姓　　名：
    陆昌勤
职　　称：
    副教授 博导
研究领域：
    管理心理学 职业健康心理学 职业心理学 人力资源管理与开发
联系电话：
    (010) 62750065
通信地址：
    北京大学王克桢楼 邮编 100080
电子邮件：
    lucq@pku.edu.cn

    个人简历
    研究兴趣
    发表论著

陆昌勤博士，北京大学心理与认知科学学院副教授，博士生导师。2001年毕业于中国科学院心理研究所应用心理学专业，获理学博士学位，同年入职北京大学心理学系，从事管理心理学的教学与科研工作；美国 University of South Florida (2007.8-2008.8)、瑞典 Stockholm University (2014.9-2014.11)访问学者。

陆昌勤博士主持、参与多项国家自然科学基金、国家自然科学基金重大研究计划(子课题)、国家科技支撑计划课题，以及国际合作项目;研究成果发表在Journal of Applied Psychology, Journal of International Business Studies, Personnel Psychology, Journal of Organizational Behavior, Journal of Vocational Behavior,《心理学报》等专业期刊，曾获得美国管理学会(AOM)最佳会议论文(“Best Conference Paper”,2011)、优秀审稿人(“Outstanding Reviewer”, 2015)，美国工业与组织心理学会(SIOP)"Top Poster" (2012)、北京大学正大奖教金优秀奖 (2004)等荣誉；目前担任 International Journal of Stress Management (APA), Journal of Chinese Human Resource Management (Emerald)杂志编委，以及国内外多家学术期刊、基金组织评审人。在北京大学为本科生和研究生开设《职业心理学》、《职业健康心理学》、《职业生涯管理》、《领导行为学》等课程；曾为多家企事业单位和政府机构提供人力资源管理方面的咨询和培训服务。

欢迎对管理心理学研究感兴趣，并具有一定数据统计基础的同学加入课题研究组，攻读博士或硕士学位。

(1)不确定情境下个体与组织之间的互动过程

工作不安全感、雇佣关系不稳定、危机等事件的一个核心特征是不确定性。在这样的不确定情境下，组织如何激励、留住员工？个体如何适应、主动应对？我们课题组重点从动态的视角来探讨个体与组织在不确定情境下的互动过程及其机制。

(2) 压力情境下个体/团体的主动行为

在面临职场中的压力情境时，个体/团体并不只是消极、被动地适应，也会采取积极、主动的行为。我们课题组主要基于挑战性-阻断性压力模型(challenge-hindrance stressor framework)，重点关注个体/团体在压力情境下的主动行为及其边界条件。

(3)压力的溢出(spillover)和传递(crossover)效应

我们课题组重点关注工作-家庭冲突、工作-家庭增益和工作-生活平衡，以及相关的跨文化/地区比较研究等。

科研课题：
1.工作压力影响员工绩效的双重机制研究：基于压力分类的视角(国家自然科学基金) 主持

2.雇佣不安全影响员工绩效与留任的作用机制及对策的纵向研究(国家自然科学基金) 主持

3.工作中支持系统和自我效能感影响职业紧张的作用机制研究(国家自然科学基金) 主持

4.我国若干重点职业人群压力和职业枯竭的评估、预警与干预示范研究(国家科技支撑计划课题) 子课题负责人

5.基于“情景-应对”的国家应急平台体系基础科学问题集成升华研究平台(国家自然科学基金重大研究计划集成项目) 项目成员

6.An International Evaluation of Work-Family Balance: Validation of the Work-family Balance Measures and Theoretical Model  国际合作

7.Collaborative International Study on Managerial Stress Second Phase (CISMS2):Work/Family Demand and Resources  国际合作

8.Work Stress,Well-being and Job Performance in Greater China:The Role of Coping Strategies, Chinese Work Values,Organizational Commitment,and Self-efficacy(Research Grants Council Earmarked Research Grant, Hong Kong)  合作

英文论著

Wang, H. J., LeBlanc, P., Demerouti, E., & Lu, C. Q. (online). Crafting a job in “tough times”: When being proactive is more strongly related to work attachment. Journal of Occupational and Organizational Psychology.

