Associate Professor and Chairman

 

General Information

Current appointment：Associate Professor Research Field：     Culture and Chinese Organizational Behavior, Leadership Psychology, Team and Social Network, Zhong-Youg(Yin-Yan) Thinking, Occupation Health and Work Well-Being, etc. E-mail：choulf@mail.ncku.edu.tw Office extension：06-2757575 ext. 56511 Courses Offered   Social Psychology, Industrial and Organizational Psychology, Research Method in Behavior Science, Cultural and Social Cognition, Organizational Psychology, Theories of Social Psychology, Chinese Organizational Behavior, Multivariate Analysis, Gender Equality Education & Workplace Gender Equality Issues, Exploration & Development of Academic/Professional Career, etc. Topic of industry-academia cooperation:    Organizational Culture and Organizational Identity, Employee Needs/Satisfaction Survey, Consumer Satisfaction Survey, Employee Competency Development, Workplace Psychological Test Preparation (for Human Resource Recruitment and Selection, Employee Personality and Employee Training, etc.), Leadership Development, Escape Room and HRM, BSI Greenhouse Gas Practitioner (ISO 14064-1, 2 & 3), BSI Greenhouse Gas Professional (ISO 14067 & PAS 2060), Emotion and Stress Management (including Horticultural Therapy), Workplace Gender Equality Issues (Act of Gender Equality in Employment, CEDAW, etc.)

Professional Experience

Teaching Experience Assistant professor, Department of Psychology, College of Social Sciences, National Cheng Kung University. (2010.02-2013.07) Assistant professor, Department of Business Management and graduate institute of leadership, Yuan Ze University (2007.08~2010.01) Assistant professor, Department of psychology , Kaohsiung Medical University (2006.08-2007.07) Adjunct Assistant Professor, Department of Business Management, National Sun Yat-sen University (2007.02-2007.07)   Research Experience UCLA visiting scholar (2013.07~2014.02)

Honors

2013-2014 Senior Research Grants of Fulbright

Education

Ph.D. of Department of Psychology, National Taiwan University (1999.09-2006.06) Doctoral Thesis: Social Relationship and Member Effectiveness in Chinese Work Teams: Multiple Dimensions, Multiple Networks. Master, Graduate Institute of Agricultural Extension, National Taiwan University Master Thesis: The Study of Family Consumption Types of Different Social Stratum ,Life Cycle and Ecology. (received Thesis Award of Taiwan Agricultural Extension Association)

