魏峰 组织管理系（筹）教授,博士生导师
+86-
fwei@tongji.edu.cn
研究领域：领导力；创业团队；人力资源管理


教育背景教学与科研成果学术活动及社会服务荣誉
2001年—2004年 管理学博士 复旦大学
1998年—2001年 教育学硕士 陕西师范大学
1994年—1998年 管理学学士 河南师范大学

研究项目
国家社会科学基金项目《中小企业CEO诚信行为对企业成长的影响研究》，2015-2018
上海市浦江人才计划项目《领导者诚信：一项跨层次研究》，2014-2017
上海市教委科研创新(重点)项目 《诚信领导行为的结构、影响因素和形成机制研究》，2011-2012
国家自然科学基金《基于突变理论的管理者欺凌与下属退缩行为的动态关系研究》，2010-2012
教育部人文社科基金青年项目 《管理欺凌行为的心理形成机制和预防策略研究》，2010-2012
部分出版物
Tang, P M.,?Zhang S X., Li,? C H., & Wei, F. Geographical identification of the vulnerable groups during COVID-19 crisis: the typhoon eye effect and its boundary conditions.?Psychiatry and Clinical Neurosciences. 2020.
Peng H.,?Wei, F.*?How and When Does Leader Behavioral Integrity Influence Employee Voice? The Roles of Team Independence Climate and Corporate Ethical Values.?Journal of Business Ethics.?2020, https://doi.org/10.1007/s10551-019-04114-x.
Li, Y.,?Wei, F.*?,?Chen, S.?and?Yan, Y.? Effects of CEO humility and relationship conflict on entrepreneurial performance,?International Journal of Conflict Management, 2020, 31(3): 489-508.
Zhang, S. *, Wang, Y., Rauch, A., & Wei, F. * ?Unprecedented disruption of lives and work: Health, distress and life satisfaction of working adults in China one month into the COVID-19 outbreak.?Psychiatry Research, 2020,?288: 112958.
Zhang, S. X.*, Huang, H., & Wei, F. *. Geographical distance to the epicenter of Covid-19 predicts the burnout of the working population: Ripple effect or typhoon eye effect??Psychiatry Research, 2020,?288: 112998.
Cheng, K., Wei, F., & Lin, Y.? The trickle-down effect of responsible leadership on unethical pro-organizational behavior: The moderating role of leader-follower value congruence. Journal of Business Research. 2019. 102: 34-43.
Zhang, Y., Wei, F., & Van Horne. Individual Ambidexterity and Antecedents in a Changing Context. International Journal of Innovation Management.?2019. 23(3): 1-25.
Wang, L.,?Wei, F.,?& Zhang, X. Why Does Energy-Saving Behavior Rise and Fall? A Study on Consumer Face Consciousness in the Chinese Context. Journal of Business Ethics, 2019. 160(2): 499-513.
Peng H., Wei, F.* Trickle-Down Effects of Perceived Leader Integrity on Employee Creativity: A Moderated Mediation Model. Journal of Business Ethics. 2018.150(3): 837-851.
Wei, F., Li, Y.*, Zhang, Y., and Liu, S.B., The Interactive Effect of Authentic Leadership and Leader Competency on Followers' Job Performance: The Mediating Role of Work Engagement. Journal of Business Ethics, 2018. 153(3): 763-773.
Garden, R., Hu, X., Zhan, Y., & Wei, F. The Role of Workplace Popularity: Links to Employee Characteristics and Supervisor-Rated Outcomes. Journal of Leadership & Organizational Studies, 2018, 25(1): 19-29.
Lee, J. & Wei, F.* The moderating effect of leadership on perceived organizational justice and affective commitment: a study in China. International Journal of Human Resource Management. 2017, 28(5): 679-702.
Wei, F.*, Lee, J., & Kwan, H. Impact of active constructive leadership and passive corrective leadership on collective organizational commitment. Leadership & Organization Development Journal. 2016.37(7): 822-842.
Hu, X., Gilmore, P., Tetrick, L., Wei, F., & White, A. On the functioning of reciprocity in organizations: The moderating effects of relationship orientation and power distance. The Psychologist-Manager Journal, 2016, 19 (3): 123-147.
Li, Y., Wei, F.*, Ren, S. & Di, Y. Locus of control, psychological empowerment and intrinsic motivation relation to performance. Journal of Managerial Psychology. 2015, 30(4): 422-438.
Hu, X., Kaplan, S., Wei, F.*, Vega, R. Do Employees Know How Their Supervisors View Them? A Study Examining Metaperceptions of Job Performance. Human performance. 2014, 27(5): 435-457.
Zhang, Y., LePine, J. A., Buckman, B. R., & Wei, F. It’s not fair, or is it? The role of justice and leadership in explaining work stressors-job performance relationships. Academy of Management Journal. 2014, 57(3):? 675-697.
Hu, X., Kaplan, S., Wei, F.*, Vega, R. Employees’ Metaperceptions of Supervisor Ratings on Job Performance. The Psychologist-Manager Journal, 2014, 17(1), 30-48.
Wei, F., & Si, S. Psychological Contract Breach, Negative Reciprocity and Abusive Supervision: the Mediated Effect of Organizational Identification. Management and Organization Review. 2013, 9: 541–561.
