMX) and employee creativity by focusing on the mediating role of Zhongyong thinking in this relationship. We collected data from 295 employees at a state-owned manufacturing company in China, using a paper-and-pencil survey. Structural equation modeling was used to examine the hypotheses. Results show that both LMX and Zhongyong thinking were positively related to employee creativity, and Zhongyong thinking partially mediated this relationship. Our findings show the importance of both LMX and Zhongyong thinking in facilitating employee creativity, and provide a practical guide to enhance employee creativity.
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Wei, Xindong, and Fengyan Wang. "Effect of Zhongyong thinking in the relationship of crystallized intelligence and wisdom." Social Behavior and Personality: an international journal 48, no. 7 (July 7, 2020): 1–8. http://dx.doi.org/10.2224/sbp.9092.

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Although scholars take the view that intelligence is a necessary condition for wisdom, intelligent people tend to prioritize and focus on their own immediate goals and interests, and often act unwisely. In this study we focused on the moderating effect of Zhongyong thinking in the relationship between crystallized intelligence and wisdom. Zhongyong thinking is a Confucius interpersonal style, the use of which can help intelligent people to think of others as well as themselves. Participants in our study were 103 students at a Chinese college, who completed all measures in a laboratory setting. Results show there was both a significant positive relationship between Zhongyong thinking and wisdom, and a moderating effect of Zhongyong thinking in the relationship between crystallized intelligence and wisdom. These findings provide new insight into the effect of Zhongyong thinking on the intelligence–wisdom behavior transformation process.
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Yu, Yue, and Guodong Yang. "Zhongyong thinking, leader–member exchange, and employee innovative behavior." Social Behavior and Personality: an international journal 50, no. 2 (February 9, 2022): 1–8. http://dx.doi.org/10.2224/sbp.10986.

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Innovative and creative employees are crucial for increasing organizations' competitive advantage. This study examined the relationship between Zhongyong thinking and employee innovative behavior, along with the mediating role of leader–member exchange (LMX). Participants were 275 subordinates and 61 supervisors employed at a large enterprise in China. We tested the proposed hypotheses with structural equation modeling based on a time-lagged survey. The results show that, as predicted, both Zhongyong thinking and LMX were positively related to subordinates' innovative behavior. Furthermore, LMX partially mediated the relationship between Zhongyong thinking and subordinates' innovative behavior. These findings point to the importance of both Zhongyong thinking and LMX for innovative behavior in an organization. Implications are discussed for research and practice.
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Ma, Shengqing, Shanwen Xuan, and Mingjie Rui. "Leader–member exchange and employee voice: Zhongyong thinking as a mediator." Social Behavior and Personality: an international journal 50, no. 8 (August 3, 2022): 1–8. http://dx.doi.org/10.2224/sbp.11601.

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Existing research has established a link between leader–member exchange (LMX) and employee voice. However, there is still a wide scope for exploring the mechanisms of this relationship. From the perspective of traditional Chinese values, we investigated the mediating role of Zhongyong thinking in the relationship between LMX and employee voice. We conducted a field survey with 252 employees of a state-owned organization in China. Results of structural equation modeling show there was a significant and positive relationship between LMX and employee voice. Additionally, Zhongyong thinking was an important mediating mechanism. This study indicates voice behavior can be fostered by establishing a high-quality LMX relationship and cultivating Zhongyong thinking among employees. Suggestions for future research are offered.
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7

Han, Yue, and Qingwang Wei. "A meta-analysis of the relationship between Zhongyong thinking and creativity: Evidence from China." Social Behavior and Personality: an international journal 50, no. 12 (December 6, 2022): 1–16. http://dx.doi.org/10.2224/sbp.11905.

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Although there is a large body of theoretical and empirical research supporting a relationship between Zhongyong thinking and creativity, some studies have found that the association is positive, while others have reported that it is negative. Therefore, we performed a meta-analysis of 18 relevant studies to further clarify this relationship. On the basis of 19 independent effect sizes, the results indicated there was a medium-strength, positive, and significant relationship between Zhongyong thinking and creativity. Moderator analyses suggested that this relationship was stronger in studies in which creativity was self-evaluated than in the studies in which others evaluated the individual's creativity. The moderating effect of the tools used to measure Zhongyong thinking and publication status were not significant.
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Lang, Yi, Fan Zhang, and Jun Yin. "Team Zhongyong Thinking and Team Incremental and Radical Creativity." Journal of Innovation & Knowledge 7, no. 3 (July 2022): 100196. http://dx.doi.org/10.1016/j.jik.2022.100196.

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9

Jiao, Xiaowei, and Jieun Choi. "The Relationship between the Zhongyong Thinking and Individual and Group Creativity." Korean Society for Creativity Education 22, no. 1 (March 30, 2022): 103–17. http://dx.doi.org/10.36358/jce.2022.22.1.103.

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10

Zhang, Wei, Yingjun Zhu, and Jianqiao Liao. "Paradoxical leadership and employee performance: the role of adaptability and zhongyong thinking." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 12068. http://dx.doi.org/10.5465/ambpp.2019.12068abstract.

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Conference papers on the topic "Zhongyong thinking"

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Yu, Yuting, and Ping Wang. "How does Zhongyong Thinking Affect Employees' Innovative Behavior?" In Proceedings of the 2018 International Workshop on Education Reform and Social Sciences (ERSS 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/erss-18.2019.48.

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