HO-KWONG (MICHAEL) KWAN
Department
of Organizational Behavior and Human Resource Management
China
Europe International Business School
Shanghai 200092, China
Phone: (86) 13482520465
E-mail: kwanhokwong@163.com, kwanhokwong@ceibs.edu
china europe international
business school
·
Associate Professor in Organizational Behavior and Human Resource Management (2019–Date)
Tongji University
·
Professor, Advanced Institute of
Business Research (2017–2019)
·
Department Head of Organization
and Management, School of Economics and Management (2017–2019)
Shanghai
University of finance and economics
·
Associate Professor in
Human Resource Management (2015–2017; 2016 tenured)
·
Department Head of Human
Resource Management (2014–2017)
·
Assistant
Professor in Human Resource Management (2012–2015)
Drexel
University
·
Doctor
of Philosophy in Organization and Strategy (Major: Organizational Behavior;
Minor: Strategic Management)
The
Chinese University of Hong Kong
·
Master
of Philosophy in Management
·
Master
of Business Administration
·
One
semester MBA exchange program in
·
Master
of Science in Global Business
·
Graduate
Diploma of Business Administration
The
Chinese University of Hong Kong
·
Bachelor
of Arts (Chinese Language, Second Upper Class Honors)
·
Work-Family Interface (Antecedents and
outcomes of work-family conflict, enrichment, and balance)
·
Mentoring
(Benefits and costs for mentors and protégés)
·
Leadership
(Outcomes of ethical leadership, empowering leadership, servant leadership, transformational leadership, and leader-member exchange)
·
Deviant
Behavior (Antecedents and outcomes of gossip, incivility, ostracism, abusive supervision,
and sexual harassment)
REFEREED PUBLICATIONS
Liu,
X.-Y., Kwan, H. K., & Zhang, X. Introverts
maintain
creativity:
A resource
depletion
model
of negative workplace gossip. Asia Pacific Journal of Management. (forthcoming)
Ye, Y., Zhu, H.,
Chen, Y., Kwan, H. K., & Lyu, Y.
Family ostracism and proactive customer service performance: An explanation
from conservation of resources theory. Asia Pacific Journal of Management. (forthcoming)
Wu,
X., Kwan, H. K., Ma, Y., Lai, G.,
& Yim, F. H.-K. Lone wolves reciprocate less
deviance: A moral identity model of abusive supervision. International Journal
of Human
Resource Management. (forthcoming)
Hu,
Y.-L., Wang, M., Kwan, H. K.,
& Yi, J. Mentorship quality and mentors’ work-to-family
positive spillover: The mediating role of personal skill development and the
moderating role of core self-evaluation. International Journal of Human Resource Management. (forthcoming)
Kwan, H. K., Xu, X., & Chen, H. Exploring why and when mentors’ drinking norms impact protégés’ alcohol misuse. In P. Kumar, & P. Budhwar (Eds.), Mentorship-driven talent management: The Asian experience. Emerald. (forthcoming)
Zhou,
A.,
Yang, Z., Kwan, H. K.,
& Chiu, R. K. 2019. Work-family spillover and crossover effects of
authentic leadership in China. Asia
Pacific Journal of Human Resources, 57(4): 299–321.
Zhang,
X., & Kwan,
H. K. 2019. Empowering leadership and team creativity: The roles of team learning behavior, team creative efficacy, and team task complexity. In C. Mainemelis, O. Epitropaki,
& R.
Kark
(Eds.), Creative
leadership: Contexts and prospects: 95–121. New York, NY: Routledge.
Zhang, X., & Kwan, H. K. 2019. Team behavioral
integration links team interdependence with team performance: An empirical
investigation in R&D teams. Frontiers of Business Research in China, 13(1):
7.
Wu, X., Lyu, Y., Kwan, H. K., & Zhai, H. 2019. The impact of mentoring quality on protégés’ organization-based
self-esteem and proactive behavior:
The moderating role of traditionality.
Human Resource Management, 58(4): 417–430.
Lyu, Y., Wang, M.,
Le, J., & Kwan, H. K. 2019. Effects of authentic leadership on work-family balance
in China. Journal of Managerial Psychology, 34(2): 110–123.
Chen, X., Liu, J.,
Zhang, H., & Kwan, H. K. 2019. Cognitive diversity and innovative work behavior: The mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support.
Journal of Occupational and Organizational Psychology, 92(3): 671–694.
