徐敏亚 - 北京大学 - 光华管理学院

个人简介

教育背景 2008 美国罗格斯大学统计学博士 2004 中国科技大学统计学学士职业经历 2008—2014 北京大学光华管理学院商务统计与经济计量系讲师，助理教授 2014—至今北京大学光华管理学院商务统计与经济计量系副教授奖励和荣誉 2008 Deming Student Scholar Award 2010 光华教学二等奖 2012《如何教好商学院的统计学研究生课程》被评为校级教学成果二等奖 2013 Emerald best paper 2014-2015 荣获光华管理学院优秀课程奖励 2015 AOM best paper 2018 北京大学教学优秀奖 2019 中国工商银行奖教金优秀教师奖

研究领域

员工行为大数据研究员工适应、胜任和发展员工与组织的匹配和发展

近期论文

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With Wenxin Wu and Zixun Zhou (2023). Targeted poverty alleviation disclosure and analyst forecast accuracy: Evidence from a quasi-natural experiment. Finance Research Letters. 54,103767. With 刘贝妮、徐振宇 (2023). “失却锋芒: 父母性别偏见对女性职场表现的负面影响”,《心理学报》,已录用. With Scott B. Dust and Shengming Liu. COVID-19 and the Great Resignation: The Role of Death Anxiety, Need for Meaningful Work, and Task Significance. Journal of Applied Psychology. Forthcoming. With Shengming Liu, Ning Li (2023). Good Soldiers Instead of Good Change Agents: Examining the Dual Effects of Self-Sacrificial Leadership on Pro-Social Behavior and Change-Oriented Behavior in Teams. Journal of Management. Forthcoming. With Yueting Ji, Haiyang Liu, Shengming Liu, and Zixiang Lin. (2023). Are narcissists more creative? Only if we believe it: How narcissism can relate to creativity. Frontiers in Psychology, 13, 1091770-1091770. With Ye Li, Lea Waters et al. (2022). Significant Task Activates Trait Gratitude for Organizational Citizenship Behaviors:The Mediating Role of Psychological Availability. European Journal of Work and Organizational Psychology. 31(6):817-829 With 王为久、孟元琦 (2022).“社会支持与情感动机如何驱动盲盒消费的驱动机制分析”,《商业经济研究》,13,62-67. With 王为久、徐博希、孟思雨、魏钊 (2022). “基于XGBoost算法的非法经营罪量刑预测模型构建及应用”,《情报探索》,9,20-28. With Haiyang Liu, Scott B. Dust and Yueting Ji (2021). Leader-Follower Risk Orientation Incongruence, Intellectual Stimulation, and Creativity: A Configurational Approach. Personnel Psychology,74(1),143-173. With Yaqiong Wang and Yundong Tu (2021). Uncovering the invisible effect of air pollution on stock returns: a moderation and mediation analysis. Finance Research Letters,39,101646. With Yating Wan, Hui Huang and Songxi Chen (2021). A spatio-temporal model for the analysis and prediction of fine particulate matter concentration in Beijing. Environmetrics, 32(1), e2648. With Lei Yao and Ekin K. Pellegrini (2021). The Boss's Long Arm: The Differential Impact of Authoritarian and Benevolent Leadership on Spousal Family Satisfaction. Frontiers in Psychology, 12, 780030. With 马力、王为久 (2021). “数字化时代销售人员自我领导行为对离职的影响”，《外国经济与管理》，43(11)，26-40. With 王雅琼、王菲菲 (2021). “隐含动态地理统计校准模型--以PM2.5污染分析为例”，《数理统计与管理》, 2, 191-204. With 陈丽萍 (2021). “牛顿式管理与量子管理”，《企业管理》，1(473)，122-123. With 安月 (2020). “数字化升级打破制造传统”，《企业管理》，8，108-110. 翻译《使用R进行质性研究：一种系统性的方法》一书--Chandra, Y., & Shang, L. (2019). Qualitative research using R: A systematic approach. Springer. With Xin Qin and Peter Hom (2019). Am I a peasant or a worker? An identity strain perspective on why and when developing-world migrants quit. Human Relations,72(4), 801-833. With Xin Qin, Scott B. Dust and, Marco S. Direnzo (2019). Supervisor-subordinate proactive personality congruence and psychological safety: a signaling theory approach to employee voice behavior. The Leadership Quarterly, 30(4), 440-453. With Dong Ju, Xin Qin and Paul Spector (2019). A multilevle study of abusive supervision, norms and personal control on counterproductive work behavior: A theory of planned behavior approach. Journal of Leadership and Organizational Studies, 26(2), 163-178. With 吴涵卿，刘古权 (2018). “数字化协同催升企业绩效 ”,《董事会》，8，80-81. With Liu, Haiyang, Jack Ting-Ju Chiang, Ryan Fehr & Siting Wang (2017). How do leaders react when treated unfairly? Leader narcissism and self-interested behavior in response to unfair treatment. Journal of Applied Psychology, 102(11), 1590. With Ping-Shou Zhong and Wei Wang (2016). Detecting Variance Change-Points for Blocked Time Series and Dependent Panel Data. Journal of Business & Economic Statistics, 34(2): 213-226. With Dong Ju, Xin Qin and Marco S. Direnzo (2016). Boundary Conditoins of the Emotional Exhaustion-Unsafe Behavior Link: The Dark Side of Group Norms and Personal Control. Asia Pacific Journal of Management, 33(1), 113-140. With 刘海洋、刘圣明、王辉 (2016).“领导与下属权力距离的一致性对下属工作绩效的影响及其机制”,《南开管理评论》, 19(5)，55—65. With 安超、雷明 (2014).“后金融危机时代个体认知、反应机制与理财方式选择关系分析”,《商业时代》, 33，90-91. With Xin Qin, Marco S. Direnzo and Yilong Duan (2014). When do emotionally exhausted employees speak up? Exploring the potential curvilinear relationship between emotional exhaustion and voice. Journal of Organizational Behavior, 35(7), 1018-1041. With Xin Qin, Peter Hom and Dong Ju (2014). Applying the job demands resources model to migrant workers:Exploring how and when geographical distance increases quit propensity. Journal of Occupational and Organizational Psychology, 87(2), 303-328. With Yi Han and Enying Zheng(2014). The influence from the past: organizational imprinting and firms'compliance with social insurance policies in China. Journal of Business Ethics, 122, 65-77.