王婕 教授 诺丁汉大学商学院（中国）博士生项目主任，组织行为学教授
宁波诺丁汉大学



联系方式 办公室
行政楼264室

校园
宁波诺丁汉大学

地址
浙江省宁波市泰康东路199号

电话
+86 (0)574 8818 0000 转 1459

邮箱
Jie.Wang@nottingham.edu.cn



学历
博士学位 香港城市大学，中国香港
硕士学位 香港城市大学，中国香港
学士学位 香港城市大学，中国香港

个人简介
王婕教授（Professor Jie Wang）是诺丁汉大学商学院（中国）国际商务与管理系的教授。她在香港城市大学获得管理学博士学位，目前的研究领域是人际和谐关系，社会交换和创造力，并对中国本土管理问题上有特别的研究兴趣。曾在诸如 Journal of Applied Psychology, Journal of Organizational Behavior, Human Relations, Human Resource Management, and Journal of Business Ethics等期刊上发表过学术论文。她也是Human Relations, Journal of Organizational Behavior, 和Work, Aging and Retirement的编委会成员。


教学
本科
组织行为学
实践中的组织与管理
研究生
跨文化管理
商业研究
高阶定量研究方法
人员和组织管理
（定量）研究方法介绍


研究方向
过去
主动性社会化行为
主动性人格
现在和未来
人际和谐
社会交换
创造力和创新行为


发表文章
Zhu, Y., Chen, T., Wang, J., Wang, M., Johnson, R. E., & Jin, Y. (2021). How critical activities within COVID-19 intensive care units increase nurses’ daily occupational calling. Journal of Applied Psychology, 106, 4-14.
Zhou, Y., Asante, E. A., Zhuang, Y., Wang, J., Zhu, Y., & Shen, L. (forthcoming). Surviving an infectious disease outbreak: How does nurse calling influence performance during the COVID-19 fight? Journal of Nursing Management. Advance online publication. http://dx.doi.org/10.1111/jonm.13181
Bai, Y., Wang, J., Chen, T., & Li., F. (2020). Learning from supervisor negative gossip: The reflective learning process and performance outcome of employee receivers. Human Relations, 73, 1689-1717.
Liu, P. C. Y., Zhu, F., & Wang, J. (2019). From no body to some body: A resource based view approach for the branding of a manufacturer. In M. J. Liu & J. Luo (Eds.), China branding: Cases from Zhejiang (pp. 31-43). Singapore: Palgrave Macmillan.
Wang, J., Cheng, G. H.-L., Chen, T., & Leung, K. (2019). Team creativity/innovation in culturally diverse teams: A meta-analysis.Journal of Organizational Behavior,40, 693-708.
Kim, T. Y., Wang, J., Chen, T., Zhu, Y., & Sun, R. (2019). Equal or equitable pay? Individual differences in pay fairness perceptions.Human Resource Management,58, 169-186.
Ou, Z., Wang, J., & Chen, T. (2018). Managing organizational entry in China: The roles of newcomer–supervisor exchange, incumbent support, and perceived insider status.International Journal of Human Resource Management,29, 485-509.
Kim, T.-Y., Wang, J., & Chen, J. (2018). Mutual trust between leader and subordinate and employee outcomes.Journal of Business Ethics,149, 945-958.
Leung, K., Wang, J., & Deng, H. (2016). How can indigenous research contribute to universal knowledge? An illustration with research on interpersonal harmony.Japanese Psychological Research, 58, 110-124.
Leung, K., & Wang, J. (2015). Social processes and team creativity in multicultural teams: A socio-technical framework.Journal of Organizational Behavior, 36, 1008-1025.
Leung, K., Deng, H., Wang, J., Zhou, F. (2015). Beyond risk-taking: Effects of psychological safety on cooperative goal interdependence and prosocial behavior.Group & Organization Management, 40, 88-115.
Leung, K., & Wang, J. (2015). A cross-cultural analysis of creativity. In C. E. Shalley, M. A. Hitt, & J. Zhou (Eds.),The Oxford handbook of creativity, innovation, and entrepreneurship. New York: Oxford University Press.
Wang, J., Leung, K., & Zhou, F. (2014). A dispositional approach to psychological climate: Relationships between interpersonal harmony motives and perceived safety in communication.Human Relations, 67, 489-515.
Leung, K., Wang, J., & Deng, H. (2014). Challenges of conducting global research. In R. L. Griffith, L. F. Thompson, & B. K. Armon (Eds.),Internationalizing the curriculum in organizational psychology(pp. 283-305). New York: Springer.
Wang, J., & Kim, T.-Y. (2013). Proactive socialization behavior in China: The mediating role of perceived insider status and the moderating effect of supervisors’ traditionality.Journal of Organizational Behavior,34, 389-406.
Crant, J. M., Kim, T.-Y., & Wang, J. (2011). Dispositional antecedents of demonstration and usefulness of voice behavior.Journal of Business and Psychology,26, 285-297.
Kim, T.-Y., Cable, D., Kim, S., & Wang, J. (2009). Emotional competence and work performance: The mediating effect of proactivity and the moderating effect of job autonomy.Journal of Organizational Behavior,90, 983-1000.
Kim, T.-Y., & Wang, J. (2008). Proactive personality and feedback seeking behaviors: The effects of supervisor feedback and overall fairness. In M. A. Rahim (Ed.),Current topics in management(vol. 13, pp. 91-108). New Brunswick & London: Transaction.
实践者角度的论文
Wang, J. (2015). Do you really understand the new generation of employees?CEOCIO, vol.409. (In Chinese).
Wang, J. (2015). The magic of workplace gossip.CEOCIO, vol.404. (In Chinese).