姓  名:
张燕
职  称:
研究员 博导
研究领域:
管理心理学 社会心理学 跨文化心理学
通信地址:
北京大学王克桢楼 100080
电子邮件:
annyanzhang@pku.edu.cn

长聘副教授,研究员,博士生导师。2007年毕业于北京大学光华管理学院组织管理专业,获得管理学博士学位,同年入职北京大学心理学系(心理与认知科学学院)从事教学科研工作。美国Arizona State University (2005.8-2006.8)、Boston College (2016.8-2017.8)访问学者。

张燕研究员的研究主要关注组织中的领导力、创造力、团队、以及其跨文化差异。她在组织管理领域开创了一个新的研究领域:矛盾领导力。其研究成果发表于Academy of Management Journal (2015, 2022), Journal of Management Studies (2022), Organizational Behavior and Human Decision Process (2019), Journal of Applied Psychology (2009), Journal of Organizational Behavior (2014), Human Relations (2012), Human Resource Management (2008),等管理学顶级期刊(UTD, FT50, ABS4星)和Leadership Quarterly (2011, 2013, 2015), Journal of Cross-cultural Psychology (2013), Group Process and Intergroup Relations (2012), Small Group Research (2016), Management and Organization Review (2014, 2017), European Management Journal (2022)等专业以及区域性期刊。研究成果获得美国管理学会(AOM)评选2015年度最佳论文发表奖(“Outstanding Publication Award in OB”),获得2020年教育部高等学校科学研究优秀成果奖(论文成果奖)。

张燕研究员,国家自然科学基金优秀青年基金获得者,主持多项国家自然科学基金青年项目、面上项目、参与国家自然科学基金重点项目、重大项目,国家社会科学基金重大项目等。担任Journal of Management, Management and Organization Review编委,以及多家国内外学术刊物、基金组织的评审人。在北京大学为本科生和研究生开设《社会心理学》、《心理学高级研究方法》、《领导心理学专题》、《创造力思维训练》、《绩效管理》、《人力资源管理》《企业文化管理》等课程。获得北京大学宝洁教师奖 (2021)。

张燕研究员将理论研究与企业实践高度结合,使用科学的方法帮助解决企业实际问题,如岗位胜任力模型、心理测量报告、创造力思维和领导力培训等。期望能够助力于中国企业的高质量发展和科技创新活动。

 

基金情况(Foundation):

  • 国家自然科学基金面上项目,主持人,2019-2022,矛盾领导行为对创造力影响的个体和团队机制研究(71872004)
  • 国家自然科学基金优秀青年基金项目. 主持人,2016-2018,领导学与团队动力学研究(71522005)
  • 行为与心理健康北京市重点实验室2015年度科技创新基地培育与发展专项项目,参加者,2015-2016,首都社会稳定与职业健康的心理机制研究(Z151100001615053)
  • 国家自然科学基金面上项目(NSFC). 主持人,2014-2017,如何应对组织内的矛盾情境?中国本土领导行为的发展研究(71372022)
  • 国家自然科学基金重大项目(NSFC). 参加者,2014-2016,非常规突发事件下社会群体心理与行为变化规律和机制(91324201)
  • 国家自然科学基金重大项目(NSFC). 参加者,2013-2016,非常规突发事件应急管理基础科学问题与“情景-应对”型总集成升华平台研究 (91224008)
  • 北京市哲学社会科学项目,主持人,2012-2013,如何激励新生代员工:领导下属价值观匹配的观点(11JGC094)
  • 国家自然科学基金重点项目(NSFC Key Program),参加者,2011-2014,中国企业领导者的个人特征、成长模式及对企业的影响(71032001)
  • 国家社会科学基金重大项目(SSFC Major Program),参加者,2010-2012,中国残疾预防对策研究(09&ZD072)
  • 国家自然科学基金(NSFC)青年项目,主持人,2009-2011,中国组织情境下团队组成多样化对团队的创造性影响的研究(70802001)
  • 博士点基金新教师基金,主持人,2009-2011, 组织内团队组成多样化对团队凝聚力影响机制的跨文化比较--以中美为例(200800011010)
  • 国家自然科学基金,参加者, 2007-2009,中国组织情境下领导授权副能行为及对员工工作记过影响机制的研究(70672010)

