近期论文
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战略人力资源管理(Strategic Human Resource Management)
[1] Xi, M., He, W., Ryan, F., & Zhao, S. (2022). Feeling Anxious and Abusing Low Performers: A Multilevel Model of High Performance Work System and Abusive Supervision. Journal of Organizational Behavior (SSCI, JCR Q1, IF = 8.174), 43(1): 91-111.
[2] Xi, M., Chen, Y., & Zhao, S. (2021). The Role of employees’ perceptions of HPWS in the HPWS-performance relationship: A multilevel perspective. Asia Pacific Journal of Management (SSCI, JCR Q2, IF = 5.616), 38(3):1113-1138.
[3] Xu, Q., Zhao, Y., Xi, M., & Li, F. (2020). Abusive supervision, high-performance work systems, and subordinate silence. Personnel Review (SSCI, JCR Q2, IF = 3.434), 49(8), 1637-1653.
[4] Wattoo, M.A., Zhao, S. & Xi, M. (2020). High‐performance work systems and work–family interface: job autonomy and self‐efficacy as mediators. Asia Pacific Journal of Human Resources (SSCI, JCR Q1, IF = 4.143), 58(1), 128-148.
[5] Zhao, S., Liu, M., & Xi, M. (2021). Guest editorial-Innovation-driven human resource management practices in the digital era. Chinese Management Studies (SSCI, JCR Q4, IF = 1.676), 15(4), 761-768.
[6] 曹曼, 席猛, & 赵曙明. (2019). 高绩效工作系统对员工幸福感的影响——基于自我决定理论的跨层次模型. 南开管理评论, 22(2), 176-185.
[7] 曹曼, 席猛, & 赵曙明. (2021). 高绩效工作系统对员工主动性行为的影响机制研究———基于社会情境理论视角的跨层次模型. 管理评论, 32(6), 244-254.
[8] 赵曙明, 席猛, & 蒋春燕. (2016). 人力资源管理重要性与能力对企业雇佣关系模式选择的影响. 经济管理, (4), 83-92.
[9] 张佳蕾, 王雪, 席猛, & 赵曙明. (2021). 多层次高绩效工作系统的感知差异研究: 现状述评与研究展望. 管理现代化, 1, 125-129.
[10] 邓文明, & 席猛. (2021). 零工经济背景下基于算法监视的自我实现循环文献述评与研究展望. 人力资源管理评论.
战略领导力与辱虐管理(Strategic Leadership & Abusive Supervision)(* 通信作者)
[1] Liu, Y., & Xi, M.* (2021). Linking CEO entrepreneurial orientation and firm performance: the perspective of middle managers’ cognition. Entrepreneurship Theory and Practice (FT 50, SSCI, JCR Q1, IF = 10.075, 创业研究领域一流期刊). Doi: 10.1177/10422587211033571.
[2] Xi, M., Zhao, S., & Xu, Q. (2017). The influence of CEO relationship-focused behaviors on firm performance: A chain-mediating role of employee relations climate and employees’ attitudes. Asia Pacific Journal of Management (SSCI, JCR Q2, IF = 5.616), 34(1), 173-192.
[3] Liu, Y., Xi, M., Jia, Y., & Geng, X. (2021). Chief Executive Officers Entrepreneurial Orientation, Dynamic Capabilities and Firm Performance: The Moderating Effect of Manufacturing Industry. Frontiers in Psychology (SSCI, JCR Q2, IF= 2.990), 12: 707971. doi: 10.3389/fpsyg.2021.707971.
[4] Xu, Q., Zhao, Y., Xi, M*., & Zhao, S. (2018). Impact of benevolent leadership on follower taking charge: Roles of work engagement and role-breadth self-efficacy. Chinese Management Studies (SSCI, JCR Q4, IF = 1.676), 12(4), 741-755.
[5] Liu, Y., Xi, M*., Li, F., & Geng, X. (2021). Linking CEO relationship-focused leadership and corporate entrepreneurship: A multilevel moderated mediation model. Chinese Management Studies (SSCI, Q4, IF = 1.676), 15(4), 940-958.
[6] 徐云飞, 席猛, & 赵曙明. (2021). 包容性领导对员工主动行为的影响机制:——基于社会影响理论的视角. 管理评论, (6),201-212.