Tian, Q.-T., Song, Y., Kwan, H.
K., & Li, X. 2019. Workplace
negative gossip and frontline
employees’ proactive service
performance. Service
Industries Journal, 39(1): 25–42.
Zhang, X., & Kwan, H. K. 2018. Team
learning goal orientation and innovation: Roles of transactive memory
system and task interdependence. GSL Journal of Business Management and
Administration Affairs, 2(1): 109.
Liu, X.-Y., Kwan,
H. K., Wu, L.-Z., & Zheng, X.-M. 2018. Emotional labor and family
quality: The role of work-family positive spillover. International Journal of Human Resource Management, 29(6): 1113–1138.
Kwan, H. K., Zhang, X., Liu, J., & Lee, C. 2018. Workplace
ostracism and employee creativity: An integrative approach incorporating
pragmatic and engagement roles. Journal of Applied Psychology, 103(12): 1358–1366.
Yang,
Z., Zhang, H., Kwan, H. K., &
Chen, S. 2018. Crossover effects of servant leadership and job social support
on employee spouses: The mediating role of employee organization-based
self-esteem. Journal of Business
Ethics, 147(3): 595–604.
Xin, J., Chen, S., Kwan, H. K., Chiu, R. K., & Yim,
F. H.-K. 2018. Work-family spillover and crossover
effects of sexual harassment:
The moderating role of work-home segmentation
preference. Journal of Business Ethics, 147(3): 619–629.
Wu,
X., Kwan, H. K., Wu, L.-Z., &
Ma, J. 2018. The effect of workplace
negative gossip on employee proactive behavior in China: The moderating role of traditionality. Journal of Business
Ethics, 148(4): 801–815.
Wang,
Q., Bowling, N. A., Tian, Q.-T., Alarcon, G. M., & Kwan, H. K. 2018. Workplace harassment intensity and revenge:
Mediation and moderation effects. Journal
of Business
Ethics, 151(1): 213–234.
Lapierre, L. M., Li, Y., Kwan, H. K., Greenhaus, J. H., DiRenzo, M. S., & Shao, P. 2018. A meta-analysis of
the antecedents of work-family enrichment. Journal of Organizational Behavior, 39(4): 385–401.
Wang, M., Kwan, H. K.,
& Zhou, A. 2017. Effects
of servant leadership on work-family balance in China.
Asia Pacific
Journal of Human Resources, 55(4): 387–407.
Yi,
J., Kwan, H. K.,
Hu, Y.-L., & Chen, S. 2017. Revenge exacerbates the effects of interpersonal
problems on mentors’ emotional exhaustion
and work-family conflict: A self-defeating perspective. Human Resource Management, 56(5): 851–866.
Zhang, X., Zhou, J., & Kwan,
H. K. 2017. Configuring
challenge and hindrance contexts for introversion and creativity: Joint effects
of task complexity and guanxi management. Organizational Behavior and Human Decision Processes, 143: 54–68.
Wu,
X., Yan, R., & Kwan, H. K. 2017. The impact of self-management on
college students’ career adaptability—An empirical research based on the
self-concept-based theory 自我管理对大学生职业适应性的影响——基于自我概念理论的实证研究. Finance and Economics of
Xinjiang 新疆财经, 204(1): 22–32.
(in Chinese)
Tian,
Q. & Kwan, H. K. (Guan, H.). 2017. The revolution of job design: Advances
and expectations of job crafting 工作设计革命：工作重塑的研究进展及展望. Human Resources Development of China 中国人力资源开发,
369(3): 6–17.
(in Chinese)
Mao,
Y., Kwan, H. K., Chiu, R. K., & Zhang, X. 2016. The impact of mentorship quality on mentors’ personal learning and work-to-family interface. Asia
Pacific Journal of Human Resources, 54(1): 79–97.
Liao,
Y., Liu, X.-Y., Kwan, H. K.,
& Tian, Q.-T. 2016. Effects of sexual harassment on employees’ family
undermining: Social cognitive and behavioral
plasticity perspectives. Asia Pacific Journal of Management, 33(4): 959–979.
Au, K., Chiang, F. F. T., Birtch, T. A., & Kwan, H. K. 2016.
Entrepreneurial financing in
new business ventures: A help-seeking behavior perspective. International Entrepreneurship and Management
Journal, 12(1): 199–213.
