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廖书迪 副教授
作者: 时间:2018-10-26 点击数:

中文版49C3E

 

姓名:廖书迪

职称:副教授

学历:博士

导师资格:硕士研究生导师

Email: shudiliao@hubu.edu.cn

所在系部:人力资源管理系

学科方向:工商管理

主讲课程:管理学(中文/双语);人力资源管理(中文/全英文);人力资源开发;绩效与薪酬管理

研究领域:管理伦理和道德;领导力/领导行为;人格特质和行为;组织创新;职业生涯发展

 

个人简介

高中和本科毕业于加拿大,旅游与酒店管理运营专业学士学位,在国外酒店及人力资源行业工作多年;回国后在华中科技大学获得了工商管理博士学位,研究人力资源管理和组织行为学的相关主题领域;2017年进入湖北大学工作至今,在SSCI期刊上以第一或通讯作者发表十余篇论文,在心理学报和南开管理评论等CSSCI中文权威或核心期刊上发表论文多篇。 担任期刊Human Relations (SSCI Q1, IF:3.64); Business Ethics: A European Review (SSCI, Q1, IF: 3.029); Psychology Research and Behavior Management (SSCI,Q2, IF: 1.840); International Journal of Contemporary Hospitality Management (SSCI, Q1, IF: 3.957)Frontiers in Psychology (SSCI, Q2, IF: 2.01) 的同行匿名审稿人。国家自然科学基金通讯评审人;中国管理研究国际学会(IACMR)会员。主持国家自然科学基金青年项目和湖北省教育厅青年项目各一项;参与多项国家自然科学基金项目和省部级课题。

 

主要研究成果

期刊文章(*表示通讯作者)

[1] Yin, W., Liao, S*., Ouyang, X., Akhtar, M. N., & Zhou, X. (2021). I speak when boss Back up my family: Testing the moderated mediation model of family supportive supervisor behavior and employee voice. Current Psychology, 1-11. (SSCI, Q1)

[2] Bao, Y., Han, P., Liao, S.,* & Liao, J. (2021). The effects of leader–subordinate power distance orientation congruence on employees' taking charge behaviors in China: a moderated mediation model. Leadership & Organization Development Journal. (SSCI, Q3)

[3] Bao, Y.,* Han, P., Liao, S.,* Liao, J., & Deng, C. J. (2021). To speak up or stay silent? How employee–supervisor value differences affect speaking up behavior in the hospitality industry. International Journal of Hospitality Management, 96, 102946. (SSCI, Q1)

[4] Deng, C., Liao, S.,* Liu, Z., Zhang, Y., & Bao, Y. (2020). Informal Status and Taking Charge: The Different Roles of OBSE, PJ Fit, and PS Fit. Frontiers in Psychology, 11, 1994.

[5] Chen, C., Wen, P., Chen, Z., Liao, S., & Shu, X. (2021). Formal mentoring support and protégé creativity: A self‐regulatory perspective. Asian Journal of Social Psychology, 24(4), 463-476. (SSCI, Q3)

[6] Liao, S., Van der Heijden, B., Liu, Y., Zhou, X., & Guo, Z. (2019). The effects of perceived leader narcissism on employee proactive behavior: examining the moderating roles of LMX quality and leader identification. Sustainability, 11(23), 6597.SSCI, Q2)

[7] Liu, Y., Zhou, X*., Liao, S.,* Liao, J., Guo, Z. (2019).The Influence of Transactive Memory System on Individual Career Resilience: The Role of Taking Charge and Self-Promotion. International journal of environmental research and public health. ( SSCI,Q1, IF:2.468)

[8] Liao, S., Zhou, X., Guo, Z., & Li, Z. (2019). How does leader narcissism influence employee voice: The attribution of leader impression management and leader-member exchange. International journal of environmental research and public health, 16(10), 1819.( SSCI,Q1, IF:2.468)

[9] Jia, X., Liao, S.,* Van der Heijden, B. I., & Guo, Z. (2019). The effect of socially responsible human resource management (SRHRM) on frontline employees’ knowledge sharing. International Journal of Contemporary Hospitality Management. ( SSCI,Q1,IF:3.957)

[10] Deng, C., Liao, S*., & Liu, Z. (2019). When does status turn into proactive helping behavior? The moderating role of cooperative/competitive behavior intention. Frontiers in Psychology, 10, 2702.