[7] 席猛,许勤, 仲为国, & 赵曙明. (2015). 辱虐管理对下属沉默行为的影响——一个跨层次多特征的调节模型. 南开管理评论, 18(3), 132-140.
[8] 许勤, 席猛, & 赵曙明. (2015). 辱虐管理与员工反生产行为的曲线关系研究. 经济管理, 37(6), 143-153.
[9] 马吟秋, 席猛, 许勤, & 赵曙明. (2017). 基于社会认知理论的辱虐管理对下属反生产行为作用机制研究. 管理学报, 14(8), 1153.
[10] 许勤, 席猛, & 赵曙明. (2015). 基于工作投入与核心自我评价视角的辱虐管理与员工主动行为研究. 管理学报, 12(03), 347.
雇佣关系/劳动关系 (Employment Relationship & Labor Relations)
[1] Xi, M., Xu, Q., Wang, X., & Zhao, S. (2017). Partnership Practices, Labor Relations Climate, and Employee Attitudes: Evidence from China. ILR Review (SSCI, JCR Q1, IF = 4.543; 产业与劳动关系领域一流期刊), 70(5), 1196-1218.
[2] Xi, M., Zhou, L., Zhang, X., & Zhao, S. (2021). Labor relations conflict in China: An analysis of conflict measure, conflict solution and conflict outcomes. International Journal of Human Resource Management (SSCI, JCR Q2, IF = 5.546). https://doi.org/10.1080/09585192.2021.1903966
[3] 席猛, & 赵曙明. (2014). 劳资冲突研究述评: 定义, 前因及研究新视角. 管理学报, 11(3), 455-461.
[4] 席猛, 刘玥玥, 徐云飞, 曹曼, & 徐志静. (2018). 基于社会交换理论的多重雇佣关系模式下员工敬业度研究. 管理学报, 15(8), 1144-1152.
[5] 席猛, & 赵曙明. (2013). 劳动关系集体化转型中的经济困境与对策--以制造业为例. 华东经济管理, 27(7), 116-120.
[6] 徐云飞, 席猛, & 赵曙明. (2017). 员工-组织关系研究述评与展望. 管理学报, 14(3), 466-474.
[7] 刘玥玥, & 席猛*. (2018). 民营企业党组织对促进企业劳动关系和谐发展的作用研究——以安徽虹亚集团为例. 中国人力资源开发, 35(2), 98-108.
[8] 张戌凡, & 席猛*. (2019). 工会实践对员工工作幸福感的影响:基于工具−情感的双路径视角. 心理科学进展, 27(8), 1354-1362.
其他 (Others)
[1] Wattoo, M.A., Zhao, S., & Xi, M. (2018). Perceived organizational support and employee well-being: Testing the mediatory role of work–family facilitation and work–family conflict. Chinese Management Studies (SSCI, JCR Q4, IF = 1.676), 12(2), 469-484.
[2] 席猛, 王丽, & 蒋春燕. (2014). 组织公平各维度对员工沉默与建言行为的差异化影响及其作用机制研究. 南大商学评论, 03, 159-178.
[3] 席猛, & 赵曙明. (2018). 亲组织非伦理行为研究述评与未来展望. 人力资源管理评论, 1, 4-14.
会议与工作论文
Academy of Management Meetings (AOM)
1. Liu, Y., Xi, M., Li, F., & Geng, X. (2021). CEO Relationship-focused Leadership, Organizational Identification and Corporate Entrepreneurship. In Academy of Management Proceedings (Vol. 2021, No. 1, p. 13089). Briarcliff Manor, NY 10510: Academy of Management.
2. Liu, Y., Wei, D., & Xi, M. (2021, July). How Does CEO Entrepreneurial Orientation Impact on Employee Innovative and Proactive Behavior? In Academy of Management Proceedings (Vol. 2021, No. 1, p. 15020). Briarcliff Manor, NY 10510: Academy of Management.
3. Xi, M., Chen, Y., & Liu, Y. (2020). “Best Practices” or “Best Fit”: Exploring the Effects of the HR Systems and Contexts on Outcomes. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 14324). Briarcliff Manor, NY 10510: Academy of Management.
