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廖书迪 副教授
作者: 时间:2018-10-26 点击数:

廖书迪

中文版 / English Version

77AB9F1F5E1C32A6E4976BDEAF7D102C

姓名: 廖书迪

学校:manbetx提现真快

职称: 副教授

学历: 华中科技大学管理学博士

导师资格:硕士研究生导师

Email: shudiliao@hubu.edu.cn/shudiliao@hotmail.com

所在系部:工商管理 - 人力资源管理系

所在博士学位点:

所在学术型硕士学位点:工商管理-企业管理

所在专业型硕士学位点:工商管理硕士(MBA

主讲课程: 管理学(双语)、人力资源开发  、绩效与薪酬管理

研究领域:管理伦理和道德;领导力;员工主动行为;创造力

个人简介

本科毕业于加拿大多伦多乔治布朗manbetx注册页面旅游与酒店管理运营专业,在国外酒店及人力资源行业工作多年,积累了一定的经验,回国后在华中科技大学获得了硕士和工商管理博士学位,研究人力资源管理和组织行为的相关主题领域,在SSCI和中文核心期刊上以第一或通讯作者发表十余篇论文。担任期刊Business Ethics: A European Review (SSCI, Q1, IF:3.029); Psychology Research and Behavior Management (SSCI,Q2, IF: 1.840); International Journal of Contemporary Hospitality Management (SSCI, Q1, IF:3.957)的同行评审专家。目前主持国家自然科学基金青年项目和湖北省教育厅青年项目各一项。

主要研究成果

期刊文章(*表示通讯作者)

[1] Liu, Y., Zhou, X., Liao, S.,* Liao, J., Guo, Z. (online first).The Influence of Transactive Memory System on Individual Career Resilience: The Role of Taking Charge and Self-Promotion. International journal of environmental research and public health. ( SSCI,Q1, IF:2.468)

[2] Jia, X., Liao, S.,* Van der Heijden, B. I., & Guo, Z. (online first). The effect of socially responsible human resource management (SRHRM) on frontline employees’ knowledge sharing. International Journal of Contemporary Hospitality Management. ( SSCI,Q1,IF:3.957)

[3] 刘智强,卫利华,周空,廖书迪. (online first). 地位冲突的双面特性与团队创新. 南开管理评论. (国家自然科学基金委认定A类)

[4] Li, S., Liao, S.,* Sun, F., & Guo, Z. (2019). Does Differentiated Leadership Threaten Who I Am? Introducing a Self-Verification Perspective to Explain the Curvilinear Effect of Differentiated Empowering Leadership. Frontiers in Psychology, 10, 1903. ( SSCI, Q2, IF: 2.1)

[5] Liao, S., Zhou, X., Guo, Z., & Li, Z. (2019). How Does Leader Narcissism Influence Employee Voice: The Attribution of Leader Impression Management and Leader-Member Exchange. International journal of environmental research and public health, 16(10), 1819. ( SSCI,Q1, IF:2.468)

[6] 卫利华, 刘智强, 廖书迪,* 龙立荣, & 廖建桥. (2019). 集体心理所有权, 地位晋升标准与团队创造力心理学报, 51(6), 677-687. (国家自然科学基金委认定A类)

[7] Bao, Y., Liao, S.,* Liao, J., Zhang, Y., & Deng, C. (2019). A Study of the Mechanism of the Congruence of Leader-Follower Power Distance Orientation on Employees’ Task Performance. Frontiers in psychology, 10, 615. ( SSCI, Q2, IF: 2.1)

[8] Li, S., & Liao, S.* (2017). Help Others and Yourself Eventually: Exploring the Relationship between Help-Giving and Employee Creativity under the Model of Perspective Taking. Frontiers in psychology, 8, 1030. ( SSCI, Q2, IF: 2.3)

[9] Zhou, X., Liao, J. Q., Liu, Y., & Liao, S.* (2017). Leader impression management and employee voice behavior: Trust and suspicion as mediators. Social Behavior and Personality: an international journal, 45(11), 1843-1854. (SSCI)

[10] 廖书迪,刘文兴,廖建桥. 自恋型领导与员工沉默行为的影响研究[J]. 工业工程与管理201612. (中文核心)

[11] 廖书迪,廖建桥. 自恋型领导:新时代面临的新问题[J]. 现代国企研究 2016.

