Dr. Guiquan Li is a tenure-track associate professor in the Department of Managerial and Social Psychology, Peking University. He received his Ph.D. from School of Management, Xi’an Jiaotong University in 2015. Before joining Peking University, Dr Li has worked as an associate professor at Rennes School of Business, France. His research interests include leadership, motivation and behavior, followership, and work teams.
Dr. Li’s lab invites candidates who are interested in the managerial psychology research to apply for Postdoc or doctoral program positions. Please contact Dr. Li for more information.
Liu, H., Rubenstein, A. L., Li, G., Liu, Z., Zhan, X., & Xiong, J. (Forthcoming). A time to consider, a time to deliver: The independent and interactive effects of regulatory mode on innovative work behavior. Journal of Product Innovation Management.
Jiang, S., Li, G., Liu, H., Xiong, J., & Chakraborty, S. (Forthcoming). Feeling right: Regulatory fit theory and early-stage entrepreneurial investment decisions. Entrepreneurship Research Journal.
Deng, Y., Lin, W., Li, G. (Forthcoming). When and how does team task conflict spark team innovation? A contingency perspective. Journal of Business Ethics.
Lin, W., Shao, Y., Li, G., Guo, Y., & Zhan, X. (2021). The psychological implications of COVID-19 on employee job insecurity and its consequences: The mitigating role of organization adaptive practices. Journal of Applied Psychology, 106(3), 317–329.
Zhang, Y., Li, G., & Wang, M. (2020). Designing creative teams from creative members: The role of reward interdependence and knowledge sharing. Nankai Business Review International, 11(4), 617-634.
Zhang, Y., Li, J., Liu, C. H., Shen, Y., & Li, G. (2020). The effect of novelty on travel intention: The mediating effect of brand equity and travel motivation. Management Decision, 59(6), 1271-1290.
Li, G., Rubenstein, A., Lin, W., Wang, M., & Chen, X. (2018). The curvilinear effect of benevolent Leadership on team performance: The mediating role of team action processes and the moderating role of team commitment. Personnel Psychology, 71(3), 369-397.
Li, G., Liu, H., & Luo, Y. (2018). Directive versus participative leadership: Dispositional antecedents and team consequences. Journal of Occupational and Organizational Psychology, 91(3), 645-664.
Liu, H., & Li, G. (2018). Linking transformational leadership and knowledge sharing: The mediating roles of perceived team goal commitment and perceived team identification. Frontiers in Psychology, 9, 1331.
Zi, Wang., & Li, G. (2018). You don’t actually want to get closer to the star: How LMX leads to workplace ostracism. Frontiers of Business Research in China, 12, 1-13.
Liu, H., & Li, G. (2017). To gain or not to lose? The effect of monetary reward on motivation and knowledge contribution. Journal of Knowledge Management, 21(2), 397-415.
Li, L., Li, G., Shang, Y., & Xi, Y. (2015). When does perceived leader regulatory-focused modeling lead to subordinate creativity? The moderating role of job complexity. International Journal of Human Resource Management, 26(22), 2872-2887.
Li, G., Shang, Y., Liu, H., & Xi, Y. (2014). Differentiated transformational leadership and knowledge sharing: A cross-level investigation. European Management Journal, 32(4), 554-563.
Li, G., Liu, H., Shang, Y., & Xi, Y. (2014). Leader feedback and knowledge sharing: A regulatory focus theory perspective. Journal of Management & Organization, 20(06), 749-763.
Liu, H., Zhang, J., Liu, R., & Li, G. (2014). A model for consumer knowledge contribution behavior: The roles of host firm management practices, technology effectiveness, and social capital. Information Technology & Management, 15(4), 255-270.