 

关于招生:

欢迎对组织和社会现象持有浓厚的兴趣、富有追求新知的热情同学加入博士后、博士和硕士项目。
欢迎研究兴趣相近的博士毕业生前来加入博士后项目;
请有意直博的同学,于当年5月前取得联系;
有意硕转博的同学,于前一年9月前取得联系;
请有意攻读专业硕士的同学(研究导向和实践导向),提前联系沟通具体的兴趣方向和学习目标。

科学研究不但是满足人们对世界的好奇的探索过程,还是不断突破自我的认知局限而获得更大的思想自由的成长过程,更是可以帮助你我对复杂的社会现象做到简单清晰的理解的领悟过程。这样的理解赋予我们源源不竭的动力投入到科学研究之中。

虽然企业组织是一个小型社会,但是它提供了一个强的约束情境,人们在其中的行为更加具有指向性,因而研究主题与社会心理学存在很大的差异。以下是近年张燕课题组主要关注的研究方向和问题。

1. 组织中个体的认知和行为规律及其跨文化差异

  • 个体创造力的创造力动机、产生过程、内涵评价等是怎样的?不同文化的个体之间的差异是什么,原因是什么?提高创造力的认知方法有哪些?
  • 个体对矛盾的识别、反应方式、管理方式是怎样的?不同文化的个体之间的差异是什么,原因是什么?
  • 个体在组织中的社会化过程是怎样的?不同文化的个体之间的差异是什么,原因是什么?

2. 组织领导者对组织、团队、和员工行为的影响

  • 领导者对下属施加权力的影响机制和时间的作用是怎样的?
  • 高层管理者具有什么样的思维方式和行为偏好能使企业长期发展?
  • 数智化情境对领导者行为和员工工作行为分别产生怎样的影响?

3. 团队内静态与动态的特征与规律

  • 团队多样性如何影响团队过程和结果?
  • 团队工作(teamwork)中,权力和人际关系如何分布和变化?

英文论著

PUBLICATIONS

Zhang, Y., Zhang, Y., Law, K., Zhou, J. 2022. Paradoxical Leadership, Subjective Ambivalence, and Employee Creativity: Effects of Employee Holistic Thinking. Journal of Management Studies, 59, 695-723.

Zhang, M., Zhang, Y., & Law, K. S. 2021. Paradoxical Leadership and Innovation in Work Teams: The Multilevel Mediating Role of Ambidexterity and Leader Vision as a Boundary Condition. Academy of Management Journal. In press. https://journals.aom.org/doi/abs/10.5465/amj.2017.1265

Zhang, Y., & Liu, S-M. 2022. Balancing employee extrinsic requirements and intrinsic motivation: A paradoxical leader behavior perspective. European Management Journal, 40, 127-136.

Zhang, Y., & Han, Y-L. 2019. Paradoxical leader behavior in long-term corporate development: Antecedents and consequences. Accepted by Organizational Behavior and Human Decision Process.155, 42-54.

Zhang, Y., Xie, Y-H. 2017. Authoritarian leadership and extra-role behaviors: A role-perception perspective. Accepted by Management and Organization Review, 13, 147-166.

Zhang, Y., Huai, M-Y. 2016. Diverse workgroups and employee performance: The role of communication ties. Small Group Research, 47(1), 28-57.

Zhang, Y. 2016. Functional Diversity and Group Creativity: The Role of Group Longevity. Journal of Applied Behavioral Science, 41, 373-398.

Zhang, Y., Waldman, D., Han, Y. L., Li, X. B. 2015. Paradoxical leader behavior in people management: Antecedents and consequences. Academy of Management Journal, 58, 538-566.

Zhang, Y., Huai, M., Xie, Y. H. 2015. Paternalistic leadership and employee voice in China: A dual process model. The Leadership Quarterly, 26, 25-36. (NSFC: 71372022,71032001,91224008).

