中国人民大学劳动人事学院-yb体育app官网

（1） 领导行为                    

（2） 团队动力学                    

（3） 职业管理                    

（4） 人力资源分析                    

（5） 人才测评  

2004-2010 中国科学院，心理学博士

2008-2009 美国亚利桑那州立大学，博士联合培养

2000-2004 北京大学，心理学学士、经济学学士

2010  至今 中国人民大学劳动人事学院

2008  共青团北京市委组织部

2007  香港岭南大学商学院

2006  香港理工大学康复科学系

期刊论文

wang, p., dust, s., & wang, z. (in press). leader sex and employee power distance orientation as boundary conditions of the relationship between leader humility and leader-member exchange. human performance.

wang, p., luo, z. & wang, z. (2020). the effectiveness of family-supportive supervisors: the moderating role of employees’ collectivistic self-construal. journal of cross-cultural psychology, 51(6), 442-455.

wang, p., wang, z., & luo, z. (2020). from supervisors’ work–family conflict to employees’ work–family conflict: the moderating role of employees’ organizational tenure. international journal of stress management,27(3), 273-280.

su, z., wang, z., & chen, s. (2020). the impact of ceo transformational leadership on organizational voluntary turnover and employee innovative behaviour: the mediating role of collaborative hrm. asia pacific journal of human resources. 58(2), 197-219.

yan, x., wang, z., su, j., & luo, z. (2020). relationship between core self-evaluation and team identification: the perception of abusive supervision and work engagement. current psychology, 39, 121-127.

wang, z., yu, k., xi, r., & zhang, x. (2019). servant leadership and career success: the effects of career skills and proactive personality. career development international, 24(7), 717-730.

yang, f., liu, j., wang, z., & zhang, y. (2019). feeling energized: a multilevel model of spiritual leadership, leader integrity, relational energy, and job performance. journal of business ethics, 158(4), 983-997.

yang, k., zhou, l., wang, z., lin, c., & luo, z. (2019). humble leadership and innovative behaviour among chinese nurses: the mediating role of work engagement. journal of nursing management, 27(8), 1801-1808.

wang, z., liu, y., & liu, s. (2019). authoritarian leadership and task performance: the effects of leader-member exchange and dependence on leader. frontiers of business research in china, 13(19), 1-15.

yang, k., zhou, l., wang, z., lin, c., & luo, z. (2019). the dark side of expressed humility for non-humble leaders: a conservation of resources perspective. frontiers in psychology, 10, 1858. doi: 10.3389/fpsyg.2019.01858.

zhou, l., yang, k., wang, z. & luo, z. (2019). when do employees speak up under job stressors? exploring the potential u-shaped relationship between hindrance stressors and voice behavior. frontiers in psychology, 10, 2336. doi: 10.3389/fpsyg.2019.02336.

wang, z., xu, s., sun, y., & liu, y. (2019). transformational leadership and employee voice: an affective perspective. frontiers of business research in china, 13(2), 1-14.

guan, y., wang, z., gong, q., cai, z., xu, s., xiang, q., wang, y., chen, s., hu, h. & tian, l. (2018). parents’ career values, adaptability, career-specific parenting behaviors and undergraduates’ career adaptability. the counseling psychologist, 46(7), 922-946.

yu, k., wang, z., & huang, y. (2018). work-family conflict and organizational citizenship behavior: the role of job satisfaction and decision authority. frontiers of business research in china, 12(17), 1-13.

yang, f., liu, j., huang, x., qian, j., wang, t., wang, z., & yu, h. (2018). how supervisory support for career development relates to subordinate work engagement and career outcomes: the moderating role of task proficiency. human resource management journal, 28(3), 496-509.

guan, y., jiang, p, wang, z., mo, z., & zhu, f. (2017). self-referent and other-referent career successes, career satisfaction and turnover intention among chinese employees: the role of achievement motivation. journal of career development, 44(5), 379-393.

wang, z., li, c., & li, x. (2017). resilience, leadership, and work engagement: the mediating role of positive affect. social indicator research, 132(2), 699-708.

li, y., wang, z., yang, l.-q., & liu, s. (2016). the crossover of psychological distress from leaders to subordinates in teams: the roles of abusive supervision, psychological capital and team performance. journal of occupational health psychology, 21(2), 142-153.

