林伟鹏
职称：副教授
研究方向：员工创新、主动性、组织公民行为、领导力、工作压力
所属部门：人力资源管理系
行政职务：
电子邮件：linweipeng@nankai.edu.cn
联系电话：+86-22-2350-8439

English
个人介绍

研究成果

研究课题

教授课程

社会兼职

教育背景 2008.09-2014.07北京大学心理学系 工业与组织心理学 理学博士
2011.09-2012.09加州大学伯克利分校心理系 工业与组织心理学联合培养博士
2004.09-2008.07 华南师范大学生命科学学院 生物工程 工学学士


工作经历 2019.5至今 东北大学创业与领导力研究中心特聘研究员
2016.12至今南开大学商学院人力资源管理系 副教授
2014.07-2016.12 南开大学商学院人力资源管理系 讲师


获奖成果 2017.2 天津市人才发展特殊支持计划“青年拔尖人才” （资助金额300000元）
2015.6 南开大学本科生优秀毕业论文指导教师
2013.9北京大学校长奖学金（北京大学研究生最高奖项，奖金54000元）
2013.9 CASC一等奖学金（奖金10000元，全系1名）
2013.9 北京大学三好学生
2012.9北京大学校长奖学金（北京大学研究生最高奖项，奖金54000元）
2011.9北京大学校长奖学金（北京大学研究生最高奖项，奖金54000元）
2010.9 北京大学学习单项奖




期刊文章（*表示通讯作者）
Lin, W.*, Koopmann, J., & Wang, M. (online first). How does workplace helping behavior step up or slack off? Integrating enrichment-based and depletion-based perspectives.Journal of Management. (SSCI, FT50, IF=8.08)

Li, G., Rubenstein, A.,Lin, W.*, Wang, M., Chen, X. (2018). The Curvilinear Effect of Benevolent Leadership on Team Performance: The Mediating Role of Team Action Processes and the Moderating Role of Team Commitment.Personnel Psychology, 71, 369-397. (SSCI,IF=5.52)
Lin, W.,*Ma, J., Zhang, Q., & Jiang, F. (2018). How is benevolent leadership linked to employee creativity? The mediating role of leader-member exchange and the moderating role of power distance orientation.Journal of Business Ethics,152,1099-1115. (SSCI, FT 50, IF=2.92)

Wei, W., ...Lin, W.et al. (2017). Regional ambient temperature is associated with human personality.Nature Human Behaviour, 1, 890-895.

Lin, W.,Wang, L., Bamberger, A. P., Zhang, Q., et al. (2016). Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance.Journal of Vocational Behavior,92, 145-156. (SSCI,Q1, IF=3.05)

Bai, Q.,Lin, W.,& Wang, L. (2016). Family incivility and counterproductivework behavior: A moderated mediation model of self-esteem and emotional regulation.Journal of Vocational Behavior,94, 11-19. (SSCI,Q1, IF=3.05)

Yu, K.,Lin, W., Wang, L., Ma, J., Wei, W.et al.(2016). The role of affective commitment and future work self salience in the abusive supervision-job performance relationship.Journal of Occupational and Organizational Psychology,89, 28-45.(SSCI,Q1, IF=2.89)

Zhou, M.,Lin, W.*(2016). Adaptability and life satisfaction : The moderating role of social support.Frontiers in Psychology,7, 1134.(SSCI,Q1, IF=2.09)

Xiong, K.,Lin, W.,*Li, C., & Wang, L. (2016). Employee trust in supervisors and affective commitment:The moderating role of authentic leadership.Psychological Reports,118, 829-849.(SSCI,IF=0.67)

Lin, W., Ma, J., Wang, L., & Wang, M. (2015). A double-edged sword: The moderating role of conscientiousnessin the relationships between work stressors, psychological strain and job performance.Journal of Organizational Behavior,36, 94-111.(SSCI,Q1, IF=4.23)

Lin, W.,Wang, L., & Chen, S. (2013). Abusive supervision and employee well-being:The moderating effect of power distance orientation.Applied Psychology: An International Review,62, 308-329. (SSCI, IF=2.49)

Wang, L., &Lin, W.(2011). Wording effects and the dimensionalityof the General Health Questionnaire (GHQ-12).Personality and Individual Differences,50, 1056-1061. (SSCI, IF=1.97)

会议文章

Lin, W.,Kong, Y., & Ma, J. (2016). How does helping self-sustain? A psychological safety perspective. Paper presentedat the 76th Annual Meeting of the Academy of Management.Anaheim, CA.

Lin, W., & Zhang, A.(2016). Perish in comfort? The moderating role of conscientiousness in the curvilinearrelationship between psychological safety and creativity.Paper presentedat the 76th Annual Meeting of the Academy of Management.Anaheim, CA.