Zhang, Y., Tsui, A. S., Song, L. 2014. Employee Responses to Employment-Relationship Practices: The Role of Psychological Empowerment and Employee Traditionality. Journal of Organizational Behavior, 35, 809-830 (NSFC: 71271005, 71202147, IM = 3.63).

Chen, C. C., Zhang, Y., Wang, H. 2014. Enhancing the Effects of Power Sharing on Psychological Empowerment: The Roles of Management Control and Power Distance Orientation. Management and Organization Review. 10(1): 135-156. (71372022).

Zhang*, Y., Chen, C. C. 2013. Developmental Leadership and Organizational Citizenship Behavior: Mediating Effects of Self-Determination, Supervisor Identification, and Organizational Identification. The Leadership Quarterly, 24, 534-543. (NSFC: 71032001)

Zhang*, Y., Tsui, A. S. 2013. Intragroup functional diversity and intergroup relations in American and Chinese workgroups. Journal of Cross-cultural Psychology. 44, 7, 1127 - 1147.

Zhang*, Y., Hou, L. W. 2012. The romance of working together: The role of gender diversity in China. Human Relations. 65(11): 1487-1508. (NSFC: 70802001)

Zhang, Y., & Chiu*, C. Y. 2012. Goal commitment and alignment of personal goals predict group identification only when the goals are shared. Group Process and Intergroup Relations. 15(3), 425-537. (NSFC: 70802001; Ph.D. Programs Foundation of Ministry of Education of China: 200800011010)

Zhang*, Y., Tsui, A., & Wang, D.X. 2011. Leadership behaviors and group creativity in Chinese organizations: The role of group processes. The Leadership Quarterly, 22, 851-862. (NSFC: 70802001, 71032001)

Zhang*, Y., Farh, J. L., & Wang, H. 2012. Organizational antecedents of employee perceived organizational support in China: A grounded investigation. International Journal of Human Resource Management. 23, 422-446.

Leung, K., Brew, F., Zhang, Z. X., & Zhang, Y. 2011. Harmony and Conflict: A Cross-Cultural Investigation in China and Australia. Journal of Cross-Cultural Psychology. 42, 795-816.

Hom, P. W., Tsui, A., S., Wu, J. B., Lee, T., Zhang, Y., Fu, P. P., Li., L. 2009. Explaining employment relationship with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277-297.

Zhang, Z. X., Zhang, Y. Wang, M. 2011. Cultural Norms, Interpersonal Consensus/Disconsensus, and Behavioral Decisions. In Leung, K.-y, Chiu, C.-y., and Hong, Y.-y., Cultural process: A social psychological perspectives. Cambrige University Press,198-216.

Zhang, Y., Tsui, A. T., Song*, J., Li, C., & Jia, L. 2008. How do I trust thee? The employee-organization relationship, supervisory support and middle managers' trust in the organization. Human Resource Management, 47: 111-132.

CONFERENCE PAPERS

Zhang, Y., Han, Y. 2017. Paradoxical leader behavior in corporate sustainability management: Antecedents and consequences. Academy of Management Annual Meeting. Atlanta.

Zhang, Y., Han, Y. L., Li, X. B. 2012. How do leaders cope with the paradoxical situations? The development of paradoxical leadership. Academy of Management Annual Meeting. Boston.

Hou, L. W., & Zhang, Y. How does the network structure influence work group knowledge sharing? International Association for Chinese Management Research Conference. 2012. Hongkong.

Zhao, X., Wang, L., & Zhang, Y. How does organizational justice influence employee work behavior? The role of psychological safety. International Association for Chinese Management Research Conference. 2012. Hongkong.

Zhang, Z., Liu, S. S., Zhang, Y. The influence of gender diversity on group performance and creativity: the moderating effects of group tenure. International Association for Chinese Management Research Conference, 2010. Shanghai.

