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张晓萌

ZHANG Xiaomeng

马里兰大学史密斯商学院博士
长江商学院组织行为学副教授
领导力与行为心理研究中心主任
高层管理教育副院长

Email:
xmzhang@ckgsb.edu.cn

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(包括CEO、总裁、接力等);管理学系组织行为学副教授;领导力与行为心理研究中心主任。加入长江商学院前,张教授曾在位于美国华盛顿特区的第一所商学院~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。

 

她的研究专注于行为学与心理学的交叉领域,包括个人心理复原力/韧性、团队及组织韧性的打造、领导力认知、团队协作、人才梯队建设以及心理学在这些领域的应用。近年来,张晓萌教授带领研究团队持续深耕心理韧性领域,结合定量和定性等研究方法,密切跟踪宏观情境下中国企业领导者个人韧性和组织韧性的形成和变迁,并基于研究发现和企业实践,开创性地提出个人和组织韧性打造的认知框架、行动建议和创新方法。张教授在多个世界顶级学术刊物上发表过文章,包括《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)、《人事心理学》(Personnel Psychology)、《组织行为与人力决策过程》(Organizational Behavior and Human Decision Processes)、《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,张教授还曾讲授领导力、管理学原理、组织行为学、组织与人力资源管理、商业政策、以及中国的国际商业惯例实践等课程。

 

她拥有中山大学经济学与工商管理学士学位(荣获优秀毕业生)、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),并在2019年、2020年、2021年连续三年入选“中国高被引学者榜单”。

 

领导力与行为心理研究中心专栏

 

媒体动态

2022年4月14日,世界著名出版集团爱思唯尔(Elsevier) 发布2021“中国高被引学者”(Highly Cited Chinese Researchers) 榜单,长江商学院组织行为学副教授张晓萌入选“工商管理学”榜单。

学术成就

  • 中国高被引学者榜单2020
  • 中国高被引学者榜单2019
  • Emerald文章突出引用奖;2016
  • 国际管理学会优秀论文奖;2015
  • 连续数年获得教授杰出研究奖(Kogod商学院);2008-2014
  • 连续三年获得研究基金奖(Kogod商学院) ;2010-2012
  • 国际管理学会组织行为学最佳国际论文奖 ;2010
  • 国际管理学会组织行为学优秀审稿人奖;2010
  • 中国管理研究国际学会最佳论文奖(微观研究);2010
  • Kogod商学院教学大纲竞赛第二名;2008    
  • 史密斯商学院Krowe教学奖入围(排名第一);2007     
  • 史密斯商学院弗兰克·T·潘恩奖-杰出学术成就奖;2007
  • 美国国家科学基金会研究基金奖(NSF);2005-2007
  • 史密斯商学院前15%教学奖 ;2005-2007

主要学术成果

1.  Zhang, X. M. (2022-February). Organizational resilience: from consensus to empathy. Harvard Business Review (China).
2.  Huang, G., Zhang, Y., Zhang, X. M., & Long, L. (2021). Job Insecurity, commitment, and proactivity toward the organization and one’s career: Age as a condition. Human Resource Management Journal, 31:532-552.
3.  Zhang, X. M. (2020). H.E.R. leadership: Bridging the gender gap by degendering. Harvard Business Review (China),11:138-141.
4.  Sharon, N. S., Zhang, H., & Zhang, X. M. (2020). Emotional labor and employee creativity: A multi-level investigation of psychological attachment/detachment and team creative efficacy. Creativity Research Journal, 32-3: 287-298.
5.  Liu, X.-Y., Kwan, H. K., & Zhang, X. M. (2020). Introverts maintain creativity: A resource depletion model of gossip. Asia Pacific Journal of Management, 37: 325-344.
6.  Zhang, X. M. (2019). Chinese executive leadership transformation: Leading change by change. Harvard Business Review (China), 4: 138-140.
7.  Zhang, X. M., & Kwan, H. K. (2019). Team behavioral integration links team interdependence with team performance: An empirical investigation in R&D teams. Frontiers of Business Research in China, 13 (1): 7-26.
8.  Zhang, X. M., & Kwan, H. K. (2019). Empowering leadership and team creativity: The roles of team learning behavior, team creative efficacy, and team task complexity. In C. Mainemelis, O. Epitropaki, & R. Kark (Eds.), Creative leadership: Contexts and Prospects: 95-121. New York, NY: Routledge.
9.  Kwan, H., Zhang, X. M., Liu, J., & Lee, C. (2018) Workplace ostracism and employee creativity: An integrative approach incorporating pragmatic and engagement roles. Journal of Applied Psychology, 103 (12): 1358–1366.
10. Zhang, X. M., & Kwan, H. (2018). Team learning goal orientation and innovation: Roles of transactive memory system and task interdependence. Journal of Business Management and Administration Affair, 1 (109): 2-10.
11. Zhang, X. M., & Zhou, J. (2017). Configuring challenge and hindrance contexts for introversion and creativity: Joint effects of task complexity and guanxi management. Organizational Behavior and Human Decision Processes, 143: 54-68 (equal contribution).
12. 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.
13. Zhang, X. M. & Kwan, H. K. (2015). Workplace ostracism and employee performance outcomes: The pragmatic and psychological effects. Academy of Management Best Paper Proceedings.
14. 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).
15. 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.
16. 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.
17. 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 Studies, 49 (1): 178-199.
18. 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.
19. 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.
20. 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.
21. 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.
22. 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.
23. 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.
24. 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.
25. 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.
26. 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.