4. Liu, Y., & Xi, M. (2020). CEO Strategic Leadership, High-performance Work Systems, and Corporate Entrepreneurship. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 13320). Briarcliff Manor, NY 10510: Academy of Management.
5. He, W., & Xi, M. (2019, July). When Will High Performance Work Systems Increase Managers’ Abusive Supervisory Behaviors? In Academy of Management Proceedings (Vol. 2019, No. 1, p. 16379). Briarcliff Manor, NY 10510: Academy of Management.
6. Wang, X., Xi, M., & Zhao, S. (2018, July). Authentic CEO as an Engine of Relations Climate: from a Human Capital Perspective. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 12311). Briarcliff Manor, NY 10510: Academy of Management.
7. Xi, M., Xu, Y., Cao, M., & Zhao, S. (2017). What Employees Can Get After They Voice toward Their Supervisors? In Academy of Management Proceedings (Vol. 2017, No. 1, p. 15034). Briarcliff Manor, NY 10510: Academy of Management.
8. Xi, M., Chen, Y., & Zhao, S. (2016). The Role of Employees’ Perceptions in the HPWS-Performance Relationship: A Multilevel Perspective. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 15245). Briarcliff Manor, NY 10510: Academy of Management.
9. Liu, X., Xi, M., & Jiang, C. (2016). The role of political ties and business ties in the whole process of exploratory innovation. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 16936). Briarcliff Manor, NY 10510: Academy of Management.
10. Xi, M., Wang, X., Qin, X., & Zhao, S. (2015). How to Solve Employment Relationship Disputes in China: A Partnership Perspective. In Academy of Management Proceedings (Vol. 2015, No. 1, p. 16556). Briarcliff Manor, NY 10510: Academy of Management.
11. Qin, X., Xi, M., Zhao, S., & Li, F. (2015). Abusive Supervision and Subordinate Silence: A Cross-Level Investigation of the Role of HPWS. In Academy of Management Proceedings (Vol. 2015, No. 1, p. 17340). Briarcliff Manor, NY 10510: Academy of Management.
International Association of Chinese Management Research (IACMR)
1. 刘玥玥, 席猛. 2021. CEO战略型领导行为、高绩效工作系统和公司企业家精神:企业生命周期的调节作用.中国管理研究国际学会2021年会 (IACMR), 6月16-20日, 中国西安
2. 刘玥玥, 席猛, 李菲菲,耿修林. 2021. CEO企业家精神、动态能力与企业绩效:环境不确定性与制造业的调节作用. 中国管理研究国际学会2021年会 (IACMR), 6月16-20日, 中国西安
3. Wang, X. Y., Xi, M., Zhao, S.M. Chen, H. 2018. The Effect of CEO Authentic Leadership on Employee Turnover: A Human Capital Perspective. International Association for Chinese Management Research Conference (IACMR), June 13-17, Hangzhou, China.
4. Xu, Q., Xi, M., & Zhao S.M. 2016. Impact of Benevolent Leadership on Follower Taking Charge: Role of Work Engagement and Role-Breadth Self-Efficacy. International Association for Chinese Management Research Conference (IACMR), June 15-19, Hangzhou, China.
5. Xi, M., Xu, Q., Wang, X.Y., & Zhao, S.M. 2016. The Influence of CEO Relationship-focused Behaviors on Firm Performance: A Chain-Medicating Role of Employee Relations Climate and Employee Attitudes. International Association for Chinese Management Research Conference (IACMR), June 15-19, Hangzhou, China.
6. 赵曙明, 席猛, 王小予. 2016. 中国企业雇佣关系模式选择——基于企业人力资源管理性与能力匹配的视角.中国管理研究国际学会2016年会(IACMR),6月15-19日,中国杭州
7. 席猛,赵曙明. 2014. 虐管理对下属沉默行为的影响——一个社会认知理论的视角. 中国管理研究国际学会2014年会(IACMR),6月18-22日,中国北京
8. Xi, M., & Zhao S. M. 2014. Abusive Supervision and Counterproductive Work Behavior: Exploring the Effects of Employee’s Psychological Contract Breach and Self-construal. International Association for Chinese Management Research Conference (IACMR), June 18-22 Beijing, China.