Publications

Tsai, S. C., & Chou, L. F. (2020).The Constructs and Measurement of Leader-Subordinate Relational Identity. Chinese Journal of Psychology, 62(3), 355-389. (In Chinese) Wang, Y. H., Chou, L. F., Lee, Y. P., & Yeh, Y. T.(2020). Voice Behavior and Employees' Creative Performance: A Three-Way Interaction Model of Promotive Voice, Prohibitive Voice, LMX and Employees' Creative Performance. Journal of Human Resource Management, 20(1), 1-26. (In Chinese) 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. (2018). Benevolence-dominant, authoritarianism-dominant, and classical paternalistic leadership: Testing their relationships with subordinate performance. Leadership Quarterly, 686-697. Lin, T. T., Cheng, B. S., & Chou, L. F. (2017). Paternalistic Leadership Theory:A Critical Review. Quarterly Journal of Management, 4(1), 1-32. (In Chinese) Lin, S. C., Chou, L. F., Jen, C. K., & Tseng, C. J.(2017). Employee Voice Behavior: A Review and Future Research Agenda. Journal of Human Resource Management, 17(1), 1-33. (In Chinese) Chu, C. C.、Chou, L. F.、Tseng, C. J.(2017). The Consequence when Employees' Feelings are Involuntary to Do OCB: A Perspective of Psychological Reactance Theory. Journal of Human Resource Management, 17(1), 59-85. (In Chinese) Chou, L. F. (2016). The Key Power in the Workplace - Humor. Teacher Chang Monthly, 462, 16-19. (In Chinese) Tsai, S. C., Cheng, B. S., & Chou, L. F.(2015). The Model of Leader-Subordinate Relational Identity. Chinese Journal of Psychology, 57(2), 121-144. (In Chinese) Lin, T. T., Cheng, B. S., & Chou, L. F. (2014). Paternalistic Leadership Theory: A Critical Review. Indigenous Psychological Research in Chinese Societies, 42, 3～82. (In Chinese) Lin, T. T., Cheng, B. S., & Chou, L. F. (2014). The 20-year-journey of Paternalistic Leadership: A Path Leading off toward Exploration.. Indigenous Psychological Research in Chinese Societies, 42, 147-177. (In Chinese) Cheng, B.S., Boer, D., Chou, L. F., Huang, M. P., Yoneyama, S., Shim, D., et.al., (2014). Paternalistic leadership in four East Asian Societies: Generalizability and Cultural Differences of the Triad Model. Journal of Cross-Cultural Psychology, 45(1), 82-90. Chou, L.F., Chu, C.C., Yeh, H. C., & Chen, J. (2014). Work stress and employee well-being: The critical role of Zhong-Yong. Asian Journal of Social Psychology, 17, 115-127. Chou, L. F., 、Jen, C. K., & ,Lin, S. C.(2013). . Cultural Values as a Critical Moderator between Transformational Leadership and Voice Behaviors. Organization and Management, 6(2), 115-159. (In Chinese) Lin, T. T., Cheng, B. S., Chou. L. F., & Chen, C. H. (2012). Unpacking examining the relationship between CEO leadership style and performance: Does competence matter? Academy of Management Best Papers Proceedings (Best paper). Jen, C.K., Chou, L.F., Lin. C. Y., & Tasi, M.C. (2012). From filial behavior at home to loyalty in organization: How does familial climate perception influence job performance? International Journal of Psychology, 47(3), 169-178. . Chou, L. F., Lin, S. C., & Tseng, C. J.(2012). A Brief Introduction to Application of Psychological Tests in Organizations: An Example for Training and Development. T＆D Fashion, 146, 1-19. (In Chinese) Yang, Y., Long,L.R. & Chou, L. F.(2010). Risk Considerations and Delegation Behavior: The Role of Leader-Member Exchange and Centralization. Acta Psychologica Sinica, 42(08), 875-885. (In Chinese) Cheng, B. S., Lin, T. T., Cheng, H. Y., Chou, L. F., & Jen, C. K.