Wu,
C.-H., Liu, J., Kwan, H. K., &
Lee, C. 2016. Why and when workplace ostracism inhibits organizational
citizenship behaviors: An organizational identification perspective. Journal
of Applied Psychology, 101(3): 362–378.
Tang, G., Kwan, H. K., Zhang, D., & Zhu, Z. 2016. Work-family effects of servant leadership:
The roles of emotional exhaustion and personal learning. Journal of Business Ethics, 137(2): 285–297.
Wei,
F., Lee, J., & Kwan, H. K. 2016.
Impact of active constructive leadership and passive corrective leadership on
collective organizational commitment. Leadership
and Organization Development Journal, 37(7): 822–842.
Liao,
Y., Yang, Z., Wang, M., & Kwan, H.
K. 2016. Work-family effects
of LMX: The moderating
role
of work-home segmentation preferences. Leadership Quarterly, 27(4): 671–683.
Wu, X., Kwan,
H. K., & Ma, J. 2016. Does
workplace networking behavior enhance employee creativity? A moderated
mediation model 与同事多打交道会增强员工创造力吗? 一个被调节的中介模型. Forecasting 预测,
35(4): 8–14.
(in Chinese)
Kwan, H. K., Yim, F. H.-K., & Zhou, X. 2015. Effects of mentoring on
customer orientation: The moderating role of gender. Asia Pacific Journal of Human Resources, 53(1): 124–140.
Liao, Y., Liu, X.-Y., Kwan, H. K.,
& Li, J. 2015. Work-family effects of ethical leadership. Journal of Business Ethics, 128(3): 535–545.
Wu, L.-Z., Kwan,
H. K., Yim, F. H.-K., Chiu, R. K., & He, X. 2015.
CEO ethical leadership and
corporate social responsibility: A moderated mediation model. Journal of Business Ethics, 130(4): 819–831.
Wu, L.-Z., Ferris, D. L., Kwan, H. K., Chiang, F., Snape, E., & Liang, L. H. 2015. Breaking (or making) the silence: How goal interdependence and
social skill predict being ostracized. Organizational Behavior and
Human Decision Processes, 131: 51–66.
Tepper, B. J., Mitchell, M. S., Haggard, D. L., Kwan, H. K., & Park, H. 2015. On the exchange of hostility with supervisors: An examination of self-enhancing and self-defeating perspectives. Personnel Psychology, 68(4): 723–758.
Wu, X., Kwan,
H. K. (Guan, H.-G.), & Ma, J. 2015. Why do employees prefer workplace
networking behavior? Empirical research based on tract activation theory 员工为什么热衷于构建职场关系网络——基于特质激发理论的实证研究. Foreign Economics and Management
外国经济与管理, 37(6): 50–63.
(in Chinese)
Li,
J., Wu, L.-Z., Liu, D., Kwan, H. K., & Liu, J. 2014. Insiders maintain
voice: A psychological safety model
of organizational politics. Asia Pacific Journal of Management, 31(3): 853–874.
Liu, X.-Y., Kwan,
H. K., & Chiu, R. K. 2014. Customer sexual harassment and frontline
employees’ service performance in China. Human
Relations, 67(3): 333–356.
Wu, L.-Z., Zhang, H., Chiu,
R. K., Kwan, H. K., & He, X. 2014. Hostile attribution bias and negative
reciprocity beliefs exacerbate incivility’s effects on interpersonal deviance. Journal of Business Ethics, 120(2): 189–199.
Zhang, H., Kwan, H. K., Zhang, X., & Wu, L.-Z. 2014. High core
self-evaluators maintain creativity: A motivational model of abusive
supervision. Journal of Management, 40(4): 1151–1174.
Duan, J., Kwan,
H. K., & Ling, B. 2014. The role of voice
efficacy in the formation of voice behavior: A cross-level examination. Journal
of Management and Organization, 20(4): 526–543.
Yi, J., Kwan,
H. K. (Guan, H.-G.), & Yang, Z.-W. 2014. Effects of empowering
leadership on spouse family quality 授权型领导对员工家庭质量的影响. Foreign Economics and Management
外国经济与管理, 36(9): 52–60.
(in Chinese)
Yang, Z., Wu, X., & Kwan, H. K. 2014. Effects of leader-member exchange on family undermining: A moderated-mediation model 领导—部属交换对员工家庭贬损的影响研究： 一个有调节的中介模型. Journal
of Psychological Science 心理科学, 37(6): 1450–1454. (in Chinese)
Chen, Y., Ferris, D. L., Kwan,
H. K., Yan, M., Zhou, M., &
Hong, Y. 2013. Self-love’s lost labor: A self-enhancement
model of workplace incivility. Academy of Management Journal, 56(4): 1199–1219.
