Professor Info

Photo
Name: 黃瓊億 Huang, Chiung-Yi
Discipline: OrgMgt
TEL: 03-4638800 ext. 6257
Email: joye0520@saturn.yzu.edu.tw

Title

Associate Professor, Convener of Organization Management Discipline

Speciality

Teams' motivation, working attitudes and behaviors Knowledge and Information Process in Team Team composition and team conflict Teams' transactive memory system Team creativity and innovation

Academic BG.

  • Ph.D. in Organizational Behavior and Human Resource Management
  • National Taiwan University

Experience

  • Part-time assistant professor, Department of Business Administration of Shih Chien University.
  • Teaching in Organization Behavior (2011)
  • Research Part-Time
  • Assistant for Joyce. Y. F.
  • -Intelligent Technology in a Smart Attentive Home (2008-2010)
  • -Organization Change and Restructure Case Study: Genesis Social Welfare Foundation (2005-2007)
  • -National Science Council Project of NPO Performance and Accountability-Developments of Self-Regulation Alliance in Taiwan. (2004-2005)
  • Research Assistant for Chi, Steve, S. C.
  • -National Science Council Project of Team Trust and Team Conflict (2006-2008)
  • Practice Research
  • Project-Organizational Culture Investigation in Global Unichip Corp. (Jul. 2008-Aug. 2008)

Journal Papers

  1. Huang, C. Y., & Huang, C.C. (***). The Relationships Between Group-Affect Tone, Transactive Memory System, and Teams’ Incremental Creativity. Journal of Management and Organization, (has been accepted). (SSCI)
  2. Chen, Y. C. & Huang, C. C. (2024). Do Not Disturb Me Too Late! Exploring The Impact of The Time of Receiving Work-Related Message after Work on Work and Family Outcomes: The Moderating Effect of Differential Permeability Tactic. Journal of Management and Business Research, 41(3), 285-306.
  3. Huang, C. Y., & Wang, Y. Y. (2022). The Relationship Between Leader Humility, Team Psychological-Safety Climate and Team Performance: Task Type and Regulatory Focus as Moderators. Journal of Human Resource Management, 22(2), 53-87.
  4. Huang, C. Y., & Liu, Y. C. (2022). Influence of Need for Cognition and Psychological Safety Climate on Information Elaboration and Team Creativity. European Journal of Work and Organizational Psychology, 31(1), 102-116. doi: 10.1080/1359432X.2021.1932815 IF=3.968 (2020, by JCR) (SSCI) （國科會管理一學門推薦期刊）
  5. Huang, C. Y., Lin, T. T., Liao, W. Y.（2022). Fair or Differential Treatment? The Relationship Between Team Differential Leadership, Transactive Memory System, and Team Performance: The Moderating Effect of In-Group Team Member’s Role. Taiwan Academy of Management: Organization and Management, 15(1), 47-91. (TSSCI) doi:10.53106/199687602022021501002.
  6. Huang, C. Y., & Huang, J. C. (2020). Let's cooperation! The relationship between teams' regulatory focus, group affect tone, and team performance: A moderated mediation model of transformational leadership. Taiwan Academy of Management: Organization and Management, 13(1), 45-85. (TSSCI)
  7. Huang, C. Y. (2018). The relationship between teams’ specific status cues, transactive memory system, and teams’ outcomes: A moderated mediation model of teams’ psychological safety climate. Journal of Human Resource Management, 18(1), 1-33.
  8. Huang, C.-Y., Huang, J.-C., & Chang, Y. (2017). Team goal orientation composition, team efficacy, and team performance: The separate roles of team leader and members. Journal of Management and Organization, 1-19. doi: 10.1017/jmo.2016.62
  9. Huang, C. Y., & Chi, Steve, S. C. (2014). Team safety climate and Team’s need for cognitive closure on information sharing and team innovation. Taiwan Academy of Management: Organization and Management, 7(1), 1-40. (TSSCI)
  10. Huang, C. Y., & Wang, Y. H. (2013). The relationship between need for cognition closure and entrepreneurial alertness: The moderating role of team conformity pressure. Journal of Entrepreneurship Research, 8 (4), 57-81. (Chinese version)
  11. Chi, Steve, S. C., Huang, C. Y., & Artemis, C. (2010). Safety climate and relational conflict in the eyes of team members: Examining the role of need for closure. Social Behavior and Personality, 38(1), 103-114. (English version) (SSCI)
  12. Chi, Steve, S. C., Yang. M. Y., & Huang, C. Y. (2008). Is there a relationship between team members’ aggressive communicative behaviors and team relational conflicts? Investigating the moderating effects of team collectiveness. Taiwan Academy of Management: Organization and Management, 1, 38-60. (Chinese version) (TSSCI)
  13. Wang, C. W., Chen, M., Horng, R. Y., Huang, C. Y., & Li, S. P. (2004). Case studies of implementation of web-based group decision support system and creativity training in organizations. Taiwan Academy of Management Journal, 4, 357-378. (Chinese version)