wu, c., & wang, z. (2015). how transformational leadership shapes team proactivity: the mediating role of positive affective tone and the moderating role of team task variety. group dynamics: theory, research, and practice, 19(3), 137-151.

liu, l., bond, m., guan, y., cai, z., sun, j., yu, q., fu, r., wang, z. (2015). parents’ music training motivation and children’s music learning achievement: an investigation in the chinese context. psychology and music, 43(5), 661-674.

wang, z., tjosvold, d., chen, y.f., & luo, z.x. (2014). cooperative goals and team performance: examining the effects of advice network. asia pacific journal of management, 31(3), 835-852.

guan, y., guo, y., bond, m. h., cai, z., zhou, x., xu, j., zhu, f., wang, z., fu, r., liu, s., wang, y., hu, t., & ye, l. (2014). new job market entrants’ future work self, career adaptability and job search outcomes: examining mediating and moderating models. journal of vocational behavior, 85, 136-145.

liu, s., hu, j., li y., wang, z., & lin x. (2014). examining the cross-level relationship between shared leadership and learning in teams: evidence from china. leadership quarterly, 25(2), 282-295.

guan, y., wang, z., zhou, w., liu, y., yue, y., zhang, y., liu, h., & liu, h. (2013). career locus of control and career success among chinese employees: a multi-dimensional approach. journal of career assessment, 21(2), 295-310.

zhang z., waldman d., & wang z. (2012). a multilevel investigation of leader-member exchange, informal leader emergence, and individual and team performance. personnel psychology, 65, 49-78.

wang z., chen y., tjosvold d., & shi k. (2010). cooperative goals and team agreeableness personality composition for constructive controversy in china. asian pacific journal of management, 27, 139-153.

waldman, d. a., wang, z., & zhang, z. (2016). shared leadership and team performance: the moderating effects of demographic faultlines. academy of management proceedings.

zhang z., wang z., waldman d., & shi k. (2009). when is lmx instrumental to leader emergence? a cross-level moderation analysis. paper selected for academy of management proceedings.

王桢. (2020). 团队工作重塑的形成与影响机制. 心理科学进展, 28(3), 390-404.

王桢, 刘志俊, 孟欣, 冯娇娇. (2020). 团队合作性目标如何促进团队共享型领导：建设性冲突和团队认同的中介作用. 中国人力资源开发, 37(5), 6-19.

王桢，欧阳琳琅，田梦倩，郑沛琪. (2019). 新瓶酿新酒: 大数据方法在团队研究中的应用展望. 中国人力资源开发, 36(8), 18-30.

徐世勇, 刘燕君, 王桢, 朱金强. (2019). 反生产力工作行为对员工消极情感的影响: 责任心的调节作用. 心理与行为研究, 17(1), 114-118.

吴洁倩, 张译方, 王桢. (2018). 员工非工作时间连通行为会引发工作家庭冲突？心理脱离与组织分割供给的作用. 中国人力资源开发, 35(12), 43-54.

杨克俭, 王桢, 闫晓飞, 郎红娟, 罗正学. (2018). 辱虐管理对职业成功的影响:领导-成员交换和工作投入的链式中介作用.中国临床心理学杂志, 26(4), 804-807.

王桢, 杨志, 林思恩, 李旭培, 郭晶. (2017). 神经人因学: 培训效果评估新方法.中国人力资源开发, 8, 99-107.

李育辉, 王桢, 黄灿炜, 万罗蒙. (2016). 辱虐管理对员工心理痛苦和工作绩效的影响: 一个被调节的中介模型. 管理评论, 28(2), 138-148.

陈乐妮, 王桢, 骆南峰, 罗正学. (2016). 领导-下属外向性人格匹配性与下属工作投入的关系: 基于支配补偿理论. 心理学报, 48(6), 710-721.

江新会, 钟昌标, 张强, 王桢. (2016). 中国心理授权的一个特性: 影响力导致的消极效应及其边界条件. 管理评论, 28(3), 139-153.

王桢, 陈乐妮, 李旭培. (2015). 变革型领导与工作投入: 基于情感视角的调节中介模型. 管理评论, 27(9), 120-129.

王桢, 陈乐妮. (2014). 领导者情感的作用机制: 一个跨层的整合观点. 心理科学进展, 22(1), 122-129.