Du, D., Bakker, A.B., Derks, D., & Lu, C. Q*. (2018). Does homesickness undermine the potential of job resources? A perspective from the work-home resources model. Journal of Organizational Behavior, 39, 96-112.

Lu, C.Q.*,Du,D.Y. Xu, X. M., & Zhang, R. F.(2017).Revisiting the relationship between job demands and job performance: The effects of job security and traditionality.Journal of Occupational and Organizational Psychology,90,28-50.

Lu, C.Q.*, Du, D.Y., & Xu, X. M (2016). What differentiates employees' job performance under stressful situations: The Role of general self-efficacy.Journal of Psychology: Interdisciplinary and Applied,150,837-848.

Lu,C.Q.*, Sun,J.W., & Du, D.Y.(2016).The Relationships between employability and emotional exhaustion, turnover intention: The moderation of perceived career opportunity.Journal of Career Development,43,37-51.

Lu,C.Q.*,Lu,J.J.,Du,D.Y.,& Brough,P.(2016).The crossover effects of work-family conflict among Chinese couples:The role of family identity salience.Journal of Managerial Psychology,31,235-250.

Wang, H. J.,Lu, C.Q.*,& Siu, O.L.(2015).Job insecurity and performance: The moderating role of organizational justice and the mediating role of work engagement.Journal of Applied Psychology,90,28-50.

Lu,C.Q.*,Wang,B.,Siu,O.L.,Lu,L.,& Du, D.Y.(2015).Work-home interference and work values in Greater China.Journal of Managerial Psychology,30,801-814.

Siu,O.L., Bakker, A.B., Brough, P., Lu, C.Q.* et al.(2015).A three-wave study of antecedents of work-family enrichment:The roles of social resources and affect.Stress and Health,31,306-314.

Lu,L.,Lin,Y.H.,Siu,O.L.,& Lu,C.Q.(2015).The moderating role of intrinsic work value orientation on the dual-process of job demands and resources among Chinese employees.International Journal of Workplace Health Management,8,78-91.

Lu,C.Q.*, Wang,H.J., Lu,J.J., Du,D.Y.,& Bakker,A.B.(2014).Does work engagement increase person-job fit? The role of job crafting and job insecurity.Journal of Vocational Behavior,84,142-152.

Wang,H.J., Lu,C.Q.*, & Lu,L.(2014).Do people with traditional value suffer more from job insecurity? The moderating effects of traditionality.European Journal of Work and Organizational Psychology,23,107-117.

Siu,O.L., Lu,C.Q., & Spector,P.E.(2013).Direct and indirect relationship between social stressors and job performance in Greater China: The role of strain and social support.European Journal of Work and Organizational Psychology,22,520-531.

Brough, P., Timms, C...Lu,C.Q. (2013).Validation of the Job Demands-Resources Model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement.Human Relations,66,1311-1335.

Yang, L.Q., Spector, P.E...Lu,C.Q. et al.(2012).Individualism-collectivism as a moderator of the work demands-strains relationship: A cross-level and cross-national examination.Journal of International Business Studies,43,424-443.

Masuda, A., Poelmans, S., Allen, T., Spector, P...Lu,C.Q.,et al.(2012).Flexible work arrangements availability and their relationship with work-to-family conflict,job satisfaction and turnover intentions: a comparison of three country clusters.Applied Psychology: An International Review,61,1-29.

Lu,C.Q., Siu, O.L.,Chen, W. Q., & Wang, H.J.(2011).Family mastery enhances work engagement in Chinese nurses: a cross-lagged analysis.Journal of Vocational Behavior,78,100-109.

Lu, L., Kao, S.F., Siu, O.L., & Lu,C. Q.(2011).Work stressors, Chinese work values, and work well-being in the Greater China.Journal of Social Psychology,151,767-783.

Siu, O.L., Lu, J.F., Brough, B., Lu,C.Q., Bakker,A.B., et al.,(2010).Role resources and work-family enrichment: the role of work engagement.Journal of Vocational Behavior,77,470-480.

Lu, L., Kao, S.F., Siu, O.L., & Lu,C.Q.(2010).Work stressors, Chinese coping strategies, and job performance in the Greater China.International Journal of Psychology,45,294-302.

