主要教育经历

2016.09-2022.09 北京交通大学 企业管理专业 获得博士学位

2012.09-2016.07 郑州大学 人力资源管理专业 获得学士学位

主要工作经历

2022.10-至今 北京工商大学 BOB半岛 工商管理系任教

研究方向

组织行为与人力资源管理

讲授课程

《管理学》、《跨文化管理》

研究成果

主要学术论文(*为通讯作者, ^†为共同一作)

[1]Wu, W., Wu, S., Du, Q., Zhang, X.^†*, Zhang, Y., Xu, H., & Yu, Z. (2023). More is less? A dynamic perspective on mentors’ task-related information sharing, indegree centrality, and newcomer socialization outcomes. Journal of Organizational Behavior, 44(4), 660-681. (ABS 4星)

[2]Deng, H., Zhang, Y., Wu, S., Wu, W., Ni, D & Zhang, X. (2023). Showing commitment or incompetence? When and how newcomers’ information seeking elevates (degrades) task-related outcomes. Journal of Management & Organization, in press.

[3]Zhang, Y., Liu, X., & Zhang, X.* (2023). How responsible leadership shapes followers’ low-carbon behavior: A dual-mediation model. Frontiers in Psychology, 13, 1086504.

[4]Xu, L., Liu, X, Liu, M., & Zhang, X*. (2023). Lead by example: The impact of environmentally-specific servant leadership on newcomers’ non-green behaviors. Social Behavior and Personality, 51(8), e12460.

[5]Deng, H., Wu, W., Xia, Y., & Zhang, X.* (2023). Elevated to be the whole moral self: Exploring how and when ethical leadership inspires followers’ peer monitoring behavior. Current Psychology, 42(31), 27458-27471.

[6]Liu, P., Li, D., & Zhang, X. (2022). Threat from peers: The effect of leaders’ voice endorsement on coworkers’ self-improvement motivation. Frontiers in Psychology, 13, 724130.

[7]Wu, W., Zhang, Y., Ni, D., Li, S., Wu, S., Yu, Z., Du, Q., & Zhang, X. (2022). The relationship between idiosyncratic deals and employee workplace deviance: The moderating role of exchange ideology. Journal of Vocational Behavior, 135, 103726. (ABS 4星)

[8]Liu, Z., Zhang, X.†, Deng, H., Li, J., Xu, H., & Lan, Y. (2022). The effect of i-deals on employees’ unethical behavior during the COVID-19 pandemic: The roles of hubristic pride and grandiose narcissism. Frontiers in Psychology, 13, 938864.

[9]Deng, H., Wu, W., Zhang, Y., Zhang, X.*, & Ni, J. (2022). The paradoxical effects of COVID-19 event strength on employee turnover intention. International Journal of Environmental Research and Public Health, 19(14), 8434.

[10]Lan, Y., Xia, Y., Zhang, X.*, Deng, H., & Han, C. (2023). A bittersweet experience: How does engaging in servant leader behaviors influence the actor’s work engagement. Current Psychology, 42(23), 19941-19954.

[11]Lan, Y., Zhang, X., Deng, H., Yang, Z., & Xia, Y. (2022). How work-family conflict predict HSR drivers safety performance? Empirical evidence from China. Chinese Management Studies, 16(3), 688-707.

[12]Zhang, X., Deng, H., Xia, Y., & Lan, Y. (2021). Employability paradox: The effect of development idiosyncratic deals on recipient employees’ turnover intention. Frontiers in Psychology, 12, 696309.

[13]Zhang, X., Wu, W., Zhang, Y., Deng, H., Lan, Y., & Li, D. (2021). The effects of coworkers’ development idiosyncratic deals on employees’ cooperation intention. Social Behavior and Personality, 49(11), e10783.

[14]Zhang, X., Wu, W., Wu, W., Zhang, Y., & Xia, Y. (2020). Are your gains threat or chance for me? A social comparison perspective on idiosyncratic deals and coworkers’ acceptance. Journal of Management & Organization, in press.

[15]夏宇寰, 张明玉, 张晓燕*. 个性化契约对员工契约寻求行为的影响机制研究. 北京工商大学学报(社会科学版), 2021, 36(03), 91-101.

主要会议论文

[1]Zhang, X., Wu, W., Zhang, M., Wu, W., & Li, D. A social comparison perspective on idiosyncratic deals and coworkers’ acceptance. 80th Annual Meeting of the Academy of Management, 2020.

[2]Zhang, X. & Wu, W. How do i-deals benefit to the organization? The role of perceived organizational support and work engagement. 5th Annual International Conference on Social Science and Contemporary Humanity Development (SSCHD), 2019.

主要纵向课题

[1]主持教育部人文社科青年项目：剥削型领导的前因及其对员工和团队创造力的多层次影响研究（23YJC630239），2023-2025.

[2]主持中央高校基本科研业务费专项资金资助项目：员工个性化工作协议对其同事接受行为的影响研究（2020YJS070），2020.04-2022.03.

[3]参与教育部人文社科青年项目：同事信息分享对新员工组织社会化的影响研究（20YJC630162），2020-2022.