王桢, 李旭培. (2013). 变革型领导和情绪劳动策略: 工作投入的中介作用. 管理学家, 18, 21-30.

曲如杰, 王桢, 焦琳, 时勘. (2013). 领导成员交换关系对研发人员创新行为的权变影响研究. 科学学与科学技术管理, 34(7), 156-165.

李旭培, 时雨, 王桢, 时勘. (2013). 抗逆力对工作投入的影响: 积极应对和积极情绪的作用. 管理评论, 25(1), 114-119.

王桢, 罗正学, 李旭培. (2013). 团队变革型领导与团队成员工作态度: 基于多层线性模型的研究. 数理统计与管理, 32(1), 100-112.

杨付, 王桢, 张丽华. (2012). 员工职业发展过程中的“边界困境”: 是机制的原因, 还是人的原因. 管理世界, 89-109.

王桢. (2012). 团队内工作投入的人际传导机制. 心理科学进展, 20(10), 1531-1537.

李旭培, 石密, 王桢, 时勘. (2012). 上级反馈和工作反馈对公务员组织公民行为的影响. 人类工效学, 18(3), 35-39.

王桢, 李旭培, 罗正学, 林琳. (2012). 员工心理授权与离职意向: 工作倦怠的中介作用. 心理科学, 35(1), 186-190.

李旭培, 王桢, 时勘. (2011). 组织认同对公务员组织公民行为的影响: 上级信任感的调节作用. 软科学, 25(8), 82-85.

江新会, 王桢, 王筱璐, 时勘. (2010). srq-20在地震灾区学生中使用的信效度报告. 中国心理卫生, 24(4), 313-317.

梁川, 王桢, 江新会, 时勘. (2009). 汶川地震后高三学生心理健康状况调查及其形成机制. 中华行为医学与脑科学, 18(8), 743-746.

王桢, 时勘. (2009). 呼叫中心合作性团队的管理实践. 中国人力资源开发，2009年4月,50-53.

王筱璐, 王桢, 时勘. (2008). 工作场所中员工抑郁症状的发生机制及干预模式. 管理评论, 20(10), 75-82.

时勘, 江新会, 王桢, 王筱璐, 邹义壮. (2008). 震后都江堰市高三学生的心理健康状况及抗逆力研究. 管理评论, 20(12), 9-14.

杨宇, 王桢, 陈毅文. (2008). 动漫行业创业者胜任特征研究. 人类工效学, 14(4), 16-19.

王桢, 曾永康, 时勘. (2007). 出院后精神疾病患者的职业康复. 心理科学进展, 15(6), 916-922.

许青武, 王桢, 罗正学，苏景宽. (2007). 学科带头人胜任特征模型建构. 第四军医大学学报, 28(21), 1979-1981.

陈雪峰, 王桢, 胡卫鹏, 时勘, 高晶. (2007). 大学生社交焦虑对压力和心理健康的影响. 中国卫生研究, 36(2), 92-94.

王桢, 陈雪峰, 时勘. (2006). 应对方式、社会支持与大学生心理健康的关系. 中国临床心理学杂志, 14(4), 378-381.

王桢, 时勘,高晶. (2005). 大学生职业自我效能影响因素分析. 中国临床心理学杂志, 13(2), 162-164.

出版书籍

周文霞，王桢，于坤，金秋萍，董春发。《中国人力资源职业发展状况调查报告2020》，中国人民大学出版社，2020。

王桢。团队研究40年的沿革与成就. 中国人力资源管理研究40年 (1978-2018), 302-353. 中国社会科学出版社，2018年12月。

周文霞，王桢，于坤。《中国人力资源职业发展状况调查报告2016》，中国劳动社会保障出版社，2017。

周文霞，王桢，于坤。《中国人力资源职业发展状况调查报告2015》，中国劳动社会保障出版社，2016。

李超平，王桢，毛凯贤。《管理研究量表手册》，中国人民大学出版社，2016。

王桢。《当代大学生职业发展理论与现状》，中国时代经济出版社，2015。

徐世勇、苏中兴、李育辉、王桢译，孙健敏校译.《组织人员配置：招募、选拔和雇佣》第七版，中国人民大学出版社，2017年1月。

学术会议

wang, p., steed, l. b., and wang, z. (2020). trickle-down effects of supervisors’ family-to-work enrichment and conflict: the roles of supervisor support and dyadic similarity. paper presentation at the annual conference of the academy of management, vancouver, canada. (virtual meeting).

