姓　　名：
    张燕
职　　称：
    副教授 博导
研究领域：
    管理心理学 领导力 团队 矛盾管理
通信地址：
    北京大学王克桢楼 100080
电子邮件：
    annyanzhang@pku.edu.cn

    个人简历
    研究兴趣
    发表论著

2016-2017 Boston College Visiting Scholar

2014- School of Psychological and Cognitive Sciences and Beijing Key Laboratory of Behavior and Mental Health, Peking University; Associate Professor

2007-2014 the Department of Psychology, Peking University  Assistant Professor

2003-2007 PhD candidate the Department of Organization Management, Guanghua School of Business, Peking University

2005-2006 Visiting Scholar Arizona State University, W. P. Carey School of Business

基金情况(Foundation)：

国家自然科学基金面上项目，主持人，2019-2022，矛盾领导行为对创造力影响的个体和团队机制研究（71872004）。

国家自然科学基金优秀青年基金项目. 主持人，2016-2018，领导学与团队动力学研究（71522005）。

行为与心理健康北京市重点实验室2015年度科技创新基地培育与发展专项项目，参加者，2015-2016，首都社会稳定与职业健康的心理机制研究（Z151100001615053）。

国家自然科学基金面上项目(NSFC). 主持人，2014-2017，如何应对组织内的矛盾情境？中国本土领导行为的发展研究（71372022）.

国家自然科学基金重大项目(NSFC). 参加者，2014-2016，非常规突发事件下社会群体心理与行为变化规律和机制（91324201）.

国家自然科学基金重大项目(NSFC). 参加者，2013-2016，非常规突发事件应急管理基础科学问题与“情景-应对”型总集成升华平台研究 （91224008）.

北京市哲学社会科学项目，主持人，2012-2013，如何激励新生代员工：领导下属价值观匹配的观点（11JGC094）

国家自然科学基金重点项目(NSFC Key Program)，参加者，2011-2014，中国企业领导者的个人特征、成长模式及对企业的影响(71032001)

国家社会科学基金重大项目(SSFC Major Program)，参加者，2010-2012，中国残疾预防对策研究(09&ZD072)

国家自然科学基金(NSFC)青年项目，主持人，2009-2011，中国组织情境下团队组成多样化对团队的创造性影响的研究(70802001).

博士点基金新教师基金，主持人，2009-2011, 组织内团队组成多样化对团队凝聚力影响机制的跨文化比较--以中美为例(200800011010).

国家自然科学基金，参加者, 2007-2009，中国组织情境下领导授权副能行为及对员工工作记过影响机制的研究(70672010).

教学情况(Teaching)：

本科生课程：社会心理学(Social psychology)，人力资源管理(Human resource Management)

研究生课程：管理研究方法(Management Research method)，领导心理学(leadership seminar)，组织文化管理(organizational culture managment)

其他课程：团队管理(team management)

社会服务(Social services)：

Journal of Management (2010-present) (2014 IF: 6.86) Editorial board

Management and Organization Review （2010-present） (2014 IF: 3.28) Editorial review board

博士申请须知：

希望申请的同学对组织管理中的现象持有浓厚的兴趣，富有追求新知的热情，执着的科学探索精神，和扎实的统计分析功底。有意直博的同学，请于当年5月前取得联系；硕保博的同学，于头年9月前取得联系。

Team management 团队管理

Leadership 领导行为

Paradox management 矛盾管理

Cross-cultural management 跨文化管理等

英文论著

PUBLICATIONS

Zhang， Y.， & Han， Y-L. 2019. Paradoxical leader behavior in long-term corporate development： Antecedents and consequences. Accepted by Organizational Behavior and Human Decision Process.

Zhang, Y., Xie, Y-H. 2017. Authoritarian leadership and extra-role behaviors: A role-perception perspective. Accepted by Management and Organization Review, 13, 147-166.

Zhang, Y., Huai, M-Y. 2016. Diverse workgroups and employee performance: The role of communication ties. Small Group Research, 47(1), 28-57.

Zhang, Y. 2016. Functional Diversity and Group Creativity: The Role of Group Longevity. Journal of Applied Behavioral Science, 41, 373-398.

