中国人民大学劳动人事学院-yb体育app官网

（1）战略人力资源管理      

（2）领导方式与领导有效性    

（3）员工的态度与行为        

（4）民族文化与组织管理的关系      

1991–1994   北京师范大学心理学系学习，哲学博士

1986–1987   北京师范大学心理学系 研究生课程班

1978–1982   山东工业大学第二机械工程系 工学士

2015-至今，中国人民大学劳动人事学院 教授

2009-2015 中国人民大学理学院 副院长，教授

2007-2008 佛罗里达大学商学院 富布莱特访问学者

2000-2007 中国人民大学劳动人事学院 副教授，教授

1999-2000 加拿大麦克马斯特大学商学院 中加访问学者

1994 -1999 中国人民大学劳动人事学院 副教授

1. xing*, l., sun, j-m, jepsen, d., & zhang, y. (2021). supervisor negative feedback and employee motivation to learn: an attribution perspective.  human   relati  o  ns , (online). doi: 10.1177/00187267211038514. (correspondence author)

2. xing*, l., sun, j-m, & jepsen, d. (2021). feeling shame in the workplace: examining negative feedback as an antecedent and performance and well-being as consequences.  journ  al of organizational behavior  (online). doi:10.1002/jb.2553. (correspondence author)

3. huang, l-c., liu, y., cheung, g. w., & sun, j-m (2021). a multilevel study of group affective tone and team innovation: a moderated mediation model.  group & organization management , (online). doi: 10.1177/10596011211029411

4. li*, p., sun, j-m., & taris, t. w. (2021): differentiating between gift giving and bribing in china: a guanxi perspective,  ethics & behavior  (online), doi: 10.1080/10508422.2021.1896363

5. sanders, k., kraimer, m. l., greco, l., morgeson, f.p., budhwar, p. s., sun, j-m., shipton, h. & sang, x. (2020）. why academics attend conferences? an extended career self-management framework,  human resource management review.  (online)

6. li*, p., sun, j-m., taris, t. w., & xing, l.(2020). country differences in the relationship between leadership and employee engagement: a meta-analysis.  the   leadership quarterly  (online). (correspondence author).

7. biron, m., de cieri, h., fulmer, i., lin, c-h, mayrhofer, w., nyfoudi, m., sanders, k., shipton, h. & sun, j-m. (2020). structuring for innovative responses to human resource challenges: a skunk works approach.  human resource management review , 32(2),1-14. https://doi.org/10.1016/j.hrmr.2020.100768

8. wilkinson, a., sun, j-m., mowbray, p. k.(2020). employee voice in the asia pacific. asia pacific journal of human resources .  58(4), 471-484.

9. zhang*, y., sun, j-m., lin, c-h., & ren, h. (2020). linking core self-evaluation to creativity: the roles of knowledge sharing and work meaningfulness.  journal of business and psychology  .35:257-270.  . (correspondence author)

10. han, j., sun, j-m., & wang*, h. (2020). the negative effect of high performance work systems: why and when.  human resource management review . (online). . (correspondence author)

11. jack, r., huang, y., sun, j-m., & guo, f. (2019). internationalisation of chinese banks and financial institutions and its implications for ihrm.  the international journal of human resource management , 30(14), 2121-2136. doi:10.1080/09585192.2019.1598037

12. yang, m. x., li, j., yu, i. y., zeng, k. j., sun, j-m. (2019). environmentally sustainable or economically sustainable? the effect of chinese manufacturing firms’ corporate sustainable strategy on their green performances.  business strategy and the environment . 1-9. doi: 10.1002/bse.2296. correspondence author

13. wang, j. & sun, j-m. (2018). talent development in china: current practices and challenges ahead.  advances in developing human resources . 20(4), 389-409.

14. lin, c-h., sanders, k., sun, j-m, shipton, h. & choi, e. (2018). hrm and innovation: the mediating role of market-sensing capability and the moderating role of national power distance.  international journal of human resource management.   1-26

doi: 10.1080/09585192.2018.1474938

15. lin*, c-h. & sun, j-m. (2018). chinese employee’s leadership preferences and the relationship with power distance orientation and core self-evaluation.  frontiers of business research in china , 12(1), 1-22. doi.org/10.1186/s11782-018-0027-9. correspondence author.

16. mao*, c., chang, c.-h., johnson, r. e., & sun, j-m. (2019). incivility and employee performance, citizenship, and counterproductive behaviors: implications of the social context.  journal of occupational health psychology,   24(2), 213-227 .

