| Name | HUI-HSIEN HSIEH |
|---|---|
| Title | Associate Professor |
| Research Interests | Organizational Behavior; Human Resource Management; Human Resource Development |
| Office | 管4045室 |
| Phone | 4932 |
| hh.hsieh@mail.nsysu.edu.tw |
| Education | 2011, Ph.D., Department of Management Science, National Chiao Tung University |
|---|---|
| Experience | 2022-02-01 ~ 2023-07-31, Institute of Human Resource Management, National Sun Yat-sen University, Associate Professor 2020-02-01 ~ 2022-01-31, Institute of Human Resource Management, National Sun Yat-sen University, Assistant Professor 2018-08-01 ~ 2020-01-31, Department of Technology Application and Human Resource Development, National Taiwan Normal University, Assistant Professor 2016-02-01 ~ 2018-07-31, Department of Technology Application and Human Resource Development, National Taiwan Normal University, Assistant Professor (Contract) |
| Academic Services | 2023-02-01 ~ , 中山人管所, 人力資源管理學報(TSSCI期刊)執行編輯 |
| Category | Year | Title |
|---|---|---|
| Journal Article | 2023 | 謝慧賢、潘麗、蔡佩芳、廖婉如 (2023). Thinking Too Much! Investigating The Role of Rumination in the Qualitative Job Insecurity Process: The Moderating Effects of Career Adaptability. Journal of Organization and Management. (TSSCI) |
| Journal Article | 2022 | Hsieh, H. H., & Huang, J. T. (2022). Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective. Journal of Managerial Psychology, 37(4), 319-331. (SSCI) |
| Journal Article | 2022 | Hsieh, H. H., & Kao, K. Y. (2022). Beyond individual job insecurity: A multilevel examination of job insecurity climate on work engagement and job satisfaction. Stress and Health, 38(1), 119-129. (SSCI) |
| Journal Article | 2020 | Wang, C. C., Hsieh, H. H., & Wang, Y. D. (2020). Abusive supervision and employee engagement and satisfaction: The mediating role of employee silence. Personnel Review, 49(9), 1845-1858. (SSCI) |
| Journal Article | 2020 | Hsieh, H. H., Hsu, H. H., Kao, K. Y., & Wang, C. C. (2020). Ethical leadership and employee unethical pro-organizational behavior: A moderated mediation model of moral disengagement and coworker ethical behavior. Leadership & Organization Development Journal, 41(6), 799-812. (SSCI) |
| Journal Article | 2019 | Hsieh, H. H., Wang, Y. C., & Huang, J. T. (2019). Core self-evaluations, perceived organizational support, and work-related well-being: Testing a moderated mediation model. Personnel Review, 48(3), 659-671. (SSCI) |
| Journal Article | 2018 | Hsieh, H. H., & Huang, J. T. (2018). Exploring factors influencing employees’ impression management feedback-seeking behavior: The role of managerial coaching skills and affective trust. Human Resource Development Quarterly, 29(2), 163-180. (SSCI) |
| Journal Article | 2017 | Hsieh, H. H., & Huang, J. T. (2017). Core self-evaluations and job and life satisfaction: The mediating and moderated mediating role of job insecurity. The Journal of Psychology: Interdisciplinary and Applied, 151(3), 282-298. (SSCI) |
| Journal Article | 2016 | Hsieh, H. H., & Wang, Y. D. (2016). Linking perceived ethical climate to organizational deviance: The cognitive, affective, and attitudinal mechanisms. Journal of Business Research, 69(9), 3600-3608. (SSCI) |
| Journal Article | 2015 | Huang, J. T., & Hsieh, H. H. (2015). Supervisors as good coaches: Influences of coaching on employees’ in-role behaviors and proactive career behaviors. International Journal of Human Resource Management, 26(1), 42-58. (SSCI) |
| Journal Article | 2014 | Wang, Y. D., & Hsieh, H. H. (2014). Employees’ reactions to psychological contract breach: A moderated mediation analysis. Journal of Vocational Behavior, 85(1), 57-66. (SSCI) |
| Journal Article | 2014 | Hsieh, H. H., & Huang, J. T. (2014). The effects of socioeconomic status and proactive personality on career decision self-efficacy. Career Development Quarterly, 62(1), 29-43. (SSCI) |
| Journal Article | 2013 | Wang, Y. D., & Hsieh, H. H. (2013). Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation. Human Relations, 66(6), 783-802. (SSCI) |
| Journal Article | 2012 | Wang, Y. D., & Hsieh, H. H. (2012). Toward a better understanding of the link between ethical climate and job satisfaction: A multilevel analysis. Journal of Business Ethics, 105(4), 535-545. (SSCI) |
| Journal Article | 2011 | Huang, J. T., & Hsieh, H. H. (2011). Linking socioeconomic status to social cognitive career theory factors: A partial least squares path modeling analysis. Journal of Career Assessment, 19(4), 452-461. (SSCI) |