Conference Papers

  1. Lin, T. T., Huang, C.Y., & Chien, C. J. (2024). The relationship between humble leadership and team adaption: Two paths model perspective. International Conference on Global Business, Economics, Finance & Social Sciences (ICGEFS). Japan: Okinawa. (8/8-8/10)
  2. Huang, C.Y. (2024). Dual path model perspectives to examine the relationship between team leader’s leadership, work-related regulatory focus, and team innovations. International Conference on Global Business, Economics, Finance & Social Sciences. Japan: Hiroshima. (4/2~4/3)
  3. Lee, Y. Z., & Huang, C.Y. (2024). The alarm clock, not the job, is what wakes me up every day: The relationships between of person-job misfit, job meaninglessness and behavioral outcomes. The 8th International Symposium on Education, Psychology and Society (ISEPST). Japan: Kyoto. (3/27-3/29)
  4. Chang, C. Y., & Huang, C.Y. (2024). The relationship between high performer’s behavior, team members’ envy, cooperative and competitive climate, and team performance: A social comparison in team. The 8th International Symposium on Education, Psychology and Society (ISEPST). Japan: Kyoto. (3/27-3/29)
  5. Huang, C.Y. (2023). Regulatory focus in teams: The dual patterns of team leaders’ chronic regulatory focus, teams’ work-related regulatory focus and radical creativity. 18th European Congress of Psychology (ECP). UK: Brighton. (7/3~7/6)
  6. Peng, H. Y. & Huang, C. Y. (2023). Transposition management with different perspectives: Public-private partnership. 34th ISPIM Innovation Conference (ISPIM). Slovenia: Ljubljana (6/4-6/7)
  7. Peng, H. Y. & Huang, C. Y. (2023). The lesser of two evils: A qualitative study of public-private partnership. The Asia Conference on Psychology & the Behavioral Sciences (ACP). Japan: Nagoya. (3/31-4/3)
  8. Wang, Y. Y. & Huang, C. Y. (2023). The dual path model of the relationship between leadership, work-related regulatory focus and outcomes: A dyadic relationship between supervisor and subordinate. The Asia Conference on Psychology & the Behavioral Sciences (ACP). Japan: Nagoya. (3/31-4/3)
  9. Wang, S. L., & Huang, C. Y. (2023). Developmental trajectory and trend of the paternalistic leadership. 2023 Northeast Decision Sciences Institute Annual Conference (NEDSI). America: Washington, DC Metro Area. (3/30-4/1)
  10. 黃瓊億、廖婉穎（2020），「團隊差序領導與團隊交融記憶系統的曲線關係：團隊內互動觀點檢視團隊成員交換關係與親信部屬角色的調節效果」，2020台灣工商心理學學會年會暨國際學術研討會，台灣：台北
  11. 黃瓊億、李嘉慧（2019），「團隊任務衝突、團隊資訊精緻化與團隊交融記憶系統：團隊關係衝突的伴隨效果」，第11屆亞洲管理學術及12屆台灣管理學術聯合研討會，印度尼西亞：峇里島(6/19-6/21)
  12. 廖婉穎、黃敏萍、黃瓊億（2019），「負向差序對待與部屬效能：部屬人格特質的調節效果」，2019商管學術與實務研討會，台灣：台北 （5月）
  13. Lee, C. H., Huang, C. Y., & Huang, M. P. (2019). It’s always loyalty to the organization? A study of the relationship between organizational identification and outcomes behaviors of Exit-Voice-Loyal-Neglect Model for the public servants in Taiwan. 2019 Northeast Decision Sciences Institute Annual Conference (NEDSI). America: Philadelphia. (4/4-4/6)
  14. Liao, W. Y., Huang, M. P., & Huang, C.Y. (2019). Differential treatments in team and team effectiveness: The role of in-group members. 2019 Northeast Decision Sciences Institute Annual Conference (NEDSI). America: Philadelphia. (4/4-4/6)
  15. Li, C. Y., & Huang, C.Y. (2019). The relationship between paternalistic leadership and employees’ outcomes: two paths mediating roles of justice and care moral ethics. Asia-Pacific Conference on Business & Social Science (APCBSS). Japan: Fukuoka. (2/25-2/27)
