| 臺大學術典藏 |
2020-07-10T08:16:12Z |
Paternalistic Leadership in Four East Asian Societies: Generalizability and Cultural Differences of the Triad Model
|
BOR-SHIUAN CHENG; Tsai, C.-Y.; Chou, W.-J.; Lin, T.-T.; Sun, J.-M.; Shim, D.; Yoneyama, S.; Cheng, B.-S.; Boer, D.; Chou, L.-F.; Huang, M.-P. |
| 臺大學術典藏 |
2020-07-10T08:16:11Z |
The road more popular versus the road less travelled: An 'insider's' perspective of advancing chinese management research
|
BOR-SHIUAN CHENG; Huang, M.-P.; Wang, A.-C.; Cheng, B.-S.; Cheng, B.-S.; Wang, A.-C.; Huang, M.-P. |
| 臺大學術典藏 |
2020-07-10T08:16:11Z |
Leadership in Taiwanese enterprises
|
Cheng, B.-S.;Huang, K.L.;Lu, H.C.;Huang, M.-P.; Cheng, B.-S.; Huang, K.L.; Lu, H.C.; Huang, M.-P.; BOR-SHIUAN CHENG |
| 臺大學術典藏 |
2020-07-10T08:16:09Z |
Shared work values and team member effectiveness: The mediation of trustfulness and trustworthiness
|
BOR-SHIUAN CHENG; Cheng, B.-S.; Wang, A.-C.; Wang, T.-Y.; Huang, M.-P.; Chou, L.-F.; Chou, L.-F.; Wang, A.-C.; Wang, T.-Y.; Huang, M.-P.; Cheng, B.-S. |
| 臺大學術典藏 |
2020-07-10T08:16:07Z |
Fitting in organizational values: The mediating role of person-organization fit between CEO charismatic leadership and employee outcomes
|
BOR-SHIUAN CHENG; Chou, L.-F.; Cheng, B.-S.; Huang, M.-P.; Cheng, B.-S.; Chou, L.-F.; Huang, M.-P. |
| 臺大學術典藏 |
2020-07-10T08:16:06Z |
Stressors, withdrawal, and sabotage in frontline employees: The moderating effects of caring and service climates
|
Kao, F.-H.; Cheng, B.-S.; Kuo, C.-C.; Huang, M.-P.; BOR-SHIUAN CHENG |
| 臺大學術典藏 |
2020-07-10T08:16:02Z |
Benevolence-dominant, authoritarianism-dominant, and classical paternalistic leadership: Testing their relationships with subordinate performance
|
Wang, A.-C.; Tsai, C.-Y.; Dionne, S.D.; Yammarino, F.J.; Spain, S.M.; Ling, H.-C.; Huang, M.-P.; Chou, L.-F.; Cheng, B.-S.; BOR-SHIUAN CHENG |
| 元智大學 |
2019-06-19 |
Verifying the relationship between team coaching leadership and team effectiveness through a moderated-mediation model
|
Kuo, C. Y.; Huang M.-P. |
| 元智大學 |
2019-06-19 |
追求和諧還是避免分裂?團隊和諧價值觀類型與團隊效能之研究
|
鄭昱宏; 鄭伯壎; Huang M.-P. |
| 元智大學 |
2019-06-19 |
Verifying the relationship between team coaching leadership and team effectiveness through a moderated-mediation model
|
Kuo, C. Y.; Huang M.-P. |
| 元智大學 |
2019-06-19 |
The relationship between leader-subordinate relational identity with subordinate pro-social organizational behavior: The individual traditional and modern value as moderator
|
Lee, C. E.; Huang M.-P. |
| 元智大學 |
2019-05-20 |
綠色變革之路－歐萊德企業個案研究
|
丁美英; Huang M.-P. |
| 元智大學 |
2019-05-03 |
負向差序對待與部屬效能：部屬人格特質的調節效果
|
廖婉穎; Huang M.-P.; Huang, C.Y. |
| 元智大學 |
2019-05-03 |
負向差序對待與部屬效能：部屬人格特質的調節效果
|
廖婉穎; Huang M.-P.; Huang, C.Y. |
| 元智大學 |
2019-05 |
組織與管理研究的實證方法, 第三版
|
陳曉萍; 鄭伯壎; 沈偉; Huang M.-P. |
| 元智大學 |
2019-04-04 |
Differential treatments in team and team effectiveness: The role of in-group members
|
Liao, W. Y.; Huang M.-P.; Huang, C.Y. |
| 元智大學 |
2019-04-04 |
Differential treatments in team and team effectiveness: The role of in-group members
|
Liao, W. Y.; Huang M.-P.; Huang, C.Y. |
| 元智大學 |
2019-04-04 |
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
|
Lee, C. H.; Huang, C.Y.; Huang M.-P. |
| 元智大學 |
2019-04-04 |
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
|
Lee, C. H.; Huang, C.Y.; Huang M.-P. |
| 元智大學 |
2019-02-11 |
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
|
Lee, C. H.; Huang, C.Y.; Huang M.-P. |
| 元智大學 |
2019-02-11 |
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
|
Lee, C. H.; Huang, C.Y.; Huang M.-P. |
| 元智大學 |
2018-09-14 |
負向差序對待與部屬效能：親信部屬的調節效果
|
Huang M.-P.; Huang, C.Y.; 廖婉穎 |
| 元智大學 |
2018-09-14 |
公務機關組織認定內涵與量表初步信效度發展