(2010). Paternalistic Leadership and Employee Effectiveness: A Multiple-Level-of-Analysis Perspective. Chinese Journal of Psychology, 52(1), 39-61. (In Chinese) Cheng, B.S., Lin, Y, C., & Chou, L. F. (2009). Chinese organizational behavior studies in the Age of Globalization. Taiwan Journal of East Asian Studies, 6(2), 131-163.  . Chou, L. F. (2009). Learning and Growing Through Experience. Organization and Management, 2(2), 37-41. (In Chinese) Tsai, S. C., Cheng, B. S., Chou, L. F., & Jiang, D. Y. (2009). Leader's Vertical-Relational Identity and Subordinate Prosocial Behavior: The Moderating Effects of Power Distance. Chinese Journal of Psychology, 51, 121-138. (In Chinese) Chou, L.F., Wang, A. C., Wang, T. Y., Huang, M. P., & Cheng, B.S., (2008). Shared work values and team member effectiveness: The mediation of trustfulness and trustworthiness. Human Relations, 61, 1713-1742. Wu, T. Y., Chou, L. F., & Cheng, B. S.(2008). Exploring the Antecedents of Authoritarianism Leadership in Chinese Enterprises: The Predictive Effects of Supervisors' Obedience-to-Authority Orientation and Their Perception of Their Subordinates' C. Indigenous Psychological Research in Chinese Societies, 30, 65-115. (In Chinese) Jiang, D. Y., Cheng, B. S., Cheng, C. Y., & Chou, L. F. (2007). Chinese Loyalty to Supervisor: Construct Analysis and Scale Development. Chinese Journal of Psychology, 49(4), 407-432. (In Chinese) Chou, L. F., Cheng, B. S., Huang, M. P.,& Cheng, H. Y.(2006). Guanxi networks and member's effectiveness in Chinese team: The mediated effects of trust networks. Asian Journal of Social Psychology, 9(2), 79-95. Chou, L. F., Cheng, B. S., Chen, C. H., Jen, C. K., & Hsu, C. T. (2005). Particularistic Ties and Interpersonal Affection within Chinese High-level Manager Networks: Effects of Deep-level Psychological Fitness and Formal Working Relationships. Indigenous Psychological Research in Chinese Societies, 23, 201-257. (In Chinese) Huang, M. P., Cheng, B.S., & Chou, L. F.(2005). Fitting in organizational values: The mediating role of person-organization fit between CEO charismatic leadership and employee outcomes. International Journal of Manpower, 26(1), 35-49. Cheng, B.S., Chou, L. F., Huang, M. P., Wu, T. Y., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89-117. Hsu, C. T., Hu, H. H., Ling, H. C., Cheng, B. S., & Chou, L. F.(2004). The Relationships between Paternalistic Leadership and Organizational Citizenship Behaviors: The Mediating Effects of Leader-Member Relationship Quality. Chiao Da Mangement Review, 24(2), 119-149. (In Chinese) Cheng, B. S., Chou, L. F., Huang, M. P., Farh, J. L, & Peng, S. Q. (2003). A Triad Model of Paternalistic Leadership: Evidence from Business Organizations in Mainland China. Indigenous Psychological Research in Chinese Societies, 20, 209-252. Chou, L. F.（2002）. Guanxi and Social Network in Chinese Organization. Indigenous Psychological Research in Chinese Societies, 18, 175-228. (In Chinese) Cheng, B. S.、Huang, M. P.、Chou, L. F. (2002). Paternalistic Leadership and Its Effectiveness: Evidence from Chinese Organizational Teams. Journal of Psychology in Chinese Societies, 3(1), 85-112. (In Chinese) Cheng, B. S., Shieh, P. Y., & Chou, L. F. (2002). The Principal's Leadership, Leader-member Exchange Quality, and the Teacher's Extra-role Behavior: The Effects of Transformational and Paternalistic Leadership. Indigenous Psychological Research in Chinese Societies, 17, 105-161. (In Chinese) Cheng, B. S., Chou, L. F., & Farh, J. L. (2000). A Triad Model of Paternalistic Leadership: Constructs and Measurement. Indigenous Psychological Research in Chinese Societies, 14, 3-64. (In Chinese)

