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张晓萌

ZHANG Xiaomeng

马里兰大学帕克分校史密斯商学院博士
高层管理教育项目副院长
长江商学院组织行为学副教授

Email:
xmzhang@ckgsb.edu.cn

下载个人简历

教授简介:

张晓萌博士现为长江商学院副院长,主管高层管理教育项目;管理学系组织行为学副教授。加入长江商学院之前,张教授曾在位于美国华盛顿特区的美利坚大学(American University)科歌德商学院(Kogod School of Business)担任管理学副教授,并拥有终身教授教职。她的研究领域包括领导力、组织激励以及员工创新力,并致力于探索这几个领域之间的关系。

张教授在众多世界级学术刊物上发表过文章,包括《美国管理学会学报》(Academy of Management Journal)、《应用心理学杂志》(Journal of Applied Psychology)、《组织科学》(Organizational Science)、《组织行为与人类决策过程》(Organizational Behavior and Human Decision Processes)、《人事心理学》(Personnel Psychology)、《管理杂志》(Journal of Management)、《管理研究杂志》(Journal of Management Studies)以及《人力资源管理评论》(Human Resource Management Review)等。

此外,张教授还曾讲授管理学原理、组织行为学、组织与人力资本管理、商业政策、中国的国际商业惯例实践以及人力资源管理等课程。她拥有中山大学经济学与工商管理学士学位、马里兰大学(University of Maryland)帕克分校(College Park)史密斯商学院(R.H. Smith School of Business)组织行为学及人力资源管理博士学位。 张教授凭借她出色的学术成果斩获佩恩杰出研究成就奖(Paine Award)以及若干教学奖项。

主要研究领域

张晓萌教授的研究领域包括领导力、组织激励以及员工创新力等方面,当前的研究核心在于上述领域之间的相互关系;具体而言,主要侧重于如何通过不同类型的领导行为、授权方式及领导支持等机制激励个人、团队及组织的创新性行为。与领导力相关的另一个研究方向还包括高层(如首席执行官、高管团队等)激励以及公司治理。

学术成就

  • Best Proceeding Paper Award, Academy of Management;2015
  • Kogod Business School Faculty Award for Outstanding Research;2014, 2012, 2011, 2009, 2008
  • Kogod Research Grant Award;2012, 2011, 2010
  • Best International Paper Award from the OB Division of the Academy of Management, Nominated for the Dexter Award, Academy of Management award for the best international paper;2010
  • Outstanding Reviewer Award, OB Division of the Academy of Management; 2010
  • IACMR Best Micro Paper Award ;2010
  • Krowe Teaching Award Finalist (Rank #1) ;2007
  • Frank T. Paine Award-Outstanding Academic Achievement, R. H. Smith of Business; 2007
  • Top 15% Teaching Award, R. H. Smith School of Business; 2005-2007
  • National Science Foundation Grant (NSF) ;2005-2007
  • Dean’s Research Fellowship, R. H. Smith of Business; 2005-2006
  • Dean’s Fellowship, R. H. Smith of Business; 2002-2004

主要学术成果

  • Zhang*, X. M., Zhou*, J., & Kwan, H. K. (in press). Configuring challenge and hindrance contexts for introversion and creativity: Joint effects of task complexity and guanxi management.Organizational Behavior and Human Decision Processes (*equal contribution).
  • Zhang, X. M. & Bartol, K. M. (2015). Empowerment and employee creativity: A comprehensive review. In C. Shalley, M. Hitt, & J. Zhou (Eds.) . The Oxford Handbook of Creativity, Innovation, and Entrepreneurship.New York: Oxford University Press, 31-45.​
  • Zhang, X. M., & Zhou, J. (2014) Empowering leadership, uncertainty avoidance, trust, and employee creativity: Interaction effects and a mediating mechanism.  Organizational Behavior and Human Decision Processes,124: 150-164 (equal contribution).
  • Zhang, H. Kwan, H. K., Zhang, X. M., & Wu, L-Z. (2014). High core self-evaluations maintain creativity: A motivational model of abusive supervision.   Journal of Management, 40 (4): 1151-1174.
  • Seo, M., Taylor, S., Hill, S., Zhang, X. M., Tesluk, P., & Lorinkova, N. (2012) The role of affect and leadership during organizational change.  Personnel Psychology,  65: 121-165.
  • Wu, L., Yim, F., Kwan, H. K., & Zhang, X. M. (2012) Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress.  Journal of Management Studies49 (1): 178-199.
  • Wang, S., Zhang, X. M., & Martocchio, J. (2011) Thinking outside of the box when the box is missing: role ambiguity and its linkage to creativity. Creativity Research Journal, 23 (3): 211-221.
  • Zhang, X. M., & Bartol, K. M. (2010). The influence of creative process engagement on employee creative performance and overall job performance: A curvilinear assessment.  Journal of Applied Psychology, 95 (5): 862-873.
  • Zhang X. M., & Chen, Y., & Kwan, M. (2010). Empowering leadership and creativity in R & D teams: The roles of team learning behavior, team creative efficacy, and team task complexity.Academy of Management Best Paper Proceedings.
  • Zhang, X. M., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1): 107-128.
  • Zhang, X. M., Bartol, K. M., Smith, K. G., Pferrer, M., & Khanin, D. (2008). CEO on the edge: Earnings manipulation and stock-based incentive misalignment. Academy of Management Journal, 51 (2): 241-258.
  • Pferrer, M., Smith, K. G., Bartol, K. M., Khanin, D, & Zhang, X. M. (2008). Coming forward: The effects of social and regulatory forces on the voluntary restatement of earnings. Organization Science, 19: 386-403.
  • Somaya, D., Williamson, I. O., & Zhang, X. M. (2007). Combining patent law expertise with R & D for patenting performance. Organization Science, 18 (6): 922-937.
  • Bartol, K. M., & Zhang, X. M. (2007) Networks and leadership development: Building linkages for capacity acquisition and capital accrual.  Human Resource Management Review, 17: 388-401.
  • Zhang, X. M., & Sims, H. P, Jr. (2005). Leadership, collaborative capital, and innovation. In M. Beyerlein, S. Beyerlein, & F. Kennedy (Eds.),  Advances in Interdisciplinary Studies of Work Teams. Elsevier/JAI annual series, Volume 11. JAI Press.