Zhang, Y., Waldman, D., Han, Y. L., Li, X. B. 2015. Paradoxical leader behavior in people management: Antecedents and consequences. Academy of Management Journal, 58, 538-566.

Zhang, Y., Huai, M., Xie, Y. H. 2015. Paternalistic leadership and employee voice in China: A dual process model. The Leadership Quarterly, 26, 25-36. (NSFC: 71372022,71032001,91224008).

Zhang, Y., Tsui, A. S., Song, L. 2014. Employee Responses to Employment-Relationship Practices: The Role of Psychological Empowerment and Employee Traditionality. Journal of Organizational Behavior, 35, 809-830 (NSFC: 71271005, 71202147, IM = 3.63).

Chen, C. C., Zhang, Y., Wang, H. 2014. Enhancing the Effects of Power Sharing on Psychological Empowerment: The Roles of Management Control and Power Distance Orientation. Management and Organization Review. 10(1): 135-156. (71372022).

Zhang*, Y., Chen, C. C. 2013. Developmental Leadership and Organizational Citizenship Behavior: Mediating Effects of Self-Determination, Supervisor Identification, and Organizational Identification. The Leadership Quarterly, 24, 534-543. (NSFC: 71032001)

Zhang*, Y., Tsui, A. S. 2013. Intragroup functional diversity and intergroup relations in American and Chinese workgroups. Journal of Cross-cultural Psychology. 44, 7, 1127 - 1147.

Zhang*, Y., Hou, L. W. 2012. The romance of working together: The role of gender diversity in China. Human Relations. 65(11): 1487-1508. (NSFC: 70802001)

Zhang, Y., & Chiu*, C. Y. 2012. Goal commitment and alignment of personal goals predict group identification only when the goals are shared. Group Process and Intergroup Relations. 15(3), 425-537. (NSFC: 70802001; Ph.D. Programs Foundation of Ministry of Education of China: 200800011010)

Zhang*, Y., Tsui, A., & Wang, D.X. 2011. Leadership behaviors and group creativity in Chinese organizations: The role of group processes. The Leadership Quarterly, 22, 851-862. (NSFC: 70802001, 71032001)

Zhang*, Y., Farh, J. L., & Wang, H. 2012. Organizational antecedents of employee perceived organizational support in China: A grounded investigation. International Journal of Human Resource Management. 23, 422-446.

Leung, K., Brew, F., Zhang, Z. X., & Zhang, Y. 2011. Harmony and Conflict: A Cross-Cultural Investigation in China and Australia. Journal of Cross-Cultural Psychology. 42, 795-816.

Hom, P. W., Tsui, A., S., Wu, J. B., Lee, T., Zhang, Y., Fu, P. P., Li., L. 2009. Explaining employment relationship with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277-297.

Zhang, Z. X., Zhang, Y. Wang, M. 2011. Cultural Norms, Interpersonal Consensus/Disconsensus, and Behavioral Decisions. In Leung, K.-y, Chiu, C.-y., and Hong, Y.-y., Cultural process: A social psychological perspectives. Cambrige University Press，198-216.

Zhang, Y., Tsui, A. T., Song*, J., Li, C., & Jia, L. 2008. How do I trust thee? The employee-organization relationship, supervisory support and middle managers' trust in the organization. Human Resource Management, 47: 111-132.

CONFERENCE PAPERS

Zhang, Y., Han, Y. 2017. Paradoxical leader behavior in corporate sustainability management: Antecedents and consequences. Academy of Management Annual Meeting. Atlanta.

Zhang, Y., Han, Y. L., Li, X. B. 2012. How do leaders cope with the paradoxical situations? The development of paradoxical leadership. Academy of Management Annual Meeting. Boston.

Hou, L. W., & Zhang, Y. How does the network structure influence work group knowledge sharing? International Association for Chinese Management Research Conference. 2012. Hongkong.

Zhao, X., Wang, L., & Zhang, Y. How does organizational justice influence employee work behavior? The role of psychological safety. International Association for Chinese Management Research Conference. 2012. Hongkong.

