施俊琦
浙江大学求是特聘教授，管理学院领导力与组织管理学系主任
手机：19821197419
微信：19821197419
邮箱：
驻地：
施俊琦
浙江大学求是特聘教授，管理学院领导力与组织管理学系主任
个人履历：
施俊琦：浙江大学管理学院求是特聘教授、博士生导师，浙江大学管理学院领导力与组织管理学系主任，教育部长江学者青年学者，国家自然科学基金委杰出青年基金获得者，珠江学者特聘教授，美国心理学会会员，美国人力资源协会会员，中国心理学会会员。2017年至今担任Academy of Management Discoveries杂志副主编，2015年至今担任国际期刊Work, Aging and Retirement(牛津大学出版社)创刊副主编（SSCI杂志），2016年至今管理学顶级期刊 Journal of Applied Psychology编委（Editorial Board）（大陆地区唯一编委）；2002年5月赴美国加州大学伯克利分校短期访问。2011年3月至2012年3月在美国马里兰大学做访问学者。曾任中山大学岭南（大学）学院管理学教授及博士生导师，北京大学心理学系副教授。长期从事组织行为学与人力资源管理等方面的教学与科研工作。参与和主持完成了多个国家自然科学基金项目、国家社会科学基金项目；发表SSCI论文60余篇，其中在管理学顶级杂志（AMJ，JAP，PPSY和OBHDP）发表论文21篇；在《职业》《科学通报》《中国心理卫生杂志》《北京大学学报》《管理学报》等国内核心期刊文章30余篇，出版《组织行为学新进展》《决策与判断》等著作及翻译书籍6部；曾多次获得中山大学岭南学院杰出教学贡献奖一等奖，中山大学岭南学院杰出科研贡献奖一等奖等。
科研项目：
国家社科基金青年项目：大学生求职行为的追踪研究（项目号：09CSH028），项目主持人和负责人；
国家自然科学基金应急项目：证券投资者心理特征与行为的研究（项目号70041036），项目成员；
国家自然科学基金青年项目：品牌态度的内隐测量及其影响因素（项目号70602006），项目主持人和负责人；
国家自然科学基金重点项目：行为金融学心理学子课题的研究（项目号70432002），项目成员，负责实验设计和数据分析；
国家自然科学基金创新团队：行为金融：心理偏差、投资行为与资产定价（项目号：71021001），项目成员；
卫生部科技支撑计划：重点职业人群压力和职业枯竭的评价体系（项目号：2009BAI177B04）项目成员——主要负责研究的设计；
国家自然科学基金集成项目：基于“情景-应对”的国家应急平台体系基础科学问题集成升华研究平台（项目号：91024032）——项目成员；
国家杰出青年基金：领导力与团队绩效（项目号：71425004），项目负责人。
论文代表：
(2020). Measurement invariance of the moral vitalism scale across 28 cultural groups. PLOS ONE, 15(6).
(2020). When onboarding becomes risky: Extending social learning theory to explain newcomers’ adoption of heavy drinking with clients: Human Relations, 73(5), 682–710.
(2020). Best Not to Know: Pay Secrecy, Employee Voluntary Turnover, and the Conditioning Effect of Distributive Justice. Academy of Management Journal.
(2020). A multiplex view of leadership structure in management teams. Personnel Psychology.
(2020). More Time Spent, More Job Search Success?: The Moderating Roles of Metacognitive Activities and Perceived Job Search Progress: Journal of Career Assessment, 28(1), 147–164.
(2019). A self-regulation perspective on how and when regulatory focus differentially relates to citizenship behaviors. Journal of Applied Psychology, 104(5), 629.
(2019). When onboarding becomes risky: Extending social learning theory to explain newcomers’ adoption of heavy drinking with clients. Human Relations, doi:0018726719842653.
(2019). Team knowledge exchange: How and when does transformational leadership have an effect?. Journal of Organizational Behavior, doi:10.1002/job.2411.
(2018). A social mindfulness approach to understanding experienced customer mistreatment: A within-person field experiment. Academy of Management Journal, 61(3), 994-1020. (Corresponding author)
(2017) Commuting stress process and self-regulation at work: Moderating roles of daily task significance, family interference with work, and commuting means efficacy. Personnel Psychology, 70(4), 891-922. (Corresponding author)
(2017) Eating your feelings? Testing a model of employees' work-related stressors, sleep quality, and unhealthy eating. Journal of Applied Psychology, 102(8), 1237-1258. (Corresponding author)
(2017) Use of proactive tactics and socialization outcomes: a latent growth modeling approach to understanding newcomer socialization process. Academy of Management Discoveries, 3(1), 42-63.