  16. Lu, C. H., & Huang, C.Y. (2019). How and why guilt-proneness employee can tolerate under unfair or high stress condition in team working environment. Asia-Pacific Conference on Business & Social Science (APCBSS). Japan: Fukuoka. (2/25-2/27)
  17. He, X. Y., & Huang, C.Y. (2019). The relationship between need for cognitive closure and aggressive tactic adaption within baseball players: The individualism as a moderator. Asia-Pacific Conference on Business & Social Science (APCBSS). Japan: Fukuoka. (2/25-2/27)
  18. Lee, C. H., Huang, C. Y., & Huang, M. P. (2019). What is Public agency? And civil servants how to see? The relationship between organizational identity contents, organizational identification and employees’ behaviors for the Public agency in Taiwan. Australia and New Zealand International Business Academy (ANZIBA). Australia: Perth. (2/11-2/13)
  19. 李嘉慧、黃瓊億、黃敏萍（2018），「公務機關組織認定內涵與量表初步信效度發展」，台灣組織與管理學會年會暨研討會，台灣：台北（9/14）
  20. 廖婉穎、黃敏萍、黃瓊億（2018），「負向差序對待與部屬效能：親信部屬的調節效果」，台灣組織與管理學會年會暨研討會，台灣：台北（9/14）
  21. Huang, C.Y., & Huang, J. C. (2018). How the group affective tone influence team creativity: Two studies to examine the mediating role of teams’ transactive memory system. European Academy of Management (EURAM). Iceland: Reykjavik (6/20-6/23)（has been accepted）
  22. Hsiao, Y. K., & Huang, C.Y. (2018). The relationship between person-environment fit, psychological well-being and innovative behavior: High involvement HRM as moderator. The 6th International Conference on Social Science and Management (ICSSAM). Japan: Sapporo. (05/1-5/3)
  23. Huang, C.Y., & Huang, J. C. (2017). From teams’ transactive memory system perspective to examine the relationship between group affective tone and team creativity. 8th Annual International Conference on Human Resource Management and Professional Development in the Digital Age (HRM & PD). Singapore (2017/12/11-12/12).
  24. 王豫萱、黃瓊億（2017），「團隊參與式領導、團隊安全感氛圍與建言行為」，第十屆華人心理學家學術研討會，大陸：哈爾濱（9/15-9/18）
  25. Huang, C.Y., & Li, H. H. (2016). Motivated information processing and team creativity: Effects of team cognition and team psychological safety climate on information elaboration. The 31st International Congress of Psychology (ICP). Japan: Yokohama (2016/07/24-07/29)
  26. Lin, N. W., & Huang, C.Y. (2016). Salesperson’s regulatory focus, mood and customer’s satisfaction: The mediated moderating role of emotional intelligence. The 4th International Conference on Social Science and Management. Japan: Osaka. (2016/05/10-5/12)
  27. Huang, C.Y., & Huang, J. C. (2015). Teams’ status and team information elaboration: From status characteristic theory. The 9th for the Asia Academy of Management (AAOM) and 8th Taiwan Academy of Management (TAOM) joint conference. China: Hong Kong.
  28. Huang, J. C., & Huang, C.Y. (2015). Team regulatory focus, team affect tone and team performance: The moderating role of transformational leadership. 14th European Congress of Psychology (ECP). Italy: Milan.
  29. Chung, X. N., & Huang, C. Y. (2015). The perspective of motivated information processing in group on team diversity, psychological safety climate and team creativity: The moderating role of participative leadership. International Research Conference on Business Economics and Social Science (IRC). Tailand.
