Bao Cheng's research while affiliated with Southwestern University of Finance and Economics and other places

... Then, with the proliferation and ubiquity of information and communication technologies (ICTs), especially forced teleworking during COVID-19, advanced technology brought detrimental outcomes for employees' health and well-being (Kraus et al., 2023;Lin et al., 2024;Umair et al., 2023). Distinct from other technologies, AI has three characteristics: constant change, invisibility, and inscrutability (Anthony et al., 2023). ...

... Another study in the hospitality industry identifies organizational identification and hostile attribution bias as mediators and moderators, respectively, in how negative gossip affects service performance. Furthermore, research focusing on the hospitality sector demonstrates the detrimental impact of negative gossip on career growth, mediated by personal reputation and moderated by concern for reputation (Cheng et al., 2023). Moreover, negative gossip from supervisors, when reflected upon, can trigger a learning process in employees, ultimately enhancing their JP (Bai et al., 2020). ...

... Consistent with current studies on AI-related industries (e.g. Cheng et al., 2023;Nguyen & Malik, 2022), the industries investigated in our study are supported by AI functionalities and technologies (e.g. search engines, chatbots, data mining, algorithms) to facilitate product and service development and improve organizational efficiency. ...

... Second, incivility is prevalent in healthcare professions, and its increasing occurrence in hospitals significantly impacts the effectiveness and satisfaction of nurses (Guidroz et al., 2010;Nikstaitis & Simko, 2014). Finally, given that service interactions typically occur in public settings (Cheng et al., 2023;Kim & Baker, 2020), nurses have opportunities to witness the daily experiences of their fellow healthcare professionals. ...

... Scholarly investigation into workplace gossip has brought to light its dual ramifications (Cheng et al., 2023;Guo et al., 2022). Firstly, gossip can be "evaluative," entailing the exchange of information of either a positive or negative nature (Sun et al., 2023). ...

... On the one hand, recipients of ingratiation (particularly flattery) align the positive comments with their own self-concept even if they suspect ulterior motives (Pandey, 2022;Vonk, 2002). On the other hand, it is evidenced that flattery can be detected as inauthentic resulting in a negative response (Cheng et al., 2023;Sanchez-Ruiz et al., 2023). Politeness is another form of ingratiation (Morand, 2000;Yagil, 2002) and this was also highly evident within this study's dataset (e.g., "thank you for the informative lecture"; forum post). ...

... In today's globalized world, sustainable development has emerged as an imperative with countries increasingly focused on balancing economic growth and environmental stewardship (Ogiemwonyi et al., 2023a). Furthermore, regulatory pressures and shifting societal expectations have made sustainability a key priority across the public and private sectors (Cheng et al., 2024). Additionally, pursuing a green agenda presents an opportunity for a competitive advantage beyond obligations (Mohd Suki et al., 2022). ...

... During the last three decades, studies have been conducted on citizenship behavior in an organizational context, primarily focusing on empirical studies on employees' citizenship behavior (Cheng et al., 2023;Wu et al., 2023). Owing to consumers' growing significance as prosumers, citizenship behavior has gained attention in consumer behavior (Gong and Park, 2023). ...

... Accordingly, moderate-intensity hostility, such as unpleasant remarks and condescending language against a co-worker, would be considered impolite, while higher-intensity aggression would not. Cheng et al. (2022) argue that negative workplace gossip activates co-worker disparagement and increases stress. The AET principles can help us comprehend how an individual's internal variations of work-related event experiences (i.e. ...

... Simultaneously, employees also need to invest further resources to cope with negative emotions and repair their own negative emotional states, which further exacerbates resource depletion among externals (Zhu et al., 2023). As externals who experience resource loss are more likely to lose resources and find it more difficult to acquire resources (Hobfoll et al., 2018), they become trapped in a spiral of resource loss, experiencing emotional exhaustion, and consequently engaging in knowledge hiding (Cheng et al., 2023a;Khan et al., 2022;Murtaza et al., 2023). Additionally, negative emotions also inhibit the replenishment of psychological resources among externals, leading to a decline in employees' self-regulation abilities for subsequent tasks (Gong & Li, 2017). ...