江亭儒
北京大学光华管理学院组织与战略管理系教授、博士生导师
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江亭儒
北京大学光华管理学院组织与战略管理系教授、博士生导师
个人履历：
江亭儒：北京大学光华管理学院组织与战略管理系教授、博士生导师，MBA国际项目执行主任，《管理与组织评论》期刊的资深编辑。曾在美国华盛顿大学福斯特商学院和北京大学光华管理学院教授本科、MBA课程及高管培训项目，并为国内外多家知名企业提供培训服务。主要研究领域包括组织行为、领导力和团队管理等。江亭儒博士拥有丰富的经验，教学专长涵盖领导力培训、团队管理、组织行为及人力资源管理；在《应用心理学杂志》《组织行为与人类决策过程》《人事心理学》《管理学杂志》《人际关系》《职业与组织心理学杂志》《亚太管理学杂志》等国际顶级管理学期刊与会议发表了50余篇论文；担任多家知名企业的咨询顾问和独立董事，包括WeWork中国、招商银行、日本航空、韩国ABL人寿、美克化工、海航资本及蒙牛乳业等，在项目咨询、人才管理及领导力培训方面积累了丰富的实践经验。江亭儒曾多次获得美国管理学会年会最佳论文和学术期刊影响力奖项。2019年获得Journal of Management学术影响力奖（Scholarly Impact Award）和厉以宁教师服务奖。
论文代表：
In Press. Leaders and the punishment of misconduct: Examining the roles of leader moral identity and cognitive load. Journal of Applied Psychology.
In Press. When self-love is threatened: Adopting a dual-type view to understand leader narcissism and its impacts on LMX and newcomer work outcomes. Personnel Psychology.
2023. When and why does voice sustain or stop? The roles of leader behaviors, power differential perception, and psychological safety. Applied Psychology: An International Review, 72(3): 1209-1247.
2023. Feeling negative or positive about fresh blood? Understanding veterans’ affective reactions toward newcomer entry in teams from an affective events perspective. Journal of Applied Psychology, 108(5): 728-749.
2023. Double challenges: How working from home affects dual-earner couples’ work-family experiences. Personnel Psychology, 76(1): 141-179.
2022. The Impact of Leader Depletion on Leader Performance: The Mediating Role of Leaders’ Trust Beliefs and Employees’ Citizenship Behaviors. Scientific Reports,12: 1-15. (Nature Portfolio)
2022. Asking how to fish vs. asking for fish: Antecedents and outcomes of different types of help-seeking at work. Personnel Psychology, 75(3), 557-587.
2021. Working hard or hardly working? How supervisor’s liking of employee affects interpretations of employee working overtime and performance ratings. Asia Pacific Journal of Management, 38: 1561–1586.
2021. We have emotions but can’t show them! Authoritarian leadership, emotion suppression climate, and team performance. Human Relations, 74: 1082-1111.
2021. Bright side of narcissism: Elevated ownership and initiative. Nankai Business Review International, 12: 21-41.
2020. Abuse as a Reaction of Perfectionistic Leaders: A Moderated Mediation Model of Leader Perfectionism, Perceived Control, and Subordinate Feedback Seeking on Abusive Supervision. Journal of Occupational and Organizational Psychology, 93: 790-810.
2019. Feeling safe? A conservation of resources perspective examining the interactive effect of leader competence and leader self-serving behavior on team performance. Journal of Occupational and Organizational Psychology, 92: 52-73.
2017. Polluted work: A self-control perspective on air pollution appraisals, organizational citizenship, and counterproductive work behavior. Organizational Behavior and Human Decision Processes, 143: 98-110.
2017. How do leaders react when treated unfairly? Leader narcissism and self-interested behavior in response to unfair treatment. Journal of Applied Psychology, 102(11): 1590-1599.
2017. Humor as a Relationship Lubricant: The Implications of Leader Humor on Transformational Leadership Perceptions and Team Performance. Journal of Leadership and Organizational Studies, 24(4): 494-506.
2017. Workplace status: The development and validation of a scale. Journal of Applied Psychology, 102(7): 1124-1147.
2017. One definition, different manifestations: Investigating ethical leadership in the Chinese context. Asia Pacific Journal of Management, 34(3): 505–535.
2014. Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance. Journal of Management, 40(3): 796-819
2013. Gender makes the difference: The moderating role of leader gender on the relationship between leadership styles and subordinate performance. Organizational Behavior and Human Decision Processes, 122: 101–113.
主讲课程：
《中国特色领导模式研究——传统模式与新兴模式》
《高端服务业的组织管理》
《从员工需求到职业认同》
《组织战略》
邀请老师演讲、授课请致电：19821197419 阎老师[微信同号]
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