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陆欣欣老师简介
陆欣欣，管理学双博士，现任湖南大学工商管理学院副教授(“岳麓学者”晨星A岗)。 研究领域：包括团队人格构型、领导-成员交换，道德型领导，团队动态过程等。目前已在国内外管理学科重点学术期刊发表学术论文28篇，其中SSCI收录国际期刊论文15篇（其中FT50论文4篇），CSSCI收录13篇。发表刊物包括英文期刊Journal of Applied Psychology，LeadershipQuarterly，Journal of Business Ethics，Journalof Business Research，Journal of Business and Psychology，Journalof Managerial Psychology等，中文期刊南开管理评论，心理学报， 管理科学，管理学报，管理科学等，谷歌学术引用超过980次。 在主要管理学会议，如Academy of Management Annual Meeting, 上报告论文12次。担任同行评审的期刊包括Journal of Business Ethics，Journalof Business Research, Journal of Business and Psychology, International Journalof Human Resource Management, Creativity Research Journal等。 教育背景 2016. 8- 2021. 5 博士/Ph.D, 伊利诺伊大学芝加哥分校/University of Illinois at Chicago 2012. 9- 2017. 1 博士/Ph.D, 中国人民大学/Renmin University of China 2010. 9- 2012. 6 硕士/MA, 武汉大学/Wuhan University 2006. 9- 2010. 6 本科/BA, 武汉大学/Wuhan University 工作经历 2021. 9 至今 湖南大学 副教授/Associate Professor 作为以下国际期刊的同行评审/Acted as a peer reviewer for the followingjournals Journal of Business Ethics Journal of Business Research Journal of Business and Psychology International Journal of Human Resource Management Journal of Managerial Psychology Journal of Career Development Creativity Research Journal Journal of Knowledge Management China Management Studies 研究领域 团队人格构型、领导-成员交换、道德型领导、团队动态过程等。 期刊论文 英文论文 Tylor, S.G., Locklear, L., Kluemper, D. H., & Lu,X. (2021). Beyond targets and instigators: Examining workplace incivility indyads and the moderating role of perceived incivility norms. Journal of AppliedPsychology. doi: 10.1037/apl0000910 Ubaka, A., Lu, X., & Gutierrez, L. (Accepted).Taking another look at race and the American business leader prototype: Adirect replication of Rosette, Leonardelli, and Phillips (2008). The LeadershipQuarterly. Tu, Y., Lu, X., Wang, S., & Liu, Y. (2020). Whenand why conscientious employees are proactive: A three-wave investigation onemployees' conscientiousness and organizational proactive behavior. Personalityand Individual Differences, 159, Lu, X., Zhou, H., & Chen, S. (2019). Facilitateknowledge sharing by leading ethically: The role of organizational concern andimpression management climate. Journal of Business and Psychology, 34, 539-553.(Corresponding author) Tu, Y., Lu, X., Choi, J. N., & Guo, W. (2019).Ethical leadership and team-level creativity: Mediation of psychological safetyclimate and moderation of supervisor support for creativity. Journal ofBusiness Ethics, 159(2), 551-565. Tu, Y., Zhang, Y., Lu, X., & Wang, S. (2019).Differentiating two facets of trust in colleagues. Leadership &Organization Development Journal, 41(1), 88-100. Lu, X., Xie, B., & Guo, Y. (2018). Thetrickle-down of work engagement from leader to follower: The roles of optimismand self-efficacy. Journal of Business Research, 84, 186-195. Lu, X., & Sun, J. J. (2017). Multiple pathwayslinking leader-member exchange to work effort. Journal of ManagerialPsychology, 32, 270-283. Tu, Y., & Lu, X. (2016). Do ethical leaders givefollowers the confidence to go the extra mile? The moderating role of intrinsicmotivation. Journal of Business Ethics, 135(1), 129-144. (Corresponding author) Tu, Y., Lu, X., & Yu, Y. (2017). Supervisors’ethical leadership and employee job satisfaction: A social cognitiveperspective. Journal of Happiness Studies, 18(1), 229-245. (Correspondingauthor) Lu, X., Tu, Y., Li, Y., & Ho, C. C. (2016).Affective and normative forces between HCHRM and turnover intention in China.Employee Relations, 38(5), 741-754. Tu, Y., & Lu, X. (2016). Work-to-life spillovereffect of leader–member exchange in groups: The moderating role ofgroup power distance and employee political skill. Journal of HappinessStudies, 17(5), 1873-1889. (Corresponding author) Xie, B., Lu, X., & Zhou, W. (2015). Does doubleplateau always lead to turnover intention? Evidence from China with indigenouscareer plateau scale. Journal of Career Development, 42(6), 540-553.