Zhang, Z., Liu, S. S., Zhang, Y. The influence of gender diversity on group performance and creativity: the moderating effects of group tenure. International Association for Chinese Management Research Conference, 2010. Shanghai.

Liu, S. S., Zhang, Z., Zhang, Y. The relationship between HRM practices of employee training and career development and employee organizational commitment----the moderating role of organizational justice. International Association for Chinese Management Research Conference, 2010. Shanghai.

Huai, M. Y., Zhang, Y., Liu, S. S., Zhang, Z., Wang, L. More Explorations of Impact of Personal Values at Work. International Association for Chinese Management Research Conference, 2010. Shanghai.

Zhang, Y. The asymmetrical curvilinear relationship of workgroup functional diversity and inter-group relations in Chinese and U.S. organizations. Academy of Management Conference , 2009. Chicago.

Zhang, Y. When Does Relational Diversity Influence a Group’s Task Creativity? The Moderating Role of Group Processes. Academy of Management Conference , 2009. Chicago.

Zhang, Y., Tsui, A. S. Leadership behaviors and team creativity: The role of knowledge sharing among team members in Chinese organizations. Academy of Management Conference , 2008. Anaheim.

Zhang, Y., Chen, C. C., Wang, H. How does individualized consideration foster OCB? A comparison of three psychological mechanisms. Academy of Management Conference , 2008. Anaheim.

Zhang, Y., Chen, C. C., Wang, H. Bounded empowerment: Main and joint effects of supervisory power sharing and management control. Academy of Management Conference , 2007. Philadelphia.

Zhang, Y., Farh, J. L., Wang, H. Organizational antecedents of employee perceived organizational support in China: A grounded investigation. Academy of Management Conference , 2006. Atlanta.

Tsui, A. S., Zhang, Y., Charles, A. Retaining Chinese middle managers: The motivational potential of the Employee-Organization Relationship. Academy of Management Conference, 2006. Atlanta.

Zhang, Y., Wang, H., Farh, J. L. The effect of perceived organizational support on the relationship between human resource management practices and employee performance. International Association for Chinese Management Research, 2006.

中文论著

张燕，谢蕴慧，王泸. 2015. 组织公平感与员工工作行为：心理安全感的中介作用. 北京大学学报，51（1），180-186。

张燕，侯立文. 2013. 职能多样性对团队内知识共享的影响：变革型领导的作用. 管理学报，10，1454-1461.（自然科学基金，70802001，71032001）

章振，张燕*，侯利文，王新江. 2012. 理解团队多样性：理论、机制与情境。南大商学评论，18, 127-146.（自然科学基金：70802001, 博士点基金）。

张燕，怀明云。2012. 威权式领导行为对下属组织公民行为的影响研究——下属权利距离的调节作用。管理评论，24，108-116（自然科学基金：70802001）。

张燕，章振。2012.性别组成对团队绩效和创造力的影响：团队工作年限的调节作用。科研管理，33(3):81-88。（自然科学基金：70802001, 博士点基金新教师基金：200800011010 ）

张燕，刘三锁，章振，王辉。2011. 人力资源培训发展措施与员工组织承诺--组织公平的作用。经济科学，183(3)，118-128。（自然科学基金：70802001, 71032001）

姚翔，张燕*。2011. 公共危机管理：玉树地震灾后救援的案例研究。残疾人研究，1（1），67-71.

张燕。2010. 企业与员工关系. 自张志学，张建君编：中国企业的多元解读. 北京大学出版社。（自然科学基金：70802001）

张燕，怀明云，章振，雷专英。2011. 组织内创造力影响因素的研究综述。管理学报，8(2): 226-232。（自然科学基金：70802001, 博士点基金新教师基金：200800011010 ）

王辉，武朝艳，张燕，陈昭全。2008. 领导授权赋能行为维度确认与测量。心理学报，40(12): 1297-1305。

张燕，王辉，樊景立. 2008. 感知到的组织支持对人力资源管理措施和员工绩效的影响. 管理科学学报, 11(2): 120-131.

张燕，王辉，陈昭全. 2007. 关于授权赋能研究进展. 南大商学评论. 11：117-132.