|Academic Profile |
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Asst Prof Chong Sin Hui
Assistant Professor, College of Business (Nanyang Business School) - Division of Leadership, Management & Organisation
PhD (Organizational Psychology), Michigan State University (2018)
MA (Organizational Psychology), Michigan State University (2014)
BBM and BSocSc (OBHR & Psychology), Singapore Management University (2012)
My research examines how employees manage their identities across different life domains (e.g., work vs. personal, paid vs. unpaid, etc.). I apply psychology theories of emotions and cognition to understand how events from one domain spill over to the other domain, and how such processes impact individuals' motivation and well-being. I also explore how structural characteristics, such as socioeconomic status or unequal access to educational resources or different ideological beliefs, shape individuals' interactions with others and influence their access to work and career opportunities. Overall, my research seeks to uncover individual-level or organizational-level capacities that can be leveraged to help individuals overcome work and personal adversities, and empower them to thrive in multiple domains of life.
For a full list of publications and presentations, please click on my name at the top of the page to download my CV.
As an instructor, I emphasize experiential learning and an active application of theoretical concepts into real life. I strive to develop my students to be critical thinkers who can appreciate that knowledge is fluid and understand that there is rarely one correct answer to business or social science issues. I have taught undergraduate courses in Organizational Behavior, Cultural Intelligence, Management Skills, Industrial/Organizational Psychology, Research Methods, and Introductory Psychology in Michigan State University (USA) and Nanyang Technological University (Singapore).
I also provide research advisory and consultation services to organizations that are interested in utilizing research to advance evidence-based decision-making on human capital issues. Some organizations I have advised or collaborated with include Civil Service College (Singapore), People's Association (Singapore), and Google (USA).
|* Employee motivation and well-being |
* Identity management across work domains (i.e., work vs. personal domains, paid vs. unpaid domains, etc.)
* Interpersonal interactions in the workplace (leadership, citizenship behavior, incivility, etc.)
- (1) Linking Boundary-Spanning Leadership to Employee Boundary-Spanning Behaviors and Attitudes in a Coopetitive Environment, (2) Linking Leaders’ Daily Display of Positive and Negative Emotions to Followers’ Daily Voice: An Emotions-as-Information Perspective
- Volunteering as an Invisible Hand of Favorable Work Outcomes: Examining When and How Volunteering with External Welfare Organizations Promotes Employee Creativity, Voice, and Engagement in their Formal Jobs
- Chong, S., Huang, Y., & Chang, C.-H. D. (2020). Supporting interdependent telework employees: A moderated-mediation model linking daily COVID-19 task setbacks to next-day work withdrawal. Journal of Applied Psychology, Online first, doi: 10.1037/apl0000843.
- Chong, S., Kim, Y. J., Lee, H. W., Johnson, R. E., & Lin, S.-H. J. (2020). Mind your own break! The interactive effect of workday respite activities and mindfulness on employee outcomes via affective linkages. Organizational Behavior and Human Decision Processes, 159, 64-77.
- *Joint-first authors. Tong, J*, Chong, S*, & Johnson, R.E. (2019). The indirect relations of workplace incivility with emotional exhaustion and supportive behaviors via self-blame: The moderating roles of observed incivility and trait emotional control. Journal of Organizational Behavior, Online first, doi: 10.1002/job.2399.
- Peng, A. C., Schaubroeck, J. M., Chong, S., & Li, Y. (2018). Discrete emotions linking abusive supervision to employee intention and behavior. Personnel Psychology, Online first, doi: 10.1111/peps.12310.
- Schaubroeck, J. M., Shen, Y., & Chong, S. (2017). A dual-stage moderated mediation model linking authoritarian leadership to follower outcomes. Journal of Applied Psychology, 102(2), 203-214.