17. li, y., tse, c-h., & sun, j-m. (2018). other-race categorisation advantage in a binary- vs. ternary-response race categorization task . journal of cognitive psychology , 30(2), 242-256, doi: 10.1080/20445911.2017.1414822  

18. sun, j-m., hu, p., & ng, s. h. (2017). impact of english on education reforms in china.  journal of multilingual and multicultural development , 38(3), 192-205.

doi.org/10.1080/01434632.2015.1134551

19. lu*, x. & sun, j-m. (2017). multiple pathways linking leader-member exchange to work effort.  journal of managerial psychology , 32(4), 270-283.

doi.org/10.1108/jmp-01-2016-0011

20. li*, y. & fu, f., sun, j-m. & yang, b. (2016). leader–member exchange differentiation and team creativity: an investigation of nonlinearity.  human relations. 69(5),1121-1138

21. lin*, c-h, sanders, k., sun, j-m., shipton, h., mooi, e. (2016). from customer-oriented strategy to organizational financial performance: the role of human resource management and customer-linking capability.  british journal of management.  27(1), 21-37.

22. eskin, m., sun, j-m., abuidhail, j. yoshimasu, k. kujan,j., et al (2016) : suicidal behavior and psychological distress in university students: a 12-nation study,  archives of suicide research,  doi: 10.1080/13811118.2015.1054055

23. li*, y., & sun, j.-m. (2015). traditional chinese leadership and employee voice behavior: a cross-level examination.  leadership quarterly . 26(2),172-189.

doi.

24. liu*, x-y., hartel, c., & sun, j-m. (2014). the workgroup emotional climate scale: theoretical development, empirical validation and relationship with workgroup effectiveness.  group & organization management  . 39(6), 626-663.

25. jiang*, j. y., law, k. s., & sun, j-m. (2014). leader–member relationship and burnout: the moderating role of leader integrity.  management and organization review , 10(2), 223–247. doi:

26. jepsen, d. m., sun, j-m, budhwar, p. s., klehe, u-c., krausert, a., et al (2014). international academic careers: personal reflections.  international journal of human resource management , 25(10), 1309-1326. doi:

27. cheng, b. s., boer, d., chou, l-f, huang, h-m., sun, j-m., lin, t-t., chou, w-j., tsai, c-y. (2014). paternalistic leadership in four east asian societies: generalizability and cultural differences of the triad model.  journal of cross-cultural psychology , 45(1), 82-90. doi:

28. aycan, z., schyns, b., sun, j-m., felfe, j., saher, n. (2013). convergence and divergence of paternalistic leadership: a cross-cultural investigation of prototypes.  journal of international business studies , 44, 962–969.

https://www-jstor-org.ezproxy.auckland.ac.nz/stable/43653706

29. zhou*, w., sun, j-m., guan, y. (2013). criteria of career success among chinese employees.  journal of career assessment , 21(2), 265-277.

30. miao*, r., sun, j-m., hou, x., li, t. (2012). job satisfaction: linking perceived organizational support, organizational justice with work outcomes in china.  frontiers of business research in china , 6(2), 169-200.

31. xing, c., & sun, j-m. (2012): the role of psychological resilience and positive affect in risky decision-making,  international journal of psychology , 6, 1-9.

32. hu, j., wang*, z. liden, b. c., sun, j-m. (2012). the influence of leader core self-evaluation on follower reports of transformational leadership.  leadership quarterly , 23, 860-868. doi:

33. rode, j. c., judge, t. a., sun, j-m. (2012). incremental validity of core self-evaluations in the presence of other self-concept traits: an investigation of applied psychology criteria in the united states and china.  journal of leadership and organizational studies , 19(3), 326-340. doi:

34. zhao, h., wu, j., sun, j-m., chen, w. (2012). organizational citizenship behavior in chinese society: a reexamination.  international journal of human resource management , 23(19), 4145-4165.

2018.1-2018.8 奥克兰， university of auckland, new zealand, 讲课，群体与个体的行为差异

2013.3-2013.5, 悉尼，university of new south wales, 讲课，人力资源管理差异研究

2007.8-2008.8， 美国佛罗里达大学，访问学者。核心自我评价的跨文化效度

1999.8-2000.9， 加拿大麦克马斯特大学，访问学者，管理者的绩效结构

1998.9-1998.11，美国纽约州立大学布法罗分校，访问学者，战略人力资源管理

（1）中国社会心理学会常务理事，管理心理学专业委员会主任委员（2019-2024）

（2）中国心理学会行为与健康专业委员会副主任委员（2020-2023）

（3）human resource management journal 副主编（2020-2022）

（4）human resource development quarterly 副主编（2022-2024）

（5）心理科学进展，编委

（6）中国人力资源开发，编委

（7）中国劳动与社会保障研究院 特约研究员（2020-2023）

2021.6 中国人民大学国际暑期学期荣誉教师奖

2020.8 美国管理学会（aom）人力资源分会dave.ulrich影响力奖

2020.12.公益讲师奖，三人行人力资源服务组织

2019.4 美国工业与组织心理学会科学家-实践者主席认可奖

2013.9 北京市优秀博士论文指导教师奖

2013.6 中国人民大学优秀博士论文指导教师奖

2009.9 教育部国家级教学成果二等奖

2009.5，北京市优秀教学成果一等奖

2005．5 北京市优秀教学成果二等奖