Lu,L.,Siu,O.L.,& Lu,C.Q.(2010).Does loyalty protect Chinese workers from stress?the role of affective organizational commitment in the Greater China region.Stress and Health,6,161-168.

Lu,C. Q.*, Siu, O.L., Au, T.A., & Leung, S.W.(2009).Manager's occupational stress in state-owned and private enterprises in the People's Republic of China.International Journal of Human Resource Management,20,1670-1682.

Zhong, J.,You, J. Gan, Y.,Zhang, Y.,Lu, C.Q., & Wang, H (2009).The relationship of job stress, burnout, depression and physical health among Chinese university teachers.Psychological Reports,105, 1248-1254.

Spector, P.E., Allen, T.D., Poelmans, S., ...Lu, C.Q., et al. (2007).Cross-national differences in relationships of work demands, job satisfaction and turnover intentions with work-family conflict.Personnel Psychology,60,805-835.[Top 20 Best of the Best finalist for the 2008 Kanter Award for work/family research].

Siu,O.L., Lu,C.Q., & Spector, P.E. (2007).Employee's well-being in Greater China: the direct and moderating effects of general self-efficacy.Applied Psychology: An International Review,56,288-301.

Lu,C.Q.*, Siu,O.L., & Cooper, C.L.(2005).Managers' occupational stress in China: the role of managerial self-efficacy.Personality and Individual Differences,38,569-578.

Siu, O.L., Spector, P.E., Cooper, C.L., & Lu, C.Q. (2005).Work stress, self-efficacy, Chinese work values and work well-being in Hong Kong and Beijing.International Journal of Stress Management,12,274-288.

Siu, O.L., Lu, C.Q., & Cheng, K.H.C. (2003).Job stress and work well-being in Hong Kong and Beijing: the direct and moderating effects of organizational commitment and Chinese work values.Journal of Psychology in Chinese Societies,4,7-28.

中文论著

王贝，陆婧晶，陆昌勤．工作与家庭冲突：压力的交叉传递效应．心理与行为研究, 2012, 10(2): 149-153.

官菊梅，王贝，陆昌勤．基于压力分类视角的社会支持调节作用探讨．北京大学学报 (自然科学版), 2011, 47(1): 166-174.

张韫黎，陆昌勤．挑战性-阻断性压力(源)与员工心理和行为的关系：自我效能感的调节作用．心理学报, 2009, 41(6): 501-509

冯冬冬，陆昌勤，萧爱铃．工作不安全感与幸福感、绩效的关系：自我效能感的作用．心理学报, 2008, 40(4): 448-455

陆昌勤，凌文辁，方俐洛．管理自我效能感与管理者工作态度和绩效的关系．北京大学学报(自然科学版), 2006,42(2): 275-279

陆昌勤，凌文辁，方俐洛．管理自我效能感与一般自我效能感的关系．心理学报, 2004,36(5): 586-592

陆昌勤．工作倦怠感研究及展望．中国心理卫生杂志, 2004, 3: 221-223

陆昌勤，赵晓琳．影响工作倦怠感的社会与心理因素．中国行为医学科学，2004,3:345-346

陆昌勤，方俐洛，凌文辁．组织行为学中自我效能感研究的历史、现状与思考．心理科学, 2002, 3:345-346

陆昌勤，方俐洛，凌文辁．管理者的管理自我效能感．心理学动态, 2001,2:179-185

陆昌勤，方俐洛，凌文辁．“组织学习”研究的历史、现状与进展．中国软科学, 2001,12: 115-118

陆昌勤，方俐洛，凌文辁．360度反馈及其在人力资源管理中的效用．中国管理科学, 2001,3: 74-80

陆昌勤，方俐洛，凌文辁．管理行为的复杂性——企业管理者的核心工作任务分析．中国管理科学，2000增刊:302-309

张鼎昆，陆昌勤．正确处理组织中的不满情绪．中国人力资源开发, 2000, 5: 30-31

陆昌勤，方俐洛，凌文辁．组织学习障碍研究．应用心理学,1999, 5(2):59-64