Books/Chapters

Lin, T. T., Cheng, B. S., & Chou, L. F. (2018). Paternalistic leadership: From indigenous to globalization. In Kuang-Hui Yeh (edit), Asian indigenous psychologies in the global context, pp. 115-138. Springer Nature. Tsai, S. C., Cheng, B. S., & Chou, L. F. (2015). Relational Identity. In Cheng, B. S., Jiang, D. Y., Wu, T. Y., & Kao, F. H. (Eds.), Organizational Behavior Studies in Taiwan 40 Years, Chapter 3, 60-146. Taipei: Hwa Tai Publishing. (In Chinese) Lin, T. T., Cheng, B. S., & Chou, L. F. (2015). A Triad Model of Paternalistic Leadership: The 20-year Review. In Cheng, B. S., Jiang, D. Y., Wu, T. Y., & Kao, F. H. (Eds.), Organizational Behavior Studies in Taiwan 40 Years, Chapter 9, 274-319. Taipei: Hwa Tai Publishing. (In Chinese) Chou, L. F., Lin, S. C., & Tseng, C. J. (2015). A Brief Introduction to Application of Psychological Tests in Organizations: Let” People are the most important asset in an organization.” Come True]. In Psychometric Test Book, 62-75. Civil Service Development Institute, DGPA, Executive Yuan publish. (In Chinese) Farh, J. L., Liang, J., Chou, L. F. & Cheng, B. S. (2008). Paternalistic leadership in Chinese organizations: research progress and future research directions. In Chen, C. C. & Y. T. Lee (Eds.). Leadership and Management in China: Philosophies, Theories & Practices, 171-205. London: Cambridge University Press. Farh, J. L., Cheng, B. S., Chou, L. F., & Chu, X. P.(2006). Authority and Benevolence: Employees’ Responses to Paternalistic Leadership in China. In Tsui, A. S., Bian, Y. & Cheng, Leonard (Eds.), China’s domestic private firms: multidisciplinary perspectives on management and performance, pp.230-260. Chou, L. F., Cheng, B. S., Farh, J. L., Jen, C. K., & Huang, M. P.(2006). Paternalistic Leadership Theory: A Critical Review. In Cheng, B. S., & Jiang, D. Y.( Eds.), Organizational Behavior Studies in Taiwan: Direction and Strategy, Chapter 2 , 46-83. Taipei: Hwa Tai Publishing. (In Chinese) Cheng, B. S., Farh, J. L., & Chou, L. F. (2006). Paternalistic leadership. Taipei: Hwa Tai Publishing (In Chinese) Chou, L. F.(2002). Guanxi and Interpersonal Network. In Cheng, B. S., Jiang, D. Y., & Cheng, H. Y. (Eds.), Organizational Behavior Studies in Taiwan- The 30-year Review, 189-226. Taipei: Laureate. (In Chinese)

