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吴东儒
哈尔滨工业大学经济与管理学院副教授、博士生导师
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详细介绍
吴东儒
哈尔滨工业大学经济与管理学院副教授，博士生导师
个人履历：
吴东儒：男，1984年生，台湾高雄人，管理学博士，哈尔滨工业大学经济与管理学院组织与人力资源系副教授，博士生导师。2002年9月至2006年6月，台湾康宁大学管理学院国际企业管理专业，获管理学学士学位；2006年9月至2008年6月，台湾义守大学管理学院企业管理专业，获管理学硕士学位；2009年9月至2014年6月，台湾中山大学管理学院企业管理专业，获管理学博士学位；2009年9月至2014年6月，台湾科技部 兼任博士研究助理；2012年6月至2014年6月，工作于台湾义丰金属有限公司，任客户经理、部门主管等职；2014年7月至2019年，华侨大学工商管理学院市场营销系任教；2019年至今，在哈尔滨工业大学经济与管理学院组织与人力资源系从事科研与教学工作。吴东儒主要研究方向为组织行为、华商研究、消费者行为等。目前在相关领域已积累50余篇国际期刊论文，5篇国内期刊论文。主持国家自然科学基金青年项目一项，教育部人文社会科学项目一项，以及黑龙江省自然科学基金优秀青年基金项目（2021年黑龙江省优青）等国家级和省部级科研项目。2014年获台湾中山大学优秀博士论文奖，及台湾斐陶斐荣誉会员。2015年获福建省台湾引进人才计划；2017年获福建省泉州市高层次人才称号；2023年获黑龙江省高层次人才称号。
科研项目：
教育部人文社会科学青年项目：《CEO情境感知对企业成长战略决策的影响机制研究》（16YJC630136），2016.07-2019.06，主持；
福建省中青年科研一般项目：《以华人式师生关系观点探讨学校教育质变与量变研究》（JAS160039）（2016.08-2017.07），主持；
华侨大学青年学者成长工程课题：《华人式上司部属关系与其离职倾向关联性之研究》（14SKGC-QG18）（2015.10-2017.09），主持；
华侨大学人才引进科研课题：《华人式关系在企业中扮演的角色》（15SKBS203）（2015.06-2017.05），主持。
华侨大学青年学者成长工程课题：《互动创新中用户社群知识转移影响机理研究》（14SKGC-QT08）（2015.10-2017.09），参与；
华侨大学海丝研究课题：《利用海外华商资源推动海上丝绸之路建设研究》（HSZD2014-07）（2015.01-2016.12），参与。
论文代表：
2024. The Buffering Role of Workplace Mindfulness: How Job Insecurity of Human-Artificial Intelligence Collaboration Impacts Employees’ Work-Life-Related Outcomes. Journal of Business and Psychology. doi.org/10.1007/s10869-024-09963-6.
2024. Exploring the Impact of Forced Teleworking on Counterproductive Work Behavior: The Role of Event Strength and Work-Family Conflict. Internet Research. doi.org/10.1108/INTR-08-2023-0658.
2024. A Systematic Review of Thriving at Work: A Bibliometric Analysis and Organizational Research Agenda. Asia Pacific Journal of Human Resource. doi.org/10.1111/1744-7941.12419.
2024. Reducing the adverse effects of compulsory citizenship behaviour on employee innovative behaviour via AI usage in China. Asia Pacific Business Review, 1-21. doi.org/10.1080/13602381.2024.2332731.
2024. How does work autonomy in human-robot collaboration affect hotel employees’ work and health outcomes? Role of job insecurity and person-job fit. International Journal of Hospitality Management, 117, 103654. doi.org/10.1016/j.ijhm.2023.103654.
2024. Forced shift to teleworking: how abusive supervision promotes counterproductive work behavior when employees experience COVID-19 corporate social responsibility. Journal of Organizational Change Management,37(1), 192-213.
2024. Forced shift to teleworking: how after-hours ICTs implicate COVID-19 perceptions when employees experience abusive supervision. Current Psychology, 1-15. doi.org/10.1007/s12144-023-05609-7.
2024. Citizenship pressure and knowledge hiding: The mediating role of citizenship fatigue and the moderating role of supervisor–subordinate guanxi. Applied Psychology, 73(2), 565-598.
2024. How does emotional labor influence restaurant employees’ service quality during COVID-19? The roles of work fatigue and supervisor–subordinate Guanxi. International Journal of Contemporary Hospitality Management, 36(1), 136-154.
2023. The Dualistic Model of Passion and Service Quality of Five-Star Hotel Employees During COVID-19: Dual Mediation Effects of Emotional Labor and Emotional Expression. International Journal of Hospitality Management. doi.org/10.1016/j.ijhm.2023.103519.
2023. Systematic literature review of human–machine collaboration in organizations using bibliometric analysis. Management Decision, 61(10), 2920-2944.
2023. How does goal orientation fuel hotel employees’ innovative behaviors? A cross-level investigation. Current Psychology, 42(27), 23385-23399.
2023. The effects of JDC model on burnout and work engagement: A multiple interaction analysis. European Management Journal, 41(3), 395-403.
2022. How Do Employees Understand Negative Leadership? The Non-linear Relationship Between Abusive Supervision and Employee Innovation Behavior: Job Performance as a Moderator. Frontiers in Psychology. 13: 867862. doi: 10.3389/fpsyg.2022.867862.
2022. Employees' job insecurity perception and unsafe behaviors in human-machine collaboration. Management Decision. doi.org/10.1108/MD-09-2021-1257.
2022. Leader-member exchange, turnover intention and presenteeism– The moderated mediating effect of perceived organizational support. Current Psychology, 42(6), 4873-4884.
2021. Ethical leadership and organisational citizenship behaviour for the environment: the mediating role of moral identity and the moderating role of perceived corporate social responsibility. Journal of Environmental Protection and Ecology, 22(1), 306-313.
2021. Environmental Stressors and Well-Being on Middle-Aged and Elderly People: The Mediating Role of Outdoor Leisure Behaviour and Place Attachment. Environmental Science and Pollution Research. doi.org/10.1007/s11356-021-13244-7.
2020. Does the effect of customer experience on customer satisfaction create a sustainable competitive advantage? A comparative study of different shopping situations. Sustainability, 12(18), 7436. doi.org/10.3390/su12187436.
2020. Exploring links between polychronicity and job performance from the person–environment fit perspective— The mediating role of well-being. International Journal of Environmental Research and Public Health, 17(10), 3711-3722. doi:10.3390/ijerph17103711.
2019. How to motivate employees for sustained innovation behavior in job stressors? A cross-level analysis of organizational innovation climate. International Journal of Environmental Research and Public Health,16(23), 4608-4622. doi:10.3390/ijerph16234608.
2019. Innovative work behaviors, employee engagement, and surface acting: A delineation of supervisor-employee emotional contagion effects. Management Decision, 57(11): 3200-3216.
2019. Building up resources in the relationship between work-family conflict and burnout among firefighters: moderators of guanxi and emotion regulation strategies. European Journal of Work and Organizational Psychology, 28(3): 430-441.
2019. The influence of work-family conflict on Taiwanese expatriates' burnout and turnover intention in China: guanxi as a moderator. Revista de Cercetare si Interventie Sociala, 64, 140-155.
主讲课程：
《数智时代的新组织管理》
《基于市场与非市场因素对台资企业投资大陆的营运绩效研究》
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