Aichia Chuang

Aichia Chuang is Professor of Organizational Behavior and Human Resources in the Department of Management in the Bryan School of Business and Economics at the University of North Carolina at Greensboro. Before joining UNCG, she was the Fu-Bon Endowed Chair in Management and Distinguished Professor at the National Taiwan University in Taiwan where she was Professor of Organizational Behavior and Human Resource Management in the Department of Business Administration. She earned her doctorate in Human Resources and Industrial Relations from the University of Minnesota and her B.A. in Sociology from the National Taiwan University. She served as visiting scholar at Stanford University and Kyoto University in Japan. Chuang’s research interests include leadership, inclusion (person-environment fit and diversity), entrepreneurship, cross-cultural management, service climate and service performance, creativity, and multilevel theories and methods. She has been invited to join a few large-scaled multinational projects. Chuang’s research has appeared in such journals as the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Organizational Behavior & Human Decision Processes, Journal of Organizational Behavior, and Harvard Business Review. Chuang has won several teaching and research awards. In relation to teaching, she has received the Herbie Award of Teaching Excellence from the Center for Human Resources and Labor Studies at the University of Minnesota and the Teaching Excellence Award from the College of Management at the National Taiwan University. Regarding research, Chuang’s work has won the Center for Creative Leadership Award (best paper published at the European Journal of Work and Organizational Psychology) and the Academy of Management’s Dorothy Harlow Distinguished Paper Award. She is a recipient of the prestigious Outstanding Research Award and the Ta-You Wu Memorial Research Award (early career achievement award) both from the Ministry of Science and Technology of Taiwan, the Mr. Lu Feng Zhang Memorial Medal from the Chinese Management Association in Taiwan, the Outstanding Research/Teaching Scholar Award from the National Taiwan University, and the E. Sun Academic Award and the Weizhao Chen Management Research Scholar Award both from the College of Management at the National Taiwan University. Chuang is currently the HR Ambassador of the HR Division of the Academy of Management representing Taiwan. She has served as an Associate Editor of Human Relations (Financial Times 50), the Representative-at-Large: Asia Pacific 2016-2018 for the International Association for Chinese Management Research (IACMR), Review Committee of the Early Career Achievement Award (2019 and 2020) and the Chair of the Best Student Conference Paper (2008 and 2009) for the HR Division of AOM, the co-chairperson for the Management I Discipline in the Ministry of Science and Technology of Taiwan (2017), the English Micro Track Chair of the 2018 IACMR conference, and the OB Track Chair of the 2015 Asia Academy of Management Conference. Chuang serves or has served on the editorial boards of Academy of Management Journal, Organizational Behavior and Human Decision Processes, Human Resource Management Review, Management and Organization Review, and Asia Pacific Journal of Management.

There are 19 included publications by Aichia Chuang :

TitleDateViewsBrief Description
Acceptability of workplace bullying: A comparative study on six continents 2013 34 This paper is the first to explore the impact of culture on the acceptability of workplace bullying and to do so across a wide range of countries. Physically intimidating bullying is less acceptable than work related bullying both within groups of si...
Broadening international perspectives on the legal environment for selection 2008 20 We are pleased that our article (Myors et al., 2008) prompted this most useful set of commentaries. The goal of our article was to highlight similarities and differences in the legal environment for personnel selection across a broad range of countri...
Development of a multidimensional instrument of person-environment fit: The Perceived Person-Environment Fit Scale (PPEFS) 2016 139 This research identifies four challenges in the field of person–environment fit (PE fit): the multidimensionality of PE fit, the integration of fit theories, the simultaneous effects of the multiple dimensions, and the function of the dimensions. To ...
Examining the mechanisms linking transformational leadership, employee customer orientation, and service performance: The mediating roles of perceived supervisor and coworker support 2010 78 Purpose: The aim of this study is to test whether store-level transformational leadership influences service employees’ customer orientation via two different mechanisms—supervisor support and coworker support—and whether customer orientation leads t...
Exploring the moderating roles of perceived person-job fit and person-organization fit on the relationship between training investment and knowledge workers’ turnover intentions 2010 26 Previous studies have documented inconsistent results in terms of the relationship between knowledge workers' perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous res...
Fostering employee service creativity: Joint effects of customer empowering behaviors and supervisory empowering leadership 2015 25 Integrating insights from the literature on customers’ central role in service and the literature on employee creativity, we offer theoretical and empirical account of how and when customer empowering behaviors can motivate employee creativity during...
Hot shots and cool reception? An expanded view of social consequences for high performers 2017 20 While high performers contribute substantially to their workgroups and organizations, research has indicated that they incur social costs from peers. Drawing from theories of social comparison and conservation of resources, we advance a rational pers...
Industrial, Work and Organizational Psychology in Asia 2018 116 Asia houses the largest population (International Energy Agency, 2012) and enjoys the highest nominal gross domestic product (GDP) of all continents (International Monetary Fund [IMF], 2013). Asian countries represent some of the world's largest econ...
International perspectives on the legal environment for selection 2008 50 Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) whether research documents...
Linking supervisor’s and subordinate’s negative work-family experience: The role of family supportive supervisor behavior 2021 31 In the past decade, family supportive supervisor behavior (FSSB) has emerged as an important factor that can help employees manage work–family needs. Although the existing literature has documented the benefits of FSSB, we know little about the emerg...
A multilevel perspective on the relationship between interpersonal justice and negative feedback-seeking behaviour 2014 131 Drawing on social information processing theory, this study uses a multilevel design to integrate the literature on organizational justice with the literature on feedback-seeking behaviour. Results from a laboratory study with data involving 690 empl...
Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover 2008 20 The current research extends three research areas in relational demography: considering deep-level dissimilarity in theory building, assessing dissimilarity perceptions directly in theory testing, and examining the antecedents of dissimilarity percep...
Person-organization and person- supervisor fits: Employee commitments in a Chinese context 2011 58 The present study simultaneously examined people's perceptions of person–organization (PO) and person–supervisor (PS) fit and related these perceptions to employees' commitments. Three-hundred-and-sixty employee–supervisor dyads from Taiwanese organi...
The role of affects in conflict frames and conflict management 2015 63 Purpose: The purpose of this paper is to identify the roles of trait affectivity and momentary moods in conflict frames and conflict management. This paper goes beyond affect induction and focuses on the affective – rather than rational – antecedents...
Sticking out like a sore thumb: Employee dissimilarity and deviance at work 2004 79 This study examined demographic- and personality-based employee dissimilarities in relation to organizational and interpersonal deviant behaviors. Perceived organizational support (POS), organizational commitment, perceived coworker support, and cowo...
Transformational leadership and customer service: A moderated mediation model of negative affectivity and emotion regulation 2012 81 Integrating theories from leadership, emotion management, affectivity, and customer service, this study examines how transformational leadership leads to favourable customer intentions via the mediation of service employees' emotion regulation, job s...
Transforming service employees and climate: A multi-level multi- source examination of transformational leadership in building long-term service relationships 2007 87 This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro lev...
A typology of three-way interaction models: Applications and suggestions for Asian management research 2019 34 We develop a typology of three-way interaction models in order to stimulate more Asia management studies using this approach. In this paper, we explain how to approach moderation based on three-way interactions, introduce three types of three-way int...
Updated perspectives on the international legal environment for selection 2017 14 To compare and contrast the legal environment for selection in various countries, the senior author prepared a set of questions about the legal environment for selection, prepared model answers describing the legal environment in the United States, a...