Wu, L.-Z., Tse, E. C.-Y., Fu, P. P., Kwan, H. K., & Liu, J. 2013. The impact of
servant leadership on hotel employees’ “servant behavior”. Cornell Hospitality Quarterly,
54(4): 383–395.
Kwan,
H. K. 2013. Organizational
citizenship behavior, resource exchanges, and career growth opportunities. Frontiers
of Business Research in China, 7(2): 219–243.
Liu, J., Kwan, H. K., Lee, C., & Hui, C. 2013. Work-to-family
spillover effects of workplace ostracism: The role of work-home segmentation
preferences. Human Resource Management, 52(1): 75–94.
Liu, J., Lee, C., Hui, C.,
Kwan, H. K., & Wu, L.-Z. 2013. Idiosyncratic deals and employee outcomes:
The mediating roles of social exchange and self-enhancement and the moderating
role of individualism. Journal of Applied Psychology, 98(5): 832–840.
Wu, L.-Z., Kwan, H. K., Wei, L.-Q., & Liu,
J. 2013. Ingratiation in the workplace: The role of subordinate and supervisor
political skill. Journal of Management
Studies, 50(6): 991–1017.
Liu, J., Kwan.
H. K., Fu, P. P., & Mao, Y. 2013. Ethical leadership and job performance in
China: The roles of workplace friendships and traditionality. Journal of
Occupational and Organizational Psychology,
86(4): 564–584.
Martin, G. S., Keating, M. A., Resick, C. J., Szabo, E., Kwan, H. K., & Peng, C. 2013. The meaning of leader integrity: A comparative study across
Anglo, Asian, and Germanic cultures.
Leadership Quarterly, 24(3): 445–461.
Kwan, H. K., Lee, C., Wright, L. P., & Hui, C. 2013.
Re-examining the goal-setting questionnaire. In E. A. Locke &
G. P. Latham (Eds.), New developments in
goal setting and task performance: 583–600.
New York, NY: Routledge.
Kwan, H. K., Lau, V. P., & Au, K. 2012. Effects of family-to-work conflict on business owners: The role of family business. Family Business Review, 25(2): 178–190.
Zhang, H., Kwan, H. K.,
Liu, J., Kwan,
H. K., & Mao, Y. 2012. Mentorship quality
and protégés’ work-to-family positive spillover, career satisfaction, and voice
behavior in China. International
Journal of Human Resource Management, 23(19): 4110–4128.
Wu, L.-Z., Yim,
F. H.-K., Kwan, H. K., & Zhang,
X. 2012. Coping with workplace ostracism: The roles of ingratiation and
political skill in employee psychological distress. Journal of Management Studies, 49(1): 178–199.
Wu, L.-Z., Kwan, H. K., Liu, J., & Resick, C. J. 2012. Work-to-family spillover effects of abusive supervision. Journal of Managerial Psychology,
27(7): 714–731.
Jian, Z., Kwan, H. K., Qiu, Q., Liu, Z. Q., & Yim, F. H.-K. 2012. Abusive supervision and frontline employees’ service performance. Service Industries Journal, 32(5): 683–698.
Liu, X.-Y., Liu,
J., & Kwan, H. K. 2012. A longitudinal
study on the influencing mechanism of customer sexual harassment on employees’
job performance: The moderating roles of employee traditional Chinese values
and team emotional climate 顾客性骚扰对员工服务绩效影响机制的追踪研究——员工传统性与团队情绪氛围的调节作用. Management
World 管理世界, 10: 107–118. (in
Chinese)
Kwan, H. K., & Mao, Y. 2011. The role of citizenship behavior
in personal learning and work–family
enrichment. Frontiers of Business Research in
Resick, C. J.,
Martin, G. S., Keating, M. A., Dickson, M. W., Kwan, H. K., & Peng, C. 2011. What ethical
leadership means to me: Asian, American, and European perspectives. Journal of Business Ethics, 101(3): 435–457.
Kwan, H. K., Liu, J., & Yim, F. H.-K. 2011.
Effects of mentoring functions received on receivers’ organizational
citizenship behavior in a Chinese context: A two-study investigation. Journal of Business Research, 64(4): 363–370.