(2017) Customer mistreatment, employee health, and job performance: cognitive rumination and social sharing as mediating mechanisms. Journal of Management, 43(4), 1261-1282. (corresponding author)
(2016) The motivational antecedents and performance consequences of corporate volunteering: When do employees volunteer and when does volunteering help versus harm work performance? Organizational Behavior and Human Decision Process.137, 99-111.
(2016). Nonlinear effects of team tenure on team psychological safety climate and climate strength: Implications for average team member performance. Journal of Applied Psychology, 101(7), 940-957. (Corresponding author) (2016) Social networks and employee voice: The influence of team members’ and team leaders’ social network positions on employee voice. Organizational Behavior and Human Decision Process. 132. 37-48.
(2016) Interpersonal process of emotional labor: The role of negative and positive customer treatment. Personnel Psychology, 69(3), 525-557.
(2016). When and how does functional diversity influence team innovation? The mediating role of knowledge sharing and the moderation role of affect-based trust in a team. Human Relations, 69(7), 1507-1531.
(2015) Retirees' Motivational orientation and bridge employment: Testing the moderating role of gender. Journal of Applied Psychology. 100, 1319–1331. (co-corresponding author)
(2015) Employees’ surface acting in interactions with leaders and peers. Journal of Organizational Behavior. 36(8), 1132-1152.
(2015) Overqualification and counterproductive work behaviors: Examining a moderated mediation model. Journal of Organizational Behavior. 36(2), 250–271.
(2015) Work-family conflict, emotional exhaustion, and displaced aggression toward others: the moderating roles of workplace interpersonal conflict and perceived managerial family support. Journal of Applied Psychology. 100(3), 793–808. (co-corresponding author)
(2015). The dark side of socialization: a longitudinal investigation of newcomer alcohol use. Academy of Management Journal. 58(2), 334–355. (co-corresponding author)
(2014). Self-regulation during job search: the opposing effects of employment self-efficacy and job search behavior self-efficacy. Journal of Applied Psychology. 99(6), 1159-1172. (co-corresponding author)
(2014) Psychological research on retirement. Annual Review of Psychology. 65, 209-233.
(2013) Can't get it out of my mind: Employee rumination after customer mistreatment and negative mood in the next morning. Journal of Applied Psychology. 98(6), 989-1104. (co-corresponding author)
(2013). Linking subordinate political skill to supervisor dependence and reward recommendations: A moderated mediation model. Journal of Applied Psychology. 98(2), 374-384.
(2012). Leader-Follower Congruence in Proactive Personality and Work Outcomes: The Mediating Role of Leader-Member Exchange. Academy of Management Journal, 55(1), 111-130. (co-corresponding author)
(2012). Supervisors' upward exchange relationships and subordinate outcomes: testing the multilevel mediation role of empowerment. Journal of Applied Psychology. 97(3), 668-680. (corresponding author)
(2011). Daily Customer Mistreatment and Employee Sabotage against Customers: Examining Emotion and Resource Perspectives. Academy of Management Journal.54(2), 312-334. (co-corresponding author， IF 6.079)
(2010). Daily Work-Family Conflict and Alcohol Use: Testing the Cross-Level Moderation Effects of Peer Drinking Norms and Social Support. Journal of Applied Psychology. 95(2), 377-386. (co-corresponding author).
著作代表：
《组织行为学新进展》，施俊琦著，科学出版社2024年04月出版；
《决策与判断（中译本修订版）》，作者斯科特·普劳斯（Scott Plous），施俊琦、王星译，人民邮电出版社2020年05月出版；
《管理心理学：21世纪的新进展》，作者施俊琦、汪默，北京大学出版社2013年03月出版；
《心理测量：历史、原理及应用》（原书第5版），（美）罗伯特J·格雷戈里著，施俊琦等译，机械工业出版社2012年12月出版。
主讲课程：
《人力资源管理与开发》
《打开组织的边界》
《行为决策与管理心理》
《决策心理学与企业管理》
邀请老师演讲、授课请致电：19821197419 阎老师[微信同号]
免责声明：以上内容（包括文字、图片、视频）为用户上传并发布，本平台仅提供信息存储服务。如涉及版权问题，请联系我们并提供版权证明，我们将立即删除！