Gilmore, P. L., Hu, X., Wei, F.*, Tetrick, L. E. and Zaccaro, S. J. Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors. Journal of Organizational Behavior. 2013. 34 (8): 1061-1075.
Wei, F., & Si, S. Tit for Tat? Abusive Supervision and Counterproductive Work Behaviors: the Moderating Effects of Locus of Control and Perceived Mobility. Asia Pacific Journal of Management. 2013,1: 281-296.
Ren, S., Wang, L., Yang, W., & Wei, F. The effect of external network competence and intrafirm networks on a firm’s innovation performance: The moderating influence of relational governance. Innovation: Management, Policy & Practice. 2013, 15(1), 17-34.
Si, S., & Wei, F.* . Transformational and Transactional Leaderships, Empowerment Climate, and Innovation Performance: A Multi-level Analysis in the Chinese context. European Journal of Work and Organizational Psychology. 2012, 21(2): 299-320.
Lee, J., & Wei, F. The mediating effect of psychological empowerment on the relationship between participative goal setting and team outcomes--a study in China. International Journal of Human Resource Management. 2011, 22(2): 279-295.
Si, S., Wei, F., & Li, Y. Effects of Psychological Contract Violation on Manager’s Exit, Voice, Loyalty and Neglect in Transactional Economy: In the Chinese Context. International Journal of Human Resource Management. 2008.5.
Wei, F., Yuan, X., & Di, Y. Effects of transactional leadership, psychological empowerment and empowerment climate on creative performance of subordinates: A cross-level study. Frontiers of Business Research in China. 2010, 1, 25-34.
朱千林，魏峰， 杜恒波，职场排斥与旁观者行为选择:情绪和目标互依性的作用，外国经济与管理，2020, 6: 86-98.
魏峰, 曹星, 贝玉莲, 人际协同视角下CEO包容型领导与创业绩效的关系研究. 工业工程与管理, 2020, 2: 10-16.
魏峰，张健, 职场友谊、情感承诺与亲组织非伦理行为关系的实证研究. 软科学, 2020, 3: 103-110.
魏峰, 王艺霏, 李然, 伦理领导影响员工工作结果的“滴漏模型”——关怀型伦理氛围的调节作用. 财经论丛, 2019, 11: 91-101.
魏峰，朱千林，CEO诚信与中小企业成长:组织氛围和企业规模的效用研究，科学学与科学技术管理，2019, 2: 55-67.
魏峰、马玉洁，领导领地行为与下属知识隐藏的影响机制研究，工业工程与管理. 2018,4: 179-185.
魏峰、贝玉莲、刘宇，国内心理契约研究的知识图谱与研究热点——基于CSSCI的文献计量分析，管理学报. 2017.8.
魏峰、张丹、郭强，企业家的性格呵护与压力疏解，企业管理. 2017.6.
魏峰、倪宁、贡晓妹，辱虐管理和领导认同对非伦理行为的影响:职业伦理标准的调节作用，中国人力资源开发. 2016, 9.
魏峰、李然，伦理领导和核心自我评价对职业成功的影响. 工业工程与管理. 2016, 1, 96-101.
倪宁、魏峰，创业项目阐释与天使投资意向研究，中国软科学. 2015,12.
魏峰、李燚、卢长宝、毛雁冰，心理契约破裂、管理欺凌和反生产行为关系的实证研究. 管理科学学报. 2015, 3, 52-63.
李燚，魏峰，高绩效人力资源实践有助于组织认同？一个被中介的调节作用模型，管理世界.2011,2
魏峰，袁欣，邸杨，交易型领导、团队授权氛围和心理授权影响创新绩效的跨层次研究.管理世界. 2009, 4, 135-142. 《人大复印资料-企业管理研究》2009年第7期转载
魏峰、李秀娟，双因素领导结构的验证及其对组织承诺的影响机制研究.管理世界. 2008, 5: 115-123.
魏峰、李燚、任胜钢，组织公正对组织心理契约违背与管理者行为关系的影响.管理科学学报. 2007, 6: 30-40.
李秀娟、魏峰，组织公正和交易型领导对组织承诺的影响方式研究.南开管理评论. 2007, 5: 82-88，《新华文摘》2008年第3期全文转载
李燚、魏峰、任胜钢，组织心理契约违背对管理者EVNL行为的影响.管理科学学报. 2006, 5: 88-96，《人大复印资料-心理学》2007年第5期转载．
李秀娟、魏峰，打开领导有效性的黑箱：领导行为和领导下属关系研究.管理世界. 2006, 9: 87-93，《新华文摘》2006年第23期全文转载
魏峰、李燚、张文贤，国内外心理契约研究的新进展.管理科学学报. 2005, 5: 82-89.
教学经历
2016—至今 同济大学经济与管理学院，教授
2011—2016 同济大学经济与管理学院，副教授
2008—2011 上海大学管理学院，副教授
2006—2008 中欧国际工商学院，研究员
2004—2006 长江商学院，副研究员
海外经历
2011/12—2013/2 美国弗吉尼亚大学达顿商学院进行访学，危机领导项目
2007/5—2007/5 美国创新领导力研究中心(CCL) 经验学习(Lesson of Experience)项目