Chiang, F. F. T., Birtch, T. A., & Kwan, H. K. 2010. The moderating roles
of job control and work-life balance practices on employee stress in the hotel
and catering industry. International
Journal of Hospitality Management, 29(1): 25–32.
Liu, J., Kwan, H. K., Wu, L.-Z, & Wu, W.
2010. Abusive supervision and subordinate supervisor-directed deviance: The
moderating role of traditional values and the mediating role of revenge
cognitions. Journal of Occupational and
Organizational Psychology, 83(4): 835–856.
Kwan,
H. K., Mao, Y., & Zhang, H. 2010. The impact of role modeling on
protégés’ personal learning and work-to-family enrichment. Journal
of Vocational Behavior,
77(2): 313–322.
Au, K., & Kwan,
H. K. 2009. Start-up capital and Chinese entrepreneurs: The role of family. Entrepreneurship Theory and Practice, 33(4): 889–908.
Liu, D., Liu, J., Kwan,
H. K., & Mao, Y. 2009. What can I gain as a mentor? The effect of
mentoring on the job performance and social status of mentors in
BEST PAPER PROCEEDINGS
Zhang,
X., & Kwan, H. K. 2015. Workplace ostracism and employee
performance outcomes: The pragmatic and psychological effects. Best Paper Proceedings of the 2015 Academy of Management Meeting.
Chen, Y., Ferris, D. L.,
& Kwan, H. K. 2011. Self-love’s
lost labor: Narcissism exacerbates incivility’s effects on engagement and
performance. Best Paper Proceedings of the 2011
Zhang, X., Chen, Y. Y., & Kwan, H. K. 2010. Empowering leadership and team creativity: The
roles of team learning and team creative efficacy. Best
Paper Proceedings of the 2010
·
Kwan, H. K., Cai,
Y., Cao, J., Ouyang, K., Tian, Q., & Wang, M. 家庭支持型领导的内涵、跨层次影响机制及其影响：一项追踪研究 Antecedents
and consequences of family-supportive supervisor behavior: A longitudinal
investigation. 国家自然科学基金面上项目 National Natural Science Foundation of
China. 2017–2020. (RMB480,000) (Ref: 71672108)
·
Chen, S.,
& Kwan, H. K. 中国情境下高管团队交互记忆系统内涵、形成机制与影响 The connotation,
formation mechanism and influence of executive team's interactive memory system
in China.国家自然科学基金面上项目 National Natural Science Foundation of
China. 2017–2020. (RMB440,000) (Ref: 71672127)
·
Kwan, H. K., Zhang,
D., & Wang, M. 上海进一步加强国际合作办学问题研究 Research on
Shanghai strengthening the cooperation associated with international education.
上海市人民政府决策咨询研究重点课题 The Development Research Center of Shanghai Municipal People’s
Government. 2016. (RMB100,000)
(Ref: 2016-A-024)
·
Hui, C., Lee, C., Liu, J., Kwan, H. K., & Lam, S.S.K. Towards a threat-reaction
theory of supervisor reactions to subordinate voice. RGC General Research Fund (GRF) 2013–2015. (HK$394,500) (Ref: HKU791013)
·
Li, J., Kwan, H. K., Wen, J., & Chen, Z. 伦理型领导与团队创造性关系研究 Ethical leadership and team creativity.