[12] Guo, Y., Liao, J., Liao, S., & Zhang, Y. (2014). The mediating role of intrinsic motivation on the relationship between developmental feedback and employee job performance. Social Behavior and Personality: an international journal, 42(5), 731-741.(SSCI)

[13] Liu, S. M., Liao, J. Q., Liao, S., & Wei, H. (2014). The influence of prohibitive voice on proactive personality traits of extraversion, conscientiousness, and neuroticism. Social Behavior and Personality: an international journal, 42(7), 1099-1104.( SSCI )

[14] 廖书迪,廖建桥,毛江华. 负面信息对下属领导认同的领导效应[J]. 科技进步与对策, 2014, 31(10):1001-7348 (中文核心)

主要研究项目

纵向课题:

[1] 2018国家自然科学基金青年项目(主持):自恋型领导的多层作用机制及影响效应研究;

[2] 2018年湖北省教育厅基金(主持);

[3] 2017年湖北大学青年基金(主持):自恋型领导的影响效应研究。

横向课题:

[1] 贵州省众一集团金彩黔矿业有限公司薪酬绩效项目,子项目负责人,2012;

[2] 娄底市众一地产有限公司薪酬绩效项目,主要负责人,2013

[3] 武汉市洪山城市投资有限工资薪酬绩效项目,主要参与人,2013-至今;

[4] 武汉市回盛科技有限公司薪酬绩效项目,主要负责人,2014-至今;

[5] 武汉市回盛科技有限公司高层管理人员胜任力评估及提升项目,主要参与人,2015

Liao Shudi

Main Information

Name: Liao Shudi

Professional Title: Assistant Professor

Degree: PhD.

Supervisor Qualification

Email: shudiliao@hubu.edu.cn

DepartmentSchool of Management

CoursesPrinciple of Management; Human Resource Development  

Area of InterestsBusiness and moral ethics; Leadership; Proactive behaviors; Personality traits; Creativity

Introduction

My working and academic experience have given me a solid grounding in the field of management studies and I have developed a great interest in the area of leadership and organizational behaviors. My main focus in recent years has been the study of personality trait and ethical issues in organizations. I investigate this issue from the perspectives of leadership and followership. In my recent projects, I am trying to explore the mechanism between leader narcissism and employee behaviors. I am familiar with statistical and simulation tools and I enjoy learning new concepts and methodologies which I acquire easily. I consider myself as a hardworking person, able to adapt to new situations and to work effectively in team and individual basis.

Publication, monograph, awards and  etc.

 

[1] Liu, Y., Zhou, X., Liao, S.,* Liao, J., Guo, Z. (online first).The Influence of Transactive Memory System on Individual Career Resilience: The Role of Taking Charge and Self-Promotion. International journal of environmental research and public health. ( SSCI,Q1, IF:2.468)

[2] Jia, X., Liao, S.,* Van der Heijden, B. I., & Guo, Z. (online first). The effect of socially responsible human resource management (SRHRM) on frontline employees’ knowledge sharing. International Journal of Contemporary Hospitality Management. ( SSCI,Q1,IF:3.957)

[3] Li, S., Liao, S.,* Sun, F., & Guo, Z. (2019). Does Differentiated Leadership Threaten Who I Am? Introducing a Self-Verification Perspective to Explain the Curvilinear Effect of Differentiated Empowering Leadership. Frontiers in Psychology, 10, 1903.( SSCI, Q2, IF: 2.1)

[4] Liao, S., Zhou, X., Guo, Z., & Li, Z. (2019). How Does Leader Narcissism Influence Employee Voice: The Attribution of Leader Impression Management and Leader-Member Exchange. International journal of environmental research and public health, 16(10), 1819.( SSCI,Q1, IF:2.468)

[5] Bao, Y., Liao, S.,* Liao, J., Zhang, Y., & Deng, C. (2019). A Study of the Mechanism of the Congruence of Leader-Follower Power Distance Orientation on Employees’ Task Performance. Frontiers in psychology, 10, 615. ( SSCI, Q2, IF: 2.1)

[6] Li, S., & Liao, S.* (2017). Help Others and Yourself Eventually: Exploring the Relationship between Help-Giving and Employee Creativity under the Model of Perspective Taking. Frontiers in psychology, 8, 1030. ( SSCI, Q2, IF: 2.3)

[7] Zhou, X., Liao, J. Q., Liu, Y., & Liao, S.* (2017). Leader impression management and employee voice behavior: Trust and suspicion as mediators. Social Behavior and Personality: an international journal, 45(11), 1843-1854. (SSCI)

[8] Guo, Y., Liao, J., Liao, S., & Zhang, Y. (2014). The mediating role of intrinsic motivation on the relationship between developmental feedback and employee job performance. Social Behavior and Personality: an international journal, 42(5), 731-741.(SSCI)

[9] Liu, S. M., Liao, J. Q., Liao, S., & Wei, H. (2014). The influence of prohibitive voice on proactive personality traits of extraversion, conscientiousness, and neuroticism. Social Behavior and Personality: an international journal, 42(7), 1099-1104.( SSCI )

 

Research Project

Grants:

[1]    2018 Chinese National Science foundation of Junior Project ( 235,000 RMB)

 

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