程垦 - 浙江工业大学 - 马克思主义学院

个人简介

程垦博士毕业于同济大学经济与管理学院，现任浙江工业大学管理学院工商管理系讲师，研究成果发表在《心理学报》、《管理科学》、Journal of Business Research等国内外期刊。教育背景 2017.9-2020.4 同济大学工商管理管理学博士 2014.9-2017.4 上海大学企业管理管理学硕士职业经历 2020.7-至今浙江工业大学管理学院工商管理系讲师

研究领域

致力于研究组织中的非伦理行为与利他动机

近期论文

查看导师新发文章（温馨提示：请注意重名现象，建议点开原文通过作者单位确认）

Luo, J., Guo, L., & Cheng, K.* (in press). The impact of exploitative leadership on scientific creativity: Based on affective events theory. Science and Technology Process and Policy. [罗瑾琏, 郭利敏, 程垦*. (印刷中). 苛敛型导师对科研创造力的影响:情感事件理论视角. 科技进步与对策.] Cheng, K.*, Lin, Y., Xia, Q., & Guo, L. (in press). How does supervisor-subordinate guanxi influence unethical pro-supervisor behavior? A study based on the Chinese cultural context. Foreign Economics and Management. [程垦*, 林英晖, 夏青, 郭利敏. (印刷中). 上下级关系如何影响亲上级非伦理行为?——基于中国文化情境的研究. 外国经济与管理.] Guo, L., Cheng, K., & Luo, J.* (in press). The effect of exploitative leadership on knowledge hiding: A conservation of resources perspective. Leadership and Organization Development Journal. Cheng, K.*, & Lin, Y. (in press). The influence of responsible leadership and organizational punishment on unethical pro-organizational behavior. Journal of Management Science. [程垦*, 林英晖. (印刷中). 责任型领导与组织惩罚对亲组织非伦理行为的影响. 管理科学.] Guo, L., Zhao, H.*, Cheng, K., & Luo, J. (2020). The relationship between abusive supervision and unethical pro-organizational behavior: Linear or curvilinear? Leadership and Organization Development Journal, 41, 369-381. Cheng, K.*, Wei, F., & Lin, Y. (2019). The trickle-down effect of responsible leadership on unethical pro-organizational behavior: The moderating role of leader-follower value congruence. Journal of Business Research, 102, 34-43. Cheng, K.*, & Lin, Y. (2019). Unethical pro-organizational behavior: A motivational perspective. Advances in Psychological Science, 27, 1111-1122. [程垦*, 林英晖. (2019). 动机视角下的亲组织不道德行为. 心理科学进展, 27, 1111-1122.] Cheng, K.*, & Lin, Y. (2019). Does organizational identification really promote unethical pro-organizational behavior? The role of socially responsible human resource management. Journal of Psychological Science, 42, 688-694. [程垦*, 林英晖. (2019). 组织认同一定会促进亲组织非伦理行为吗?社会责任型人力资源管理的作用. 心理科学, 42, 688-694.] Cheng, K.*, & Lin, Y. (2017). Congruence in organizational support and new generation employees' turnover intention: The mediating role of employee well-being. Acta Psychologica Sinica, 49, 1570-1580. [程垦*, 林英晖. (2017). 组织支持一致性与新生代员工离职意愿:员工幸福感的中介作用. 心理学报, 49, 1570-1580.] Lin, Y.*, & Cheng, K. (2017). Differential leadership and employees' unethical pro-organizational behavior: A perspective of insider and outsider. Journal of Management Science, 30(3), 35-50. [林英晖*, 程垦. (2017). 差序式领导与员工亲组织非伦理行为:圈内人与圈外人视角. 管理科学, 30(3), 35-50.] Lin, Y.*, & Cheng, K. (2016). Leader-member exchange and employees' unethical pro-organizational behavior: A differential mode perspective. Journal of Management Science, 29(5), 57-70. [林英晖*, 程垦. (2016). 领导-部属交换与员工亲组织非伦理行为:差序格局视角. 管理科学, 29(5), 57-70.]