|Asst. Prof. Chong SinHui received her Ph.D. in Industrial-Organizational Psychology from Michigan State University (USA). Geared with the conviction that happy and productive employees drive the success of an organization, her research seeks to optimize employee motivation and well-being through the application of psychological concepts and the use of both quantitative and qualitative methods. She is especially interested in examining how interpersonal mechanisms such as leadership and coworker interactions can be leveraged to improve employees' work experience and efficiency. As an instructor, she emphasizes active application of theoretical concepts into real life. Her teaching experience comprises undergraduate courses in Management Skills, Industrial/Organizational Psychology, Research Methods, and Introductory Psychology. She also provides research advisory and consultation services to organizations that are interested in utilizing research to advance evidence-based decision-making on human capital issues. Organizations she has advised include Civil Service College (Singapore), GIC (Singapore), and Google (USA).|
|* Employee motivation (goal regulation, work motivation)|
* Employee well-being
* Coworker interactions (citizenship behavior, incivility, ostracism, etc.)
Motivational synergies can emerge from employees’ formal and informal interpersonal exchanges in the workplace, hence SinHui's research aims to enhance employee motivation and well-being through social processes in the workplace. She applies socio-cognitive and emotional theoretical perspectives to study when and how employees’ interactions with various parties (i.e., leaders, coworkers, and external agents) shape the regulation of their work-related attitudes and behaviors. Some research questions that she has studied or is currently examining are: 1) Do coworker interactions (both prosocial and hostile ones) serve restorative functions for employees who are experiencing job-related low self-esteem during work hours? 2) How do employees regulate multiple goals in limited work hours, and how do coworker and leadership dynamics shape these regulatory processes? 3) How can leaders support employees who have to work beyond their primary work units in cross-functional collaborations? SinHui conducts a mix of field studies and lab experiments, both quantitative and qualitative, to test these research models.
Students or prospective students who are interested in exploring research in the above topics are welcome to contact SinHui.
- Tong, J., Chong, S., Chen, J., Johnson, R. E., & Ren, X. (2019). The interplay of low identification, psychological detachment, and cynicism for predicting counterproductive work behavior. Applied Psychology, Online first, https://doi.org/10.1111/apps.12187.
- 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, https://doi.org/10.1111/peps.12310.
- Leong, F. T. L., Byrne, B. M., Hardin, E. E., Zhang, H., & Chong, S. (2018). A psychometric evaluation of the Loss of Face scale. Psychological Assessment, 30(3), 396-409.
- Schaubroeck, J. S., 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.
- Chong, S. & Park, G. (2017). The differential effects of incidental anger and sadness on goal regulation. Learning and Motivation, 58, 1-15.