wang, p., wang, z., & luo, z. (2018). linking supervisors' work role salience to employees’ work-family conflict and turnover intention. paper presentation at the annual conference of the academy of management, chicago, illinois.

wang, z., & li, y. (2017). team proactive personality and team performance: the effect of collaborative job crafting. paper presentation at the annual conference of the academy of management, atlanta, georgia.

liu, s., wang, z., liu, x., & li, x. (2017). a tall tree catchers the wind? a new perspective of informal leadership. paper presentation at the annual conference of the academy of management, atlanta, georgia.

waldman, d. a., wang, z., & zhang, z. (2016). shared leadership and team performance: the moderating effects of demographic faultlines. paper presentation at the annual conference of the academy of management, anaheim, ca.

wang, z., li, y, & huang, c. (2016). proactive team members constitute high-performance teams? the effects of collaborative job crafting and empowering leadership. poster presentation at the 31st international congress of psychology, tokyo, japan.

li, y., wang, z., liu, s., wan, l., kong, y., & yang, d. (2014). distress crossover in teams: the mediating roles of abusive supervision and multiple boundaries. paper presentation at the annual meeting of the academy of management, philadelphia.

wang, z., & su., z. (2012). ceo transformational leadership, collaborative human resource management and employee outcomes. paper presentation at the annual meeting of the academy of management, boston.

liu, s., wang, z., & liu, f. (2012). the influence of postheroic leadership on individual learning: a cross-level examination. paper presentation at the annual meeting of the academy of management, boston.

wang, z., tjosvold, d., chen, y.f., & luo, z. (2012). cooperative goals, advice network, team performance and boundary conditions. paper presentation at the biennial meeting of the international association of chinese management research (iacmr), hong kong.

waldman, d., wang, z., & zhang, z. (2012). team faultlines and hierarchical leadership processes in relation to shared leadership and its effects. paper presentation at the biennial meeting of the international association of chinese management research (iacmr), hong kong.

wu j., wang z., & huang l. (2011). the interaction effect between online trust and web site interactivity on highest purchasing price. ieee the 5th international conference on management and service science. wuhan, china.

wang z., li x., & shi k. (2010). the relationship among transformational leadership, work engagement and emotional labor strategy. ieee symposium on web society proceedings.

wu j., wang z., & huang l. (2010). the relationship among propensity to trust, institution-based trust, perceived control, and trust in platform. ieee symposium on web society proceedings.

刘松博，王桢，刘峰（2012）。团队授权赋能领导和共享式领导对个人学习的跨层次影响机制研究。中国管理研究国际学会双年会，香港，中国

江新会，王桢，张强（2012）。如何理解自觉影响力大的员工：心理授权结构在中国的特殊性。中国管理研究国际学会双年会，香港，中国

王桢，罗正学，时勘（2009）。团队共享型领导: 前因、结果和权变因素探讨。第12届全国心理学大会，山东济南，中国

zhang z., wang z., waldman d., shi k. (2009). when is lmx instrumental to leader emergence? a cross-level moderation analysis. paper presentation at the annual meeting of the academy of management, chicago, illinois, usa

wang z., tjosvold d., shi k. (2008). the antecedents of constructive controversy – beyond common goal. paper presentation at the 29th international congress of psychology, berlin, germany

王桢，时勘，tjosvold d. （2007）。 团队成员人格特点和合作性目标的关系。第11届全国心理学大会，河南开封，中国

wang z., shi k., development and validation of a competency model for managers in pr china. (2006). poster presentation at in the 26th international congress of applied psychology, athens , greece

（1）劳动经济学会职业开发与管理分会副会长、秘书长

2019年荣获《中国人力资源开发》杂志年度优秀审稿人

2019年荣获"best paper award" of the 2019 frontiers of business research in china international conference

2018年荣获"best paper award" of the 2018 frontiers of business research in china international conference

2018年荣获中国人民大学本科毕业论文（设计）“优秀指导教师”

2017年荣获中国人民大学教学优秀奖

2016年荣获中国人民大学就业创业工作先进个人

2015年荣获中国人民大学“优秀班主任”

2013年荣获中国人民大学“大学生创新实验计划”项目优秀指导教师

2011年荣获中国人民大学2011级本科学生军训工作嘉奖