  30. Tsai, Y. W., & Huang, C. Y. (2015). The relationship between organizational CSR strategy, ethical leadership and organization and employee outcomes: A cross-level analysis. International Research Conference on Business Economics and Social Science (IRC). Tailand. (Winner of the Career Division’s 2012 Best Symposium of the Year Award)
  31. Huang, C. Y., & Huang, J. C. (2013). Team’s specific status cues and team information elaboration: Safety climate as a moderator. Academy of International Business (AIB). Special Meeting. Russia: Moscow.
  32. Huang, J. C., & Huang, C. Y. (2013). The impact of fit between strategy and HRM practices on individual outcomes: The mediating effect of role ambiguity and role conflict. 8th Asia Regional Congress of the International Labour and Employment Relations Association. Australia: Melbourne.
  33. 黃瓊億，（2013），「團隊安全感氛圍與團隊知識動機對資訊精緻化程度與創新績效-動機資訊處理過程觀點」，第五屆兩岸大學領導論壇與國際學術研討會，台灣台北。
  34. Huang, J. C., & Huang, C. Y. (2013). Strategy and HRM practices Alignment, role stress and individual outcomes: A multilevel study. The 12th International Decision Sciences Institute Conference & The 18th Asia Pacific DSI Conference, Bali, Indonesia.
  35. Huang, J. C., & Huang, C. Y. (2012). Team goal orientation composition, team efficacy and team performance: The separate roles of team leader and members. Asia Academy of Management 2012 Conference (AAOM). Korea: Seoul.
  36. 黃瓊億、謝如梅、王詮竤，（2012），「創業團隊成員的認知閉合需求、創業警覺性與團隊衝突的關係：一項跨層次分析」，中國管理研究國際協會年會(IACMR)，大陸香港。
  37. 黃瓊億、戚樹誠，（2012），「團隊創新氛圍與團隊認知閉合需求對資訊分享及創新績效的影響」，2012產業創新與科技管理研討會，臺灣屏東。（獲最佳論文獎）
  38. Huang, J. C., Huang, C. Y., & Chen, W. C. (2011). The impact of team regulatory focus on performance and innovation: A multilevel study. The 4th International HR conference (HRC). Thailand: Bangkok.
  39. Huang, C. Y., & Chi, Steve, S. C. (2011). The relationship between team innovation climate, task reflexivity and team innovation: task-oriented diversity as a moderator. Academy of International Business (AIB). Annual Meeting. Japan: Nagoya.
  40. Joyce. Y. F., Fu, L. C., Huang, C. Y., Lu, C. H., Ho, Y. C., & Yen, Y. C. (2009). The design and development of intelligent technology in a smart home-A perspective on fulfilling technological needs of residents. Symposium of Globalization, Urban and Housing Research. Taiwan: Hwalien.
  41. Chi, Steve, S. C., Artemis, C., & Huang, C. Y. (2009). The relationship between perceptions of safety climate relational conflict within R&D teams: Taking need for closure as a moderator. The International Association for Conflict Management (IACM). 22nd Annual Conference. Japan: Kyoto.
  42. Haung, C. Y., Artemis, C., & Chi, Steve, S. C. (2008). The structure of need for closure scale in Taiwan. The Sixth Asia Academy of Management Conference (AAOM). Taiwan: Taipei.
  43. 黃瓊億、陳彥君、戚樹誠，（2008），「閉合需求量表的信效度驗證」，第三屆中國管理研究國際協會年會 (IACMR)，大陸廣州。
  44. Wang, C. W., Chen, M., Horng, R. Y., Huang, C. Y., & Li, H. P. (2004). Empirical studies of creativity training’s impacts on the usage of web-base group decision support systems. The 14th International Conference on Pacific Rim Management, Association for Chinese Management Educators (ACME), USA: Chicago.
  45. 王精文、黃瓊億，（2004），「研發團隊成員人格特質、團隊運作對團隊效能的影響」，第三屆跨領域管理學術與實務研討會，台中。
  46. 王精文、黃瓊億，（2003），「創造力人格量表之信效度研究-以研發人員為例」，第三屆提升競爭力與經濟管理研討會，台北。
  47. 王精文、李珍玫、李建道、蕭婉鎔、黃瓊億，（2003），「創投事業參與投資計畫之決策評估準則研究」，中華決策科學研討會，新竹。
  48. 王精文、李珍玫、廖玉琳、黃瓊億，（2003），「政府研發政策對民間研發投入之探討」，中華民國科技管理論文研討會，新竹。