Conference Presentations

2017~2020 To be added Chou, L. F., Lee, M. Y., Tseng, C.J., & Jen, C. K (2017). A Study of Effects of Team Contexts and Cultural Values on Individual Creative Performance. 2017 European Academy of Management (EURAM) Conference, Glasgow, UK. Chou, L. F., Chang, Y. H., Tseng, C.J., Tsai, S. C., & Lee, M. Y. (2017). Your Work Is Important but You Feel Dirty? Perceived Work Dirtiness, Negative Outcomes and Remedy. 2017 European Academy of Management (EURAM) Conference, Glasgow, UK. Hung, Y. S., Chou, L. F., Hu, J. F., & Tseng, C.J. (2017). Leadership, Shared Reality of Organizational Culture, and Employees’ Effectiveness. 2017 European Academy of Management (EURAM) Conference, Glasgow, UK. Chou, L. F.、Jen, C. K.、李明彥(2017)。威權、仁慈領導與泛家族主義。2017第十屆華人心理學家雙年會。哈爾濱，大陸。(特邀論壇主持人: 交響樂中的古箏悠揚：華人領導風格研究的前景與挑戰) Chou, L. F.、Jen, C. K.、Tseng, C. J.、葉羿廷(2017)。威權領導的現代轉化與適應：再論專權、尚嚴與恩威並濟。2017第十屆華人心理學家雙年會。哈爾濱，大陸。(特邀論壇主持人: 交響樂中的古箏悠揚：華人領導風格研究的前景與挑戰) Chou, L. F.、Lin, S. C.、Jen, C. K.、洪于勝(2017)。員工建言行為可以提升內控感？主管中庸思維的關鍵角色。2017第十屆華人心理學家雙年會。哈爾濱，大陸。(特邀論壇: 中庸對自我與他者的建構) Chou, L. F.、Tsai, S. C.、廖冠豪（2016）。領導者與部屬上下關係認定之配適與關係品質、建言行為：多項式迴歸模式的探討。2016中國管理研究國際學會(IACMR)雙年會暨學術研討會，杭州，大陸。 Chou, L. F.、李婕宇、Jen, C. K.、徐文中、Tseng, C. J.（2016）。主管與部屬間信任與部屬效能：互信與信任不一致的效果。2016中國管理研究國際學會(IACMR)雙年會暨學術研討會，杭州，大陸。 Chou, L. F.、蔡秀蓁、Jen, C. K.、林朱燕（2016）。領導者情緒勞動對部屬效能的影響：家長式領導的調節。2016中國管理研究國際學會(IACMR)雙年會暨學術研討會，杭州，大陸。 Lin, S. C., Chou, L. F., Jen, C. K., & Haw, Y. Z. (2016). Do employee voice vehaviors matter to autonomy and environmental mastery? The critical role of supervisor's Zhong-Yong thinking. 2016 International Congress of Psychology (ICP), Yokohama, Japan. Chou, L. F., & Hu, J. F. (2016). The critical role of Zhong-Yong thinking for well-being of Chinese employee and undergraduate: A social cognitive neuroscience approach. 2016 International Congress of Psychology (ICP), Yokohama, Japan. Chou, L. F., & Hu, J. F. (2016). The critical role of Zhong-Yong thinking for well-being of Chinese employee and undergraduate: A social cognitive neuroscience approach. 2016 International Congress of Psychology (ICP), Yokohama, Japan. Hung, S. W., Chou, L. F., & Jen, C. K. (2016). Employee's self-regulation motivation and psychological well-being in Chinese organization: the moderating effects of authoritative leadership and benevolent leadership. 2016 International Congress of Psychology (ICP), Yokohama, Japan. Feng, Y., Chou, L. F., & Tsai, S. C. (2016). The positive power of negative thinking: The defensive pessimism and performance/wellbeing in Chinese Organization. 2016 International Congress of Psychology (ICP), Yokohama, Japan. Chou, L. F., Tseng, C. J., & Tasi, S. C. (2015).Should a Leader Focus on issues or personal character? To re-clarify the effects of authoritarian leadership and benevolent leadership. 17th International Conference on Applied Psychology (ICAP), Tokyo, Japan. Tasi, S. C., Chou, L. F., & Tseng, C. J. (2015). What Is the Matter of Identity to Leadership Behavior: Leader-Subordinate Relational Identity and Paternalistic Leadership. 