PhD (Organizational Psychology), Michigan State University (2018)
MA (Organizational Psychology), Michigan State University (2014)
BBM and BSocSc (OBHR & Psychology), Singapore Management University (2012)
Geared with the conviction that happy and productive employees drive the success of an organization, Asst Prof Chong SinHui's research seeks to understand and 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, both in the paid and non-paid domains.
As an instructor, SinHui emphasizes active application of theoretical concepts into real life. Her teaching experience comprises undergraduate courses in Organizational Behavior, Management Skills, Industrial/Organizational Psychology, Research Methods, and Introductory Psychology.
SinHui 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. Some organizations she has advised or collaborated with include Civil Service College (Singapore), GIC (Singapore), People's Association (Singapore), and Google (USA).
|* Employee motivation (goal regulation, work motivation) and employee well-being|
* Interpersonal interactions (leadership, citizenship behavior, incivility, etc.)
* Identity management across work domains (i.e., work vs. family domains, paid vs. non-paid domains, etc.)
Motivational synergies can emerge from employees’ formal and informal interpersonal exchanges in the workplace. SinHui's research aims to enhance employee motivation and well-being through social processes. She applies socio-cognitive and emotional theoretical perspectives to study when and how employees’ interactions with various parties (i.e., leaders, coworkers, external parties) shape the regulation of their work-related attitudes and behaviors. She conducts a mix of field studies and lab experiments, both quantitative and qualitative, to test these research models.
Some research questions that she has studied or is currently examining include (but are not limited to):
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 juggle individual vs. team tasks during limited work hours, and how do coworker and leadership dynamics shape their resource allocation between these tasks?
3) How can leaders better support employees who have to work beyond their primary work units in cross-functional collaborations?
- *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.
- 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, doi: 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, doi: 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.