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王震
中央财经大学商学院教授、博士生导师
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详细介绍
王震
中央财经大学商学院教授、博士生导师
个人履历：
王震：人力资源管理博士，中央财经大学商学院教授、博士生导师，中央财经大学龙马青年学者。兼任：《中国人力资源开发》编辑部主任、Personnel Review副主编、Human Resource Development Quarterly副主编，中国人力资源开发研究会专家委员会秘书长，中国社会心理学会管理心理学专业委员会副主任委员。王震教授的研究兴趣集中于商业伦理、领导力、组织行为与人力资源管理。主持国家自然科学基金项目3项、国家社会科学基金重大项目子课题2项、教育部人文社会科学基金项目等省部级课题3项。在JAP、OBHDP、HR、HRM、 LQ、JBE、JOOP、JVB,、《心理学报》《管理科学学报》等国内外学术期刊发表论文100余篇，其中FT50期刊论文10篇。曾获北京市优博、AOM和RRBM负责任管理学研究奖，入选中国知网高被引学者Top1%。近年来为国家发改委、国家汉办、国家电投、中海油、平安银行、海通证券、航天五院、江中集团、山东能源等企事业和机关单位提供人力资源管理咨询和培训服务，其中为某大型商业银行设计的人员分析与培训项目获美国培训与发展协会(ASTD/ATD)卓越实践奖提名。
科研项目：
主持国家社会科学基金重大项目子课题: “人才链支撑创新链产业链深度融合的评价体系及优化对策研究“（总课题“人才链支撑创新链产业链深度融合的机制与对策研究”23&ZD052）；
主持国家社会科学基金重大项目子课题: “我国世界重要人才中心建设的区域布局战略研究”（总课题：“以建设世界重要人才中心为目标的新时代人才强国战略研究”22ZDA038）；
主持国家自然科学基金项目: “心心相印还是貌合神离：人力资源归因的形成与效应”（72172170）；
主持国家自然科学基金项目: “服务导向人力资源管理系统：结构体系、形成过程、双刃剑效应及其治理机制”（71772193）；
主持国家自然科学基金项目: “CEO道德型领导对管理者非道德行为的影响及其下行传递效应：社会学习的视角”（71302129）；
主持教育部人文社会科学基金项目: “领导-成员交换关系差异化的影响因素和影响效果：基于资源和资源分配视角的多层次研究”（13YJC630176）。
论文代表：
(2025). Jekyll and Hyde leadership: Examining the direct and vicarious experiences of abusive and ethical leadership through a justice variability lens.Journal of Applied Psychology, 110(6), 831–845.
(2025). Beyond the workplace and the benefits: Investigating the stress effects of leader high performance expectations on employees' families.International Journal of Stress Management, 32(2), 204–218.
(2025). Leader-subordinate HR attribution (dis)agreement and its impact on employee well-being: A frame-of-reference perspective.Human Resource Management, 64(3), 679–693.
(2025). Proactive aggression or passive resistance: A face perspective on why and how illegitimate tasks in the workplace elicit various counterproductive work behaviors in employees.Asian Journal of Social Psychology, 28(1), e70004.
(2024). Proactivity or withdrawal? The role of attributions in employee psychological and behavioral responses to leader high performance expectations.International Journal of Human Resource Management, 35(21), 3637–3671.
(2024). "Who's to blame?" matters: The role of attributions in employees emotional and behavioral responses to career inaction.Journal of Occupational and Organizational Psychology, 97(4), 1603–1631.
(2024). Are they more proactive or less engaged? Understanding employees’ career proactivity after promotion failure through an attribution lens.Journal of Vocational Behavior, 155,104061.
(2024). Balancing the performance benefits and health costs of leader high performance expectations: The role of servant leadership.Employee Relations, 46(5), 1172–1190.
(2024). Developmental leadership as a driver of employee feedback behaviors: The roles of learning goal orientation and leader high performance expectations.Leadership & Organization Development Journal, 45(5), 863–876.
(2024). One who wishes to wear the crown, must bear its weight: How performance pressure benefits career prospective employees in organizations.Journal of Vocational Behavior, 155, 104056.
(2024). Going the extra mile for patients: Service-oriented high-performance work systems drive nurses’ job crafting and extra-role service behaviour.Journal of Advanced Nursing,80(9), 3637–3652.
(2024). Craft it if you cannot avoid it: Job crafting alleviates the detrimental effects of illegitimate tasks on employee health.Current Psychology, 43(9),7924–7935.
(2023). It is not only what you do, but why you do it: The role of attribution in employees' emotional and behavioral responses to illegitimate tasks.Journal of Vocational Behavior, 142, 103860.
(2023). Can boundary-spanning leaders take good care of their families? A work-home resource model of leader boundary spanning behavior.Journal of Business Research,156,113517.
(2022). New frontiers in HR practices and HR processes: Evidence from Asia.Asia Pacific Journal of Human Resources, 60(4), 703–720.
(2022). Serving the customer, serving the family, and serving the employee: Toward a comprehensive understanding of the effects of service-oriented high-performance work systems.International Journal of Human Resource Management, 33(10), 2052–2082.
(2021). Transformational leadership and employees’ reactions to organizational change: Evidence from a meta-analysis.Journal of Applied Behavioral Science, 57(3), 369–397.
(2021). Do high-performance work systems harm employees’ health? An investigation of service-oriented HPWS in the Chinese healthcare sector.International Journal of Human Resource Management,32(10), 2264–2297.
(2021). Human resource management in China: What are the key issues confronting organizations and how can research help?Asia Pacific Journal of Human Resources,59(3), 357–373. (Wiley Top Downloaded Article 2021-2022)
(2021). Not all followers socially learn from ethical leaders: The roles of followers’ moral identity and leader identification in the ethical leadership process.Journal of Business Ethics,170(3), 449–469.
(2021). Exploring how and when ethical conflict impairs employee organizational commitment: A stress perspective investigation.Business Ethics, the Environment & Responsibility, 30(2), 172–187. (Wiley Top Cited Article 2021-2022)
(2020). Proactive personality congruence and creativity: A leader identification perspective.Journal of Managerial Psychology, 35(7-8), 543–558.
(2020). The duty to improve oneself: How duty orientation mediates the relationship between ethical leadership and followers’ feedback seeking and avoiding behavior.Journal of Business Ethics,165(4),615–631.
(2020). Let’s choose one of each: Using the partition dependence effect to increase diversity in organizations.Organizational Behavior and Human Decision Processes,158, 11–26.
著作代表：
《组织行为学》，作者：蒂芬·罗宾斯、蒂莫西·贾奇，译者：孙健敏、王震、李原，中国人民大学出版社2016年12月出版。
主讲课程：
《职场失败：系列研究与反思》
《组织行为学》
邀请老师演讲、授课请致电：19821197419 阎老师[微信同号]
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