17th International Conference on Applied Psychology (ICAP), Tokyo, Japan. Chou, L,F., Yu, H.P., Hung, Y.S., & Jen, C.K. (2014). Paternalistic Leadership and Employee Well-being in Chinese Organization: The Moderation of Familial climate. 22nd International Association for Cross-Cultural Psychology (IACCP) Regional Conference, Reims, France. Chou, L.F., Liao, W.L., Hsu, M.Y., & Tsai, H.C. (2014). New wine in an old bottle? Zhong-Yong thinking and Creativity. 22nd International Association for Cross-Cultural Psychology (IACCP) Regional Conference, Reims, France. Chou, L.F., Lin, C.A., Hsu, T.W., & Jen, C.K. (2014). Gender Issues in recruiting decision: The effects of Gender and Gender trait. 22nd International Association for Cross-Cultural Psychology (IACCP) Regional Conference, Reims, France.  Chou, L. F.、嚴珮瑜、周家葵、Lin, S. C.（2014）。華人組織中的人際壓力：本土化的建構與測量。2014中國管理研究國際學會(IACMR)雙年會暨學術研討會，北京，大陸。  Chou, L. F.、Lin, S. C.、Jen, C. K.、Tseng, C. J.（2014）。華人組織中的員工壓力：家長式領導與組織文化的作用。2014中國管理研究國際學會(IACMR)雙年會暨學術 研討會，北京，大陸。  Chu, C. C.、Chou, L. F.、Tseng, C. J.（2014）。當組織公民行為不是自願時：心理抗拒理論的探討。2014中國管理研究國際學會(IACMR)雙年會暨學術研討會，北京，大陸。 Chou, L. F., & Tseng, C. J. (2013). Effects of team context and cultural orientation on Team Member’s Creativity: A motivated information processing perspective. 2013 Annual Meeting of Academy of Management, Orlando, U.S.A. Chou, L.F., Hung, Y.S., Lin, S.J., & Jen, C.K. (2013). Perceptual Fit of Organizational Values: A Shared Reality Perspective. The 28th Annual Conference of the Society for Industrial and Organizational Psychology, Houston, Texas, USA. Boer, D., Cheng, B.S. Chou, W. J., Lin, T.T., Chou. L. F., Huang, M. P. (2012). A Cross-cultural Assessment of Paternalistic Leadership Effectiveness: Distinguishing Universal and Culture-specific Aspects. 2012 International Association for Chinese Management Research (IACMR) Biannual Conference, Hong Kong, China. Chou, L. F., Jen, C. K., Tseng, C.J., & Lee, M. Y (2012). Team Characteristic and Cultural Values on Chinese Team Member's Creative Performance: A Motivated Information Processing Perspective. 2012 International Association for Chinese Management Research (IACMR) Biannual Conference, Hong Kong, China. Lin T. T. Cheng B. S. Chou. L. F. & Chen C. H. (2012). Unpacking examining the relationship between CEO leadership style and performance: Does competence matter? 2012 Annual Meeting of Academy of Management, Boston, U.S.A. Tseng, C. J., & Chou, L. F. (2012). Transformational and authoritative leadership in Chinese teams: Mediation of creative climate and standardized procedure. Paper present at 2012 International Congress of Psychology (ICP). Istanbul, Turkey.  Lin, Z.T., Chou, L. F., & Cheng, B.S.(2012). Examining the Relationship between CEO Leadership Style and Performance: Does Competence Matter? Paper presented at the 2012 Annual Meeting of Academy of Management, Boston, U.S.A. *Best Paper* Chou, L. F., Jen, C. K., Tseng, C.J., & Lee, M. Y.