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Professor Info

Professor Info
Shin-Guang Liang
Title
Assistant Professor
Speciality
  • Organizational Behavior, Human Resource Management
Academic BG.
  • PhD in Business Administration, National Taiwan University
Experience
  • Assistant Professor, Department of Cooperative Economics and Social Entrepreneurship, Feng Chia University (2020/02 - 2022/01)
  • Assistant Professor, Department of Business Administration, National Chung Cheng University (2018/02 - 2020/01)
  • Assistant Professor, Department of Logistics Management, National Defense University (2013/02 - 2018/01)
  • Journal Papers
  • Conference Papers
  • Research Grants
  • Books/Pub.
  • Industrial Grants
  • Courses
  • Dissertation
  • Awards & Certificates
  • Pro. Membership
  • Other Contributions
  • 【1】Liang, S. G. (Accepted). The influences of leaders’ impulsive versus strategic abusive supervision behaviors for leaders themselves: The moderating effect of ideal leadership self-concept. Journal of Management and Systems. (in Mandarin)
  • 【2】Liang, S. G. (2023). I just dont want to lose face: A self-image reparative response framework of how and when abused subordinates improve their performance. Asia Pacific Journal of Management, 40, 1461-1480. (SSCI, 2022 Impact Factor = 5.4)
  • 【3】Lai, H. F., Chen, S. C., Liang, S. G., & Chen. S. Y. (2023). Investigating the relationship between third parties’ witnessing abusive supervision and their performance improvement. Journal of Management and Business Research, 40, 57-79. (in Mandarin)
  • 【4】Liang, S. G., Lai, H. F., Wei, S. C., & Wu, C. H. (Accepted). How does daily abusive supervision ruin workplace safety behavior? Investigating the mediating role of organization-based self-esteem and the moderating role of negative affectivity. Journal of Human Resource Management, 22, 55-82. (in Mandarin)
  • 【5】Liang, S. G., Lai, H. F., Lu, C. C., & Chen, P. H. (2021). Investigating the relationships among perceived overqualification, work engagement, and innovative behavior: Moderating effect of promotion focus. Journal of Management and Business Research, 38, 125-145. (in Mandarin)
  • 【6】Liang, S. G.,& Chen, Y. C. (2018). I just can’t get it out of my mind: A cognitive rumination perspective on the relationship between abusive supervision and subordinates’ long-term negative affective states. Journal of Human Resource Management, 18, 35-56. (in Mandarin)
  • 【7】Liang, S. G. (2018). The relationship between abusive supervision and subordinates’ supervisor-directed deviance: The mediating role of moral disengagement and the moderating role of moral identity. Organization and Management, 11, 1-31. (in Mandarin)
  • 【8】Liang, S. G. (2017). Linking leader authentic personality to employee voice behaviour: A multilevel mediation model of authentic leadership development. European Journal of Work and Organizational Psychology, 26, 434-443. (SSCI, 2017 Impact Factor = 2.638)
  • 【9】Chi, S. C. S., Lo, H. H., Liang, S. G., Lai, H. F., & Chu, C. C. (2017). Research findings and prospect of workplace deviant behavior: A review of 2000-2015 studies with Asian samples. NTU Management Review, 27, 259-306. (in Mandarin)
  • 【10】Liang, S. G., & Lin, J. A. (2016). Examining the relationship between authentic leadership and employee ethical behavior: The mediating role of moral efficacy and the moderating role of moral identity. Journal of Human Resource Management, 16, 1-20. (in Mandarin)
  • 【11】Liang, S. G., & Chi, S. C. S. (2013). Transformational leadership and follower task performance: The role of susceptibility to positive emotions and follower positive emotions. Journal of Business and Psychology, 28, 17-29. (SSCI, 2013 Impact Factor = 1.544)
  • 【12】Chi, S. C. S., & Liang, S. G. (2013). When do subordinates emotion-regulation strategies matter? Abusive supervision, subordinates emotional exhaustion, and work withdrawal. Leadership Quarterly, 24, 125-137. (SSCI, 2013 Impact Factor = 2.006)
  • Liang, S.-G. (2023). Third parties negative reactions to observed abusive supervision: Exploring the moderating role of relative performance. The 18th European Congress of Psychology, July 3-6, Brighton, UK.
  • Liang, S.-G. (2023). When third-party observers of abusive supervision display daily coworker protective behavior: The role of interpersonal liking and power dependence. The 10th Biennial IACMR Conference, June 14-18, Hong Kong, China.
  • Liang, S. G. (2022). A self-image reparative response framework of how and when abused subordinates improve their performance. The 17th European Congress of Psychology, July 5-8, Ljubljana, Slovenia.
  • Liang, S. G., Chen, F. F., & Chen, P. H. (2019). When are overqualified employees more innovative? It depends on the power role of employees promotion focus. The 16th European Congress of Psychology, July 2-5, Moscow, Russia.
  • Liang, S. G. (2018). Undermining of low relative leader-member exchange (RLMX): Investigating the relationships between RLMX, envy, and coworker undermining. The 29th International Congress of Applied Psychology, June 26-30, Montréal, Canada.
  • Liang, S. G., & Chen, F. F. (2018). A moderated mediation model of prosocial reactions to witnessing abusive supervision. The 29th International Congress of Applied Psychology, June 26-30, Montréal, Canada.
  • Chi, S. C. S., Liang, S. G., & Lai, H. F. (2017). Exploring when abusive supervision leads to supervisor-directed deviance: A social-norms perspective. The 10th AAOM & TAOM Joint Conference, June 20-21, Fukuoka, Japan.
  • Organizational Behavior (required undergraduate)
  • Motivation and Leadership (elective undergraduate)
  • Special Topics in Organization and Talent Management (elective Ph.D. seminar)
  • Academy of Management
  • Taiwan Academy of Management
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Professor Info

Shin-Guang Liang

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