| Year | Title |
|---|---|
| 2023 | 不當督導與員工幸福感：歸因觀點. National Science and Technology Council (112-2410-H-110-034-SSS) |
| 2022 | 策略人力資本的形成、流動、及對組織績效的影響：多層次與多方法的 整合性研究－管理教練作為策略性人力資本發展的驅動力：探討其對個人和團隊績效的影響. Ministry of Science and Techonology (MOST 110-2410-H-110-038-SS2) |
| 2021 | 員工對工作不安全感反應的適用情境之探討. Ministry of Science and Techonology (MOST 110-2628-H-110-001-SSS) |
| 2021 | 策略人力資本的形成、流動、及對組織績效的影響：多層次與多方法的整合性研究-管理教練作為策略性人力資本發展的驅動力：探討其對個人和團隊績效的影響. Ministry of Science and Techonology (MOST 110-2410-H-110-038-SS2) |
| 2020 | 工作不安全感氣候的個人與團隊層次後果變項之研究. Ministry of Science and Techonology (MOST 108-2628-H-110-006-SS2) |
| 2019 | 工作不安全感氣候的個人與團隊層次後果變項之研究. Ministry of Science and Techonology (MOST 108-2628-H-110-006-SS2) |
| Year | Semester | Required / Selected | Department | Course Code | Course |
|---|---|---|---|---|---|
| 112 | 2 | Selected | Institute of Human Resource Management | HRM913 | HUMAN RESOURCE MANAGEMENT |
| 112 | 2 | Selected | Institute of Human Resource Management | HRM759 | SEMINAR IN WORKPLACE STRESS AND HEALTH |
| 112 | 1 | Required | Institute of Human Resource Management | HRM703 | ADVANCED RESEARCH METHODS (I) |
| 112 | 1 | Selected | Institute of Human Resource Management | HRM603 | HUMAN RESOURCE DEVELOPMENT MANAGEMENT |
| 111 | 2 | Selected | Department of Business Management | CM411 | THEORY AND PRACTICE OF ETHICS AND SOCIAL |
| 111 | 2 | Selected | Institute of Human Resource Management | HRM759 | SEMINAR IN WORKPLACE STRESS AND HEALTH |
| 111 | 2 | Selected | Institute of Human Resource Management | HRM615 | PEOPLE ANALYTICS |
| 111 | 2 | Selected | Institute of Human Resource Management | HRM913 | HUMAN RESOURCE MANAGEMENT |
| 111 | 2 | Required | Institute of Human Resource Management | HRM507 | INDEPENDENT STUDIES IN HUMAN RESOURCES MANAGEMNET |
| 111 | 2 | Selected | Department of Information Management | CM507 | ETHICS AND SOCIAL RESPONSIBILITY |
| 111 | 1 | Selected | Department of Business Management | CM411 | THEORY AND PRACTICE OF ETHICS AND SOCIAL |
| 111 | 1 | Selected | Institute of Human Resource Management | HRM953 | HUMAN RESOURCE DEVELOPMENT MANAGEMENT |
| 111 | 1 | Selected | Department of Information Management | CM507 | ETHICS AND SOCIAL RESPONSIBILITY |
| 111 | 1 | Selected | Department of Business Management | CM411A | THEORY AND PRACTICE OF ETHICS AND SOCIAL |
| 111 | 1 | Selected | Institute of Human Resource Management | HRM603 | HUMAN RESOURCE DEVELOPMENT MANAGEMENT |
| 110 | 2 | Selected | Institute of Human Resource Management | HRM913 | HUMAN RESOURCE MANAGEMENT |
| 110 | 2 | Selected | Department of Information Management | CM411A | THEORY AND PRACTICE OF ETHICS AND SOCIAL |
| 110 | 2 | Selected | Institute of Human Resource Management | HRM616 | HUMAN RESOURCE DEVELOPMENT NEEDS ASSESSMENT AND EF |
| 110 | 2 | Selected | Department of Information Management | CM411 | THEORY AND PRACTICE OF ETHICS AND SOCIAL |
| 110 | 2 | Selected | Department of Information Management | CM507 | ETHICS AND SOCIAL RESPONSIBILITY |
| 110 | 2 | Selected | Institute of Human Resource Management | HRM615 | PEOPLE ANALYTICS |
| 110 | 2 | Selected | Institute of Human Resource Management | HRM641 | STRAGETIC HUMAN RESOURCE MANAGEMENT |
| 110 | 1 | Selected | Department of Information Management | CM411 | THEORY AND PRACTICE OF ETHICS AND SOCIAL |
| 110 | 1 | Selected | Department of Information Management | CM411A | THEORY AND PRACTICE OF ETHICS AND SOCIAL |
| 110 | 1 | Selected | Institute of Human Resource Management | HRM759 | SEMINAR IN WORKPLACE STRESS AND HEALTH |
| 110 | 1 | Selected | Department of Information Management | CM507 | ETHICS AND SOCIAL RESPONSIBILITY |
| 110 | 1 | Selected | Institute of Human Resource Management | HRM603 | HUMAN RESOURCE DEVELOPMENT MANAGEMENT |
| 110 | 1 | Selected | 人亞碩專 | HRM953 | HUMAN RESOURCE DEVELOPMENT MANAGEMENT |
| Year | Title | Awarding Organization |
|---|---|---|
| 2023 | 111年度管院優良導師 | 中山大學管理學院 |
| 2021 | 110年度新進教師獎勵 | 中山大學 |
| 2021 | 110年度逸仙新進管理學者獎 | 中山大學 |
| 2020 | 109年度新進教師獎勵 | 中山大學 |
| 2020 | 109年度逸仙新進管理學者獎 | 中山大學 |
| 2019 | 108年度新進教師獎勵 | 中山大學 |
| 2019 | 108年度逸仙新進管理學者獎 | 中山大學 |
| 2018 | 107年度延攬特殊優秀人才獎勵 | 科技部 |
| Period | Activity | Description | Role |
|---|---|---|---|
| 2020-12-02 ~ 2020-12-02 | ⾼雄市政府勞⼯局『109年度福企⾦賞』競賽 | 該活動為⿎勵事業單位營造⼀個讓員⼯快樂⼯作的優質職場環境，透過舉辦「109 年度福企⾦賞」活動，藉由公開表揚事業單位友善的⼈事管理措施，豎立企業標竿，企業可於此次活動增進公司品牌形象，履⾏企業社會責任，藉此創造正⾯ 的社會效益。同時提升勞資和諧與信任關係，最終創造企業與勞⼯的雙贏 | 評分委員 |