Lin, W., Li, C., & Zhang, Q. (2016). Follower political Skill, leader-member exchange, and performance: A followership perspective. Paper presentedat the 31th Annual Conference of the Society for Industrial and Organizational Psychology (Top-rated paper).Anaheim, CA.

Yu, K.,Lin, W., Wang, L., Ma, J.(2015). The role of affective commitment and future work self salience in the abusive supervision-job performance relationship. Paper presented atthe 30th Annual Conference of the Society for Industrial andOrganizational Psychology.Philadelphia, PA.

Zhang, Q., Wang, L.,Lin, W., Ma, J., & Yu, K. (2015). Communication frequency, quality and relationship satisfaction : A P-E fit approach.Paper presented atthe 30th Annual Conference of the Society for Industrial andOrganizational Psychology.Philadelphia, PA.

Lin, W., Zhang, Q., Wang, L., Yu, K., Ma, J., & Wei, W. (2014). Leader coaching and employee performance:A multilevel moderated mediation model. Paper presented at the 29th Annual Conference of the Society for Industrial andOrganizational Psychology.Honolulu, Hawaii.

Lin, W.(2014). The Moderating role of promotion-prevention focus in the relationships between supervisor coaching behaviors and performance. Paper presented at the 28th International Congress of Applied Psychology. Paris, France.

Yu, K.,Lin, W., Liu, C., Zhang, Q., & Wang, L. (2014). Ethical leadership and employee performance: A cross-level moderated mediation model.Paper presented at the 28th International Congress of Applied Psychology.Paris, France.

Wang, L.,Lin, W., & Ma, J. (2013). The moderating role of conscientiousness in the relationshipsbetween work stressors, psychological strain and job performance. Paper presented at the 28th Annual Conference of theSociety for Industrial and Organizational Psychology.Houston, Texas.

Lin, W.(2012). Political skill and locus of control as moderators of the relationships between work stressors and burnout.Paper presented at the 30th International Congress of Psychology.Cape Town, South Africa.

Lin. W.(2010).Job burnout: The assessment, antecedents and interventions. Invited speaker at the1st International Conference of Work Stress and Job Burnout.Beijing, China.

Lin, W.(2010). When is abusive supervision not related to employee psychological health:The moderating role of power distance orientation. Paper presented atthe 27th InternationalCongress of Applied Psychology. Melbourne, Australia.

研究课题 2016.1-2018.12，团队压力氛围的形成、发展及其影响作用的纵向研究
国家自然科学基金青年项目(基金号：**)，主持人。
2017.1-2019.12，下属建言对领导行为影响的多层面纵向研究
国家自然科学基金青年项目(基金号：**)，参与人。
2017.1-2019.12，师徒关系对职业弹性的影响及作用路径研究
国家自然科学基金青年项目(基金号：**)，参与人。
2017.1-2019.12，创业失败与后续创业绩效作用机制研究：基于创业认知的视角
国家自然科学基金面上项目(基金号：**)，参与人。
2017.1-2019.12，组织双元能力战略的决策、演进路径与经济绩效：基于公司治理制度和非正式制度综合视角的研究
国家自然科学基金面上项目(基金号：**)，参与人。
2017.1-2019.12，创业者的创业认知能力形成机理及创业决策作用机制研究
国家自然科学基金面上项目(基金号：**)，参与人。
2016.1-2020.12，网络及不确定环境下创业者的行为认知与决策机制研究
国家自然科学基金重点项目(基金号：**)，参与人。
2016.1-2019.12，混合所有制企业中的竞争性制度逻辑、多重冲突与治理机制研究
国家自然科学基金面上项目(基金号：**)，参与人。
2015.1-2017.12，思维方式对幸福感影响机制研究：基于压力知觉矛盾性视角的跨层次模型
国家自然科学基金青年项目(基金号：**)，参与人。
2010.1-2013.12，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(基金号：2009BAI77B04)，参与人。


教授课程 博士生课程：
管理研究方法论：定量研究方法，人力资源管理研究方法
硕士生课程：
工商管理研究方法，领导力研究，计量经济学方法与应用
本科生课程：
招募与甄选，社会科学研究方法，Human Resource Management（英文），创新研究与训练，组织行为学

社会兼职 中国应用社会心理学专业委员会委员
Member of Society for Industrial and Organizational Psychology (SIOP)
Member of Academy of Management (AOM)
Member of International Association for Chinese Management Research (IACMR)
Review EditorforOrganizational Psychology,Frontiers inPsychology
Ad Hoc Reviewer forJournal of Applied Psychology, Personnel Psychology, Journal of Management, Journal ofOrganizational Behavior,Applied Psychology, Frontiers in Psychology, Personality and Individual Differences, European Journal of Psychological Assessment,Psychological Reports, Nankai Business Review International, 南开管理评论, 管理学报, SIOP,AOM,IACMR