[11] 刘智强,卫利华,周空,廖书迪. (2019). 地位冲突的双面特性与团队创新. 南开管理评论.

[12] Li, S., Liao, S.,* Sun, F., & Guo, Z. (2019). Does Differentiated Leadership Threaten Who I Am? Introducing a Self-Verification Perspective to Explain the Curvilinear Effect of Differentiated Empowering Leadership. Frontiers in Psychology, 10, 1903. ( SSCI, Q2, IF: 2.1)

[13] 卫利华, 刘智强, 廖书迪,* 龙立荣, & 廖建桥. (2019). 集体心理所有权, 地位晋升标准与团队创造力心理学报, 51(6), 677-687.

[14] Bao, Y., Liao, S.,* Liao, J., Zhang, Y*., & Deng, C. (2019). A Study of the Mechanism of the Congruence of Leader-Follower Power Distance Orientation on Employees’ Task Performance. Frontiers in psychology, 10, 615. ( SSCI, Q2, IF: 2.1)

[15] Li, S., & Liao, S.* (2017). Help Others and Yourself Eventually: Exploring the Relationship between Help-Giving and Employee Creativity under the Model of Perspective Taking. Frontiers in psychology, 8, 1030. ( SSCI, Q2, IF: 2.3)

[16] Zhou, X., Liao, J. Q., Liu, Y., & Liao, S.* (2017). Leader impression management and employee voice behavior: Trust and suspicion as mediators. Social Behavior and Personality: an international journal, 45(11), 1843-1854. (SSCI)

[17] 廖书迪,刘文兴,廖建桥. 自恋型领导与员工沉默行为的影响研究[J]. 工业工程与管理201612. (中文核心)

[18] Guo, Y., Liao, J., Liao, S., & Zhang, Y. (2014). The mediating role of intrinsic motivation on the relationship between developmental feedback and employee job performance. Social Behavior and Personality: an international journal, 42(5), 731-741.(SSCI)

[19] Liu, S. M., Liao, J. Q., Liao, S., & Wei, H. (2014). The influence of prohibitive voice on proactive personality traits of extraversion, conscientiousness, and neuroticism. Social Behavior and Personality: an international journal, 42(7), 1099-1104.( SSCI )

[20] 廖书迪,廖建桥,毛江华. 负面信息对下属领导认同的领导效应[J]. 科技进步与对策, 2014, 31(10):1001-7348 (中文核心)

主要研究项目

纵向课题:

[1] 2018国家自然科学基金青年项目(主持);

[2] 2018年湖北省教育厅基金项目(主持);

[3] 2017年湖北大学青年基金项目(主持)

横向课题:

[1]  武汉市智权专利现代人力资源体系建设项目,负责人,2021- 至今;

[2]  武汉市回盛科技有限公司高层管理人员胜任力评估及提升项目,主要参与人,2015- 2016

[3]  武汉市回盛科技有限公司薪酬绩效项目,主要负责人,2014- 2015

[4]  武汉市洪山城市投资有限工资薪酬绩效项目,主要参与人,2013- 2014

[5]  娄底市众一地产有限公司薪酬绩效项目,主要负责人,2013- 2014

[6]  贵州省众一集团金彩黔矿业有限公司薪酬绩效项目,子项目负责人,2012- 2013;


 

English Version

INTRODUCTION

NameShudi Liao

Professional TitleAssociate Professor

DegreePHD.

Supervisor Qualification: Yes

Email: shudiliao@

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