(2012). Team Characteristic and Cultural Values on Chinese Team Member's Creative Performance: A Motivated Information Processing Perspective. Paper presented at the 2012 International Association for Chinese Management Research (IACMR) Biannual Conference. Hong Kong, China. Boer, D., Cheng, B.S. Chou, W. J., Lin, T.T., Chou. L. F., Huang, M. P. (2012).A Cross-cultural Assessment of Paternalistic Leadership Effectiveness: Distinguishing Universal and Culture-specific Aspects. Paper presented at the 2012 International Association for Chinese Management Research (IACMR) Biannual Conference. Hong Kong, China. Chou, L. F.、Tseng, C. J.(2012)。「工作自主性」行不行？一項工作團隊的探討。第51屆台灣心理學會年會（台灣）宣讀論文，亞洲大學，台中。 Chou, L. F.、洪于勝(2012)。組織社會化：主管-部屬組織價值觀知覺契合之前因、後果。第51屆台灣心理學會年會（台灣）宣讀論文，亞洲大學，台中。 Chou, L. F.、蘇柏丞(2012)。威權領導會戕害創造性績效?-企業實證的澄清。第51屆台灣心理學會年會（台灣）宣讀論文，亞洲大學，台中。 Chou, L. F.、廖偉倫(2012)。中庸在領導型態與部屬效能間的作用：社會訊息處理觀點。第51屆台灣心理學會年會（台灣）宣讀論文，亞洲大學，台中。 Chou, L. F.、Chu, C. C.、 林朱燕(2012)。組織家庭化氣候與家長式領導：涓滴模式的驗證。第51屆台灣心理學會年會（台灣）宣讀論文，亞洲大學，台中。 Chou, L. F.、廖偉倫、陳紀凱、余芷亭、陳稚縈(2012)。「中庸」意涵「自謙」？「折衷」？主管部屬績效評估的探討。第51屆台灣心理學會年會（台灣）宣讀論文，亞洲大學，台中。 Chou, L. F.、Lin, S. C.、Jen, C. K.(2012)。轉型領導與建言行為：權威取向、他人取向的調節效果。2012中國管理研究國際學會(International Association for Chinese Management Research, IACMR)宣讀論文。香港，中國。 Chou, L. F.、Chu, C. C.(2011)。工作壓力源與員工幸福感：中庸思維的關鍵角色。第七屆華人心理學學術研討會宣讀論文。台北，台灣。 Chou, L. F.、胡中凡、洪于勝(2011)。家長式領導，舒緩、抑或增加了部屬的職場壓力？迴歸分析與類神經網絡分析之比較。第50屆台灣心理學會年會（台灣）宣讀論文，亞洲大學，台中。 Chou, L. F.、廖偉倫、蘇柏丞(2011)。中庸思維，是華人的印象整飾嗎？企業組織中的反證！。第50屆台灣心理學會年會（台灣）宣讀論文，亞洲大學，台中。 Chou, L. F., & Tseng, C. J. (2011). Creative environment and standardized procedure in Chinese work teams: What member’s cultural values matter? Paper presented at the International Association for Cross-Cultural Psychology (IACCP) Regional Conference, Istanbul, Turkey. Chou, L. F., Lin, S. J., Lin, C. Y., & Hsu, W. C., (2011). Benevolent Leadership and Voice Behaviors:The Mediation of Organization-based Self-esteem and Intention to Express Dissent. Paper presented at the International Association for Cross-Cultural Psychology (IACCP) Regional Conference, Istanbul, Turkey. Chou, L. F., Chen, H. P., Tseng, C. J., & Jen, C. K. (2011). Gender issues for women leaders in Chinese organizations: Gender nature or social constraints? Paper presented at the International Association for Cross-Cultural Psychology (IACCP) Regional Conference, Istanbul, Turkey. Chou, L.F., Yeh, H.C., Tseng, C. J., & Jiang, Y. M. (2010). Perceived environmental uncertainty, salesperson performance and unethical intention: does supervisor leadership matter? Paper presented at the Annual Meeting of Academy of Management, Montréal, Canada. Chou, W. J., Chou, L. F., & Cheng, B. S. (2010). Authoritarian Leadership and Subordinate Well-Being: How and When Does Leadership Function? Paper presented at the Annual Meeting of Academy of Management, Montréal, Canada. 周婉茹、Chou, L. F.、Cheng, B. S.、Farh, J. L.(2010)。專權與尚嚴之辨：再探威權領導的內涵與恩威並濟的效果。2010中國管理研究國際學會(International Association for Chinese Management Research, IACMR)宣讀論文。上海，中國。 Lin, Z.T., Wang. A. C., Cheng, B.S., Chou. L. S.,& Huang, M. P. (2010). Trust in Leader and Perceived Organizational Support as the Mediators of the Relationship between Benevolent Leadership and Subordinate Outcomes. Paper presented at the 2010 International Association for Chinese Management Research (IACMR) Biannual Conference. Shanghai, China.