Liu, S. S., Zhang, Z., Zhang, Y. The relationship between HRM practices of employee training and career development and employee organizational commitment----the moderating role of organizational justice. International Association for Chinese Management Research Conference, 2010. Shanghai.

Huai, M. Y., Zhang, Y., Liu, S. S., Zhang, Z., Wang, L. More Explorations of Impact of Personal Values at Work. International Association for Chinese Management Research Conference, 2010. Shanghai.

Zhang, Y. The asymmetrical curvilinear relationship of workgroup functional diversity and inter-group relations in Chinese and U.S. organizations. Academy of Management Conference , 2009. Chicago.

Zhang, Y. When Does Relational Diversity Influence a Group’s Task Creativity? The Moderating Role of Group Processes. Academy of Management Conference , 2009. Chicago.

Zhang, Y., Tsui, A. S. Leadership behaviors and team creativity: The role of knowledge sharing among team members in Chinese organizations. Academy of Management Conference , 2008. Anaheim.

Zhang, Y., Chen, C. C., Wang, H. How does individualized consideration foster OCB? A comparison of three psychological mechanisms. Academy of Management Conference , 2008. Anaheim.

Zhang, Y., Chen, C. C., Wang, H. Bounded empowerment: Main and joint effects of supervisory power sharing and management control. Academy of Management Conference , 2007. Philadelphia.

Zhang, Y., Farh, J. L., Wang, H. Organizational antecedents of employee perceived organizational support in China: A grounded investigation. Academy of Management Conference , 2006. Atlanta.

Tsui, A. S., Zhang, Y., Charles, A. Retaining Chinese middle managers: The motivational potential of the Employee-Organization Relationship. Academy of Management Conference, 2006. Atlanta.

Zhang, Y., Wang, H., Farh, J. L. The effect of perceived organizational support on the relationship between human resource management practices and employee performance. International Association for Chinese Management Research, 2006.

中文论著

张靖昊,张燕,刘翠婷,李芳敏,2021. 自主氛围对不同文化价值观员工建言行为的影响机制研究, 管理学报,已接受。

张燕,谢蕴慧,王泸. 2015. 组织公平感与员工工作行为:心理安全感的中介作用. 北京大学学报,51(1),180-186。

张燕,侯立文. 2013. 职能多样性对团队内知识共享的影响:变革型领导的作用. 管理学报,10,1454-1461.(自然科学基金,70802001,71032001)

章振,张燕*,侯利文,王新江. 2012. 理解团队多样性:理论、机制与情境。南大商学评论,18, 127-146.(自然科学基金:70802001, 博士点基金)。

张燕,怀明云。2012. 威权式领导行为对下属组织公民行为的影响研究——下属权利距离的调节作用。管理评论,24,108-116(自然科学基金:70802001)。

张燕,章振。2012.性别组成对团队绩效和创造力的影响:团队工作年限的调节作用。科研管理,33(3):81-88。(自然科学基金:70802001, 博士点基金新教师基金:200800011010 )

张燕,刘三锁,章振,王辉。2011. 人力资源培训发展措施与员工组织承诺--组织公平的作用。经济科学,183(3),118-128。(自然科学基金:70802001, 71032001)

姚翔,张燕*。2011. 公共危机管理:玉树地震灾后救援的案例研究。残疾人研究,1(1),67-71.

张燕。2010. 企业与员工关系. 自张志学,张建君编:中国企业的多元解读. 北京大学出版社。(自然科学基金:70802001)

张燕,怀明云,章振,雷专英。2011. 组织内创造力影响因素的研究综述。管理学报,8(2): 226-232。(自然科学基金:70802001, 博士点基金新教师基金:200800011010 )

王辉,武朝艳,张燕,陈昭全。2008. 领导授权赋能行为维度确认与测量。心理学报,40(12): 1297-1305。

张燕,王辉,樊景立. 2008. 感知到的组织支持对人力资源管理措施和员工绩效的影响. 管理科学学报, 11(2): 120-131.

张燕,王辉,陈昭全. 2007. 关于授权赋能研究进展. 南大商学评论. 11:117-132.