|
Huang, C.Y.; Huang M.-P.; 李嘉慧 |
| 元智大學 |
2018-09-14 |
負向差序對待與部屬效能：親信部屬的調節效果
|
Huang M.-P.; Huang, C.Y.; 廖婉穎 |
| 元智大學 |
2018-09-14 |
公務機關組織認定內涵與量表初步信效度發展
|
Huang, C.Y.; Huang M.-P.; 李嘉慧 |
| 元智大學 |
2018-06-13 |
華人部屬向上影響策略：內涵與衡量
|
Huang M.-P.; 鄭昱宏; 高立婷; 鄭伯壎 |
| 元智大學 |
2018-06-13 |
華人組織中的家長式領導與向上影響
|
Huang M.-P.; 鄭伯壎; 廖婉穎; 楊鎧賓 |
| 元智大學 |
2018-06-13 |
華人組織中的家長式領導與向上影響
|
Huang M.-P.; 鄭伯壎; 廖婉穎; 楊鎧賓 |
| 元智大學 |
2018-06-13 |
華人部屬向上影響策略：內涵與衡量
|
Huang M.-P.; 鄭昱宏; 高立婷; 鄭伯壎 |
| 元智大學 |
2018-06 |
實地研究中的案例研究
|
Huang M.-P.; 鄭伯壎 |
| 國立成功大學 |
2018 |
Benevolence-dominant, authoritarianism-dominant, and classical paternalistic leadership: Testing their relationships with subordinate performance
|
Wang, A.-C.;Tsai, C.-Y.;Dionne, S.D.;Yammarino, F.J.;Spain, Spain S.M.;Ling, H.-C.;Huang, M.-P.;Chou, L.-F.;Cheng, B.-S. |
| 元智大學 |
2017-07-11 |
Empower Your Customers and Employees: A Case Study Within a Non-Profit Organization
|
Yen-Pu Chang; Huang M.-P. |
| 元智大學 |
2017-06-19 |
Team Leadership in Innovation Teams: Construct Clarification and Measure Development
|
Huang M.-P.; Feng-Hsia Kao |
| 元智大學 |
2017-01-07 |
Voice in the Chinese Work Group: Effects of Leader-Member Exchange & Value of Power Distance
|
Fang-Yu Lee; Huang M.-P. |
| 元智大學 |
2017-01-07 |
Ambidextrous Leadership and Team Performance: A Moderated-Mediation Model
|
Huang M.-P.; Hui-Wen Hsieh |
| 元智大學 |
2016-05-10 |
Positive Leadership and Team performance: A Moderated Mediation Model
|
Chia-Sheng Hsiao; Huang M.-P. |
| 元智大學 |
2016 |
Why Employee Turnover? The influence of Chinese Management and Organizational Justice
|
Feng-Hsia Kao; Huang M.-P.; Bor-Shiuan Cheng |
| 元智大學 |
2015-11-19 |
台灣社會企業人才吸引策略之探討
|
梁凱芸; 張言浦; Huang M.-P. |
| 元智大學 |
2015-08 |
Why Employee Turnover? The influence of Chinese management and Organizational Justice
|
Feng-Hsia Kao; Huang M.-P.; Bor-Shiuan Cheng |
| 元智大學 |
2015-07-07 |
The relationship between paternalistic leadership and employee withdrawal: Does organizational justice matter?
|
Kao, F. H.; Huang M.-P. |
| 元智大學 |
2015-07-02 |
Relationship between the Humor of Team Members on Team Effectiveness: The Mediation of the Work Team Mood
|
Yu, S. H.; Huang M.-P. |
| 元智大學 |
2014-1-1 |
Paternalistic leadership in four East Asian societies: Generalizability and cultural differences of the triad model
|
Cheng, B. S.; Boer, D.; Chou, L. F.; Huang M.-P.; Yoneyama, S.; Shim, D.; Sun, J. M.; Lin, T. T.; Chou, W. J.; Tsai, C. Y. |
| 元智大學 |
2014-09-12 |
魅力領導理論之再探討：量表發展、差異效能分析及情境因素
|
Huang M.-P. |
| 元智大學 |
2014-07-15 |
Why Employee Turnover? The influence of Chinese management and Organizational Justice
|
Kao, F. H.; Huang M.-P.; Cheng, B. S. |
| 元智大學 |
2014-05-07 |
The power of team-member exchange on knowledge sharing：the moderating effects of leader-member exchange differentiation and collectivism orientation
|
Liang-Chih Tai; Huang M.-P. |
| 元智大學 |
2014-03-03 |
A Study of Talent Attraction Strategies on Social Enterprises
|
Kai-Yun Liang; Huang M.-P. |
| 元智大學 |
2012-09 |
Confucian Dynamism Work Values and Team Performance: A Multiple-Level Analysis
|
Huang M.-P.; Leung, W. C.; Hsin, J. N. |
| 元智大學 |
2012-07-22 |
The Partnership Performance in Professional Partnership Teams: Investigating the Relationship among Partners’ Relationship, Trust, and Organizational Control
|
Huang M.-P.; Kao, F.H.; Cheng B.S. |
| 元智大學 |
2012-07-22 |
The Last Straw: The Additive Effects of Interpersonal Stressors on Service Sabotage
|
Kao, F.H.; Cheng B.S.; Huang M.-P. |
| 元智大學 |
2012-07-22 |
Investigating the relationship between leader-member exchange and psychological ownership: The mediating role of organization justice
|
Lin, L. H.; Huang M.-P. |