Others

Projects of Ministry of Science and Technology Deepening and understanding of paternalistic leadership: Integrated research of power source and social network perspective (109-2410-H-006 -037 -MY2). Principal Investigator, 2020/08/01 ~ 2022/07/31 Reconstruction of Paternalistic Leadership's Three-dimension Model based on the Nature of Power: The Critical Role of Empathy (107-2410-H-006 -050 -MY2)。Principal Investigator, 2018/08/01 ~ 2020/07/31 Unveil the Myth of Gender - Empirical Explorations of the Gender Equity in Organizations (107-2629-H-006 -001 -MY2). Principal Investigator, 2018/08/01 ~ 2021/07/31 是企業更像是家—台灣企業文化擬家化之探討及其對人力資源管理實務的影響(107-2410-H-033 -002 -). Co-Principal Investigator, 2020/08/01 ~ 2021/07/31 We are family: Pan-familism and organizational behavior in Chinese organization (104-2410-H-006-024-MY2). Principal Investigator, 2015/08/01~2017/12/31 Employee’s Well-being in Chinese Workplace: The Research and Intervention of Indigenous Cultural Approach (104-2420-H-006-010-MY3). Principal Investigator, 2015/01/01~2017/12/31 The Paternalistic Leadership of Upper Echelon in Chinese Organization (102-2410-H-006-015-MY2). Principal Investigator, 2013/08/01~2015/10/31 The Critical Role of Employee’s Zhong-Yong thinking for Well-being in Chinese Organization: A Social Cognitive Neuroscience Approach (101-2410-H-006-123-MY2). Principal Investigator, 2012/08/01~2014/12/31 Employee Voice in Chinese Organization: a Study of Cultural Analysis and Nomological Network (101-2410-H-110 -045 -). Co-Principal Investigator, 2012/08/01~2013/07/31 Autonomy in Work Groups：A multi-level contingency model (100-2628-H-006 -002 -MY2). Principal Investigator, 2011/08/01~2013/07/31 Paternalistic Leadership and Subordinate Effectiveness in Chinese Organizations: An Integrated Analysis of Identity-Based Perspective and Social Exchange (98-2410-H-006 -123 -MY2). Principal Investigator, 2009/08/01~2011/07/31 Gender Role and Pressure in Chinese Organization: Moderating effects of supervisory position and marriage (98-2410-H-006 -122 -). Principal Investigator, 2009/08/01~2010/07/31 Does organizational level matter to Paternalistic Leadership？The effect of indirect leadership (97-2410-H-155 -044 –SSS). Principal Investigator, 2008/08/01~2009/07/31 Paternalistic Leadership, Subordinate’s Affect and Effectiveness: the Moderating Effects of Social Orientation (96-2413-H-037 -001 -). Principal Investigator, 2007/02/01~2007/07/31   Projects of Ministry of Education (MOE Teaching Practice Research Program) Leadership Development of College Students: Construction and Validation of “Leading self-Leading others-Leading team/organization” Model. Principal Investigator, 2020/08/01 ~ 2021/07/31 Psychologist's Career Development and Social Action. Principal Investigator, 2020/01/01 ~ 2020/11/15 Culture, Social Cognition and Behavior under Globalization: Life, Production and Ecology in “Sustainable Cities and Countries”. Principal Investigator, 2020/01/01 ~ 2020/10/31 (MOE Teaching Practice Research Program) Action of Empathy in Leadership: An Exploration of the Effectiveness of Learning through Experience and Reflection. Principal Investigator, 2019/08/01 ~ 2020/07/31 Development of Psychologist's Career. Principal Investigator, 2019/05/01 ~ 2019/11/15   Other project Public acceptability of solar radiation management: A question of ambivalence or moral concerns? (太陽輻射管理的公眾接受性：矛盾或道德考量？)。偕同合作者，2019/03/01~2019/12/31(25國跨國研究計畫) 從職業倦怠到工作敬業的幸福職場：護理人員的賦能與被尊重。共同Principal Investigator，2016/01/01~2016/12/01(成大醫院院內研究計畫)     Association and Professional Qualification Association 1.  Academy of Management (AOM) 2.  International Association for Chinese Management Research (IACMR) 3.  Taiwanese Psychological Association (TPA) 4.  Director of Taiwan Association for Industrial and Organizational Psychology (TAIOP) 5.  Director of Foundation for Indigenous Psychological Research in Chinese Societies Professional Qualification Human Research Ethics Committee, National Cheng Kung University (2012~) Professionals in the investigation of sexual assault, sexual harassment and sexual bullying, Gender Equity Education Committee, National Cheng Kung University