国家自然科学基金面上项目 National Natural Science Foundation of
China. 2013–2016. (RMB540,000) (Ref: 71272007)
·
Wu,
L.-Z., Yim, H.-K., Kwan, H. K., Wu,
X.-F., & Yang, Z.-W. 2012–2015. Consequences of
workplace negative gossip: A longitudinal investigation. National Natural Science Foundation of China. (RMB200,000)
·
Rosabeth
Moss Kanter Award for Excellence in Work-Family Research Finalist (2019)
·
Teaching Excellence
Award (1st rank), Shanghai University of Finance and Economics (申万宏源奖教金特等奖) (2017)
·
Emerald/IACMR Chinese
Management Research Fund Award (Highly Commended) (2015)
·
Certificate of
Outstanding Contribution in Reviewing, International Journal of Hospitality
Management (2015)
·
Citation of Excellence Award, Emerald Group Publishing (2015)
·
Top Poster Award, Annual Conference of the Society for Industrial and
Organizational Psychology (2015)
·
Outstanding Worker
Award, Shanghai University of Finance and Economics (校先进工作者) (2015)
·
Best Paper Award, World Business Ethics Forum
(2014)
·
Teaching
Excellence Award (3rd rank), Shanghai University of
Finance and Economics (校教学基金奖三等奖) (2014)
·
Best Supervision Award
for Undergraduate Student Thesis, Shanghai University of Finance and Economics
(2013)
·
Li
Ning Dissertation Proposal Grant (Second Prize Award), International Association for
Chinese Management Research (RMB5000)
(2011)
·
Best
International Implications Paper Award in Organizational Behavior Division,
·
Kenneth
E. Clark Student Research Award for
·
Best Micro Paper Award, International Association
for Chinese Management Research Conference (2010)
·
Drexel
University Teaching Excellence Award (highly commended) (2010)
·
·
Best
Doctoral Paper Award in Entrepreneurship/Information Technology/Innovation
Track, Southern Management Association (2009)
·
Winner
of
·
Best
Doctoral Paper Award in Human Resources/Careers Track, Southern Management
Association (2008)
·
Award
of International Essay Contest for Students in
·
Cheung
Kwun Fung Scholarship,
·
Lee
Kam Chung Scholarship,
TEACHING INTERESTS
Leadership
Organizational Behavior
Human Resource Management
Business Ethics
Senior
Editor
·
Asia Pacific Journal of Management (2019–2021)
Managing
Editor
·
Asia Pacific Journal of Management (2017,
2018, 2019)
Editorial
Review Board Member
·
Journal
of Vocational Behavior (2019)
·
Journal
of Managerial Psychology (2017)
·
Asia Pacific Journal of Management (2017,
2018)
Board
Representative
·
Asia Academy of Management (2019–2021)
Committee
Member
·
China Labor Economics
Institute, Career Development and Management Division 中国劳动经济学会职业开发与管理分会理事 (2018–Date)
·
English Program
Committee, International Association for Chinese Management Research Conference (2018,
2020)
Proposal Reviewer
·
Research
Grants Council of Hong Kong (2012, 2013)
Journal Reviewer
·
African
Journal of Business Management (2012, 2013, 2014,
2015)
·
Applied Psychology: An
International Review (2014)
·
Asia Pacific Journal of
Human Resources (2015, 2016, 2018)
·
Asia Pacific Journal of
Management (2014, 2015, 2016, 2017,
2018, 2019)
·
Cornell
Hospitality Quarterly (2012)
·
Foreign Economics and
Management 外国经济与管理 (2015, 2016, 2017)
·
Frontiers of Business Research in China (2015, 2016, 2018, 2019)
·
Human
Relations (2015, 2016, 2019)
·
Human
Resource Management (2011, 2013, 2015, 2016, 2017, 2018, 2019)
·
International
Journal of Hospitality Management (2012,
2013, 2014, 2015, 2017, 2018)
·
International
Journal of Human Resource Management (2011,
2013, 2014, 2016, 2017, 2018, 2019)
·
Journal of Business
Ethics (2013, 2014, 2015, 2016, 2017,
2018)
·
Journal of Management and Organization (2017)
·
Journal of Management
Studies (2013, 2014, 2015, 2016, 2017,
2018)
·
Journal
of Managerial Psychology (2011, 2012,2013,
2014, 2015, 2017, 2018)
·
Journal
of Occupational and Organizational Psychology
(2017, 2018, 2019)
·
Journal of Occupational
Health Psychology (2016)
·
Journal of Organizational Behavior (2017, 2018)
·
Management
and Organization Review (2016)
·
Organizational
Behavior and Human Decision Processes (2015)
·
Psychological Reports
(2014, 2015, 2016)
·
Personnel Psychology (2019)
Conference Reviewer
·
Academy
of Management Conference (2009, 2010, 2011, 2012,
2013, 2014, 2015, 2016, 2017, 2018, 2019)
·
International Conference
on Service Science and Innovation (2013)
·
International Association for Chinese Management
Research Conference (2012, 2016)
·
Decision
Sciences Institute Annual Meeting (2011)
·
·
Southern
Management Association Meeting (2009)
Session Chair
·
First
HR Division International Conference (2014)
·
International Association for Chinese Management Research
Conference (2014, 2018)
Discussant
·
CEIBS OB/HR Symposium
(2016)
·
CEIBS Mini Conference (2015)
Local Arrangements
Committee Member
·
Eastern