(Corresponding author) Li, Y., Xu, J., Tu, Y., & Lu, X. (2014). Ethicalleadership and subordinates’ occupational well-being: A multi-levelexamination in China. Social Indicators Research, 116(3), 823-842. Tu, Y., & Lu, X. (2013). How ethical leadershipinfluence employees’ innovative work behavior: A perspective ofintrinsic motivation. Journal of Business Ethics, 116(2), 441-455.(Corresponding author) Xie, B., Lu, X., Zhou, W., & Xin, X. (2014). Theeffect of career plateau on Chinese employees’ affective commitment: An indigenous careerplateau scale and two-mediator model. Frontiers of Business Research in China,8(3), 346-366. 中文论文 周海明, 陆欣欣, 时勘. (2018). 时间压力何时增加工作专注——工作特征的调节作用. 南开管理评论, 21(4), 158-168. （通讯作者） 陆欣欣, 涂乙冬. (2018). 分享还是不分享: 社会困境视角下知识分享. 心理科学进展, 26(11), 2057-2067. 孙健敏, 陆欣欣. (2017). 伦理型领导的概念界定与测量. 心理科学进展, 25(1), 121-132. （通讯作者） 涂乙冬, 陆欣欣. (2017). 重赏之下必有勇夫? 创新奖励与员工及团队创造力的机制研究. 珞珈管理评论, (1), 62-76. 陆欣欣, 孙嘉卿. (2016). 领导−成员交换与情绪枯竭: 互惠信念和权力距离导向的作用. 心理学报, 48(5), 566-577. 陈思, 李锡元, 陆欣欣. (2016). 基于调节焦点作用的员工建言行为动机研究. 管理学报, 13(4), 551-559. 陆欣欣, 涂乙冬. (2015). 工作投入的短期波动. 心理科学进展, 23(2), 268-279. 孙健敏, 陆欣欣, 孙嘉卿. (2015). 组织支持感与工作投入的曲线关系及其边界条件. 管理科学, 28(2), 93-102. （通讯作者） 涂乙冬, 陆欣欣, 郭玮, 王震. (2014). 道德型领导者得到了什么? 道德型领导, 团队平均领导? 部属交换及领导者收益. 心理学报, 46(9), 1378-1391. 陆欣欣, 涂乙冬. (2014). 基于组织的自尊的情境化与适用性. 心理科学进展, 22(1), 130-138. 孙健敏, 王宏蕾, 陆欣欣. (2016). 多层次视角下人力资源管理系统的测量. 中国人力资源开发, (5), 56-66. 周海明, 陆欣欣, 时勘, 孔演花. (2017). 青年教师工作负荷对心理疏离的影响机制——有调节的中介效应. 中国特殊教育, (3), 14. (北大核心) 冉霞, 陆欣欣. (2013). 组织领导研究新视角——群际领导概念和模型. 企业经济, 32(8), 57-62. (北大核心) 研究成果 英文会议 Lu, X., Kluemper, D. H., & Tu, Y. (2021). Howchallenge and hindrance appraisal jointly affect employee performance.Presented at the 2021 annual Academy of Management (AOM) Conference. Lu, X., & Mitra, A. (2021). Motivational primacyof proactive employees under different configurations of proactive personality.Presented at the 2021 annual Academy of Management (AOM) Conference. Lu, X., & Kluemper, D. H. (2020). The role of timein time pressure: Dual pathways between time pressure and engagement. Presentedat the 2020 annual Academy of Management (AOM) Conference, Vancouver, BC,Canada. Ubaka, A., Lu, X., & Gutierrez, L. (2020). Iswhite always the standard? Using replication to extend what we know Aboutleadership prototypes. Presented at the 2020 annual Academy of Management (AOM)Conference, Vancouver, BC, Canada. Best Student Conference Paper’award in the Gender and Diversity in Organizations Division Lu, X., Kluemper, D. H., & Malter, A. J. (2019).How team personality presentation predicts team performance trajectory: Asocio-analytic perspective". To be presented at the 2019 Meeting of theSouthern Management Association, Norfolk, Virginia. Chen, L., & Lu, X. (2019). Work stressors andinnovation: The role of empowerment and controllability attributional style. Tobe presented at the 2019 annual Academy of Management (AOM) Conference, Boston,Massachusetts. Lu, X., & Zhou, H. (2018). Motivational processeslinking ethical leadership to knowledge sharing. Presented at the 2018 annualAcademy of Management (AOM) Conference, Illinois, Chicago. Sun, J. & Lu, X. (2017). Multiple pathways linkingleader member exchange to work effort. Manuscript presented at the 2017 annualAcademy of Management (AOM) Conference, Atlanta, Georgia. Lu, X., & Sun, J. J. (2016). How ethicalleadership enhances knowledge sharing through generalized exchange? Manuscriptpresented at the 2016 annual Academy of Management (AOM) Conference, Anaheim,California. Lu, X., & Sun, J. J. (2016). Individualreciprocation embedded in LMX: A three-way interaction study. Manuscriptpresented at the second HR International Conference (HRIC) of AOM, Sydney,Australia. Sun, J., & Lu, X. (2015). For whom LMX ispositively related to burnout? Manuscript presented at the 2015 Society forIndustrial-Organizational Psychology (SIOP), Philadelphia, PA. Xie, B., Lu, X., & Zhou, W. (2014). Does doubleplateau always lead to turnover intention? Evidence from China. Manuscriptpresented at the 2014 Academy of Management (AOM) Conference, Philadelphia, PA.
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