Research Grants

  1. How to seek unity in differences? The relationship between teams’ faultlines, transactive memory system and team’s incremental innovation. Project grant from Ministry of Science and Technology (MOST), MOST107-2410-H-155-039-SSS, project host ,2018/08/01~2019/07/31.
  2. What factors split up us? The relationship between teams’ faultlines, transactive memory system and team innovation: The mediated moderation and moderated mediation role of team development stages. Project grant from Ministry of Science and Technology (MOST), MOST106-2410-H-155 -037, project host,2017/08/01~2018/07/31.
  3. Team task conflict, team information elaboration and teams’ transactive memory systems: Accompany effect of team relationship conflict. Project grant from Ministry of Science and Technology (MOST), MOST105-2410-H-155 -053 -SSS, project host,2016/08/01~2017/07/31.
  4. The antecedents and consequence of transactive memory systems: teams’ expert status cues as a moderator. Project grant from Ministry of Science and Technology (MOST), MOST104-2410-H-155-045-SSS, project host,2015/08/01~2016/07/31.
  5. The influence of relationship teams’ need for cognition and teams’ psychological safety climate on the teams’ information sharing and transactive memory systems: Motivated information processing perspective. Project grant from Ministry of Science and Technology (MOST), NSC103-2410-H-155-001, project host, 2014/01/01~2014/12/31.
  6. The relationship betwwen teams' epstemic motivation, information elaboration, and team innovation: Team consistency stress as moderating role. Project grant from Yuan Ze University, 2013/04/01~2013/12/31.

Books/Pub.

Industrial Grants

Courses

  1. Ethical Decisions and Corporate Social Responsibility (MS)
  2. Organization Behavior (MS)
  3. Talent Development and Competence Management (MS)
  4. Competency-Based Talent Development (MBA)
  5. Organization Behavior (MBA)
  6. Organizational Behavior Research methods (MBA)
  7. Advanced Statistical Analysis (MBA)
  8. Seminar in Organization Management (ph.D)
  9. Behavioral Science Theories and Management (ph.D)

Dissertation

Awards & Certificates

Pro. Membership

Other Contributions

  1. Winner of the Best Paper Award, Industry innovation and Technology Management Annual Meeting, 2012
  2. Winner of the Honorable Mention Thesis Award, The 15th Small & Medium Enterprise Thesis Awards, Doctoral Division, 2011