涂乙冬副教授🔥 副教援 工商部门处理系 Email: ydtu@whxlklv.com 联系电话:+86-27-68753119 医生,处理学,西安大学时本科社会划算与处理实训基地(2008—2015年) 学士学位, 处理学, 西安大学时本科社会划算与处理实训基地 (2004—2008) 每个人手机网页或详尽CV链接搜索
教学和米乐m6 领域
教程课程培训:组织开展行为表现学(专升本生、MBA)、人工成本费能源操作的办法(专升本生)、领导层力(MBA)、操作的办法米乐m6 的办法(专升本、米乐m6 生毕业、医学博士) 米乐m6 范畴:领军力、劳动力自然资源治理、公司员工享福感学术经历
企业管理与实践经历
咨询与培训经历(政府或企业)
获奖与荣誉
2019武汉市大学考研MBA最受追捧幼儿老师 2019武汉市师范大学区域经济与管理制度工程学院大学评教前十强 2018承德综合大学MBA最受邀请小编 2014南京大学时文化社会各界科学课米乐m6 三等奖(优化第2)编审经历
Editorial Review Board Membership
Management and Organization Review (2022-2025) Anonymous Reviewer International Journal of Hospitality Management, Journal of Business Ethics, Journal of Business Research, Social Indicators Research, International Journal of Human Resource Management, Journal of Managerial Psychology, Employee Relations, Personnel Review, European Journal of Work and Organizational Psychology, European Journal of Management, Journal of Career Development, Asian and Pacific Journal of Human Resources, Leadership & Organization Development Journal, Ethics & Behavior, Current Psychology,心里问题学报,经济条件治理工作,心里问题科学技术,治理工作发表网评,中国现代财讯,珞珈治理工作发表网评专业组织会员与资格证
特邀演讲与媒体报道
主要论文及书籍(近五年或过去十年较有社会影响力的)
国际期刊论文
*象征网络通信编辑Wang, S.,Tu, Y. *, Zhao, T., Yang, Y. (in press). Focusing on the Past, Present, or Future? Why Proactive Personality Increases Weekly Subjective Well-Being,Journal of Happiness Studies. 10.1007/s10902-021-00461-7
Li, D., Li, Y., Hu, Y.,Tu, Y*(in press). How do Servant Leadership and Self-Esteem at Work Shape Family Performance in China? A Resource Gain Development Perspective.Management Decision. DOI: 10.1108/MD-08-2020-1104
Tu, Y., Zhang, Y., Yang, Y., Lu, S (in press). Treat Floating People Fairly: How Compensation Equity and Multilevel Social Exclusion Influence Prosocial Behavior among China’s Floating Population.Journal of Business Ethics. DOI: 10.1007/s10551-020-04641-y
Tu, Y*., Li, D., Wang, H-J (2021). COVID-19 Induced Layoff, Survivors’ COVID-19 Related Stress and Performance: The Moderating Role of Social Support,International Journal of Hospitality Management. 95, 102912.
Tu, Y., Lu, X. Wang, S., Liu, Y. (2020). When and Why Conscientious Employees Are Proactive: A Three-wave Investigation on Employees' Conscientiousness and Organizational Proactive Behavior.Personality and Individual Differences, 159, 109865
Tu, Y., Zhang, Y., Lu, X. Wang, S. (2020). Differentiating Two Facets of Trust in Colleagues: How Ethical Leadership Influences Cross-team Knowledge Sharing,Leadership & Organizational Development Journal, 41(1), 88–100.
Wang, S., Li, Y.,Tu, Y. *(2019). Linking Proactive Personality to Life Satisfaction in The Chinese Context: The Mediation of Interpersonal Trust and Moderation of Positive Reciprocity Beliefs.Journal of Happiness Studies, 20(8), 2471–2488.
Tu, Y., Lu, X., Choi, J., Guo, W. (2019). Ethical Leadership and Team-Level Creativity: The Mediation of Psychological Safety Climate and Moderation of Supervisory Support for Creativity.Journal of Business Ethics, 159(2), 551–565.
Zhang, S.,Tu, Y.* (2018). Cross-Domain Effects of Ethical Leadership on Employee Family and Life Satisfaction: The Moderating Role of Family-Supportive Supervisor Behaviors,Journal of Business Ethics, 152(4), 1085–1097.
Li, Y., Li, D.,Tu, Y.*, Liu, J. (2018). How and When Servant Leadership Enhances Life Satisfaction.Personnel Review, 47(5), 1077–1093.
Tu, Y., Lu, X., Yu, Y. (2017). Supervisors’ Ethical Leadership and Employee Job Satisfaction: A Social Cognitive Perspective.Journal of Happiness Studies, 18(1), 229–245.
Tu, Y., Lu, X. (2016) Work-to-Life Spillover Effect of Leader-Member Exchange at Groups: The Moderating Role of Group Power Distance and Employee Political Skill,Journal of Happiness Studies, 17(5), 1873–1889.
Lu, X.,Tu, Y.*, Li, Y., Ho, C., (2016). HCHRM and Turnover Intention: Affective and Normative Perspectives,Employee Relations. 38(5), 741–754.
Tu, Y., Lu, X (2016). Do Ethical Leaders Give Followers the Confidence to Go the Extra Mile? The Moderating Role of Intrinsic Motivation,Journal of Business Ethics, 135(1), 129–144.
Tu, Y., Zhang, S (2015). Loneliness and Subjective Well–Being among Chinese Undergraduates: The Mediating Role of Self–Efficacy,Social Indicators Research, 124(3), 963–980.
Li, Y., Xu, J,Tu, Y.*Lu, X.X. (2014).Ethical Leadership and Subordinates’ Occupational Well-being: A Multi-Level Examination in China,Social Indicators Research, 116(3), 823-842.
Tu, Y., Lu, X.X. (2013). How Ethical Leadership Influence Employees’ Innovative Behavior: A Perspective of Intrinsic Motivation.Journal of Business Ethics,116(2), 441–455.
国内期刊论文
涂乙冬(2020),业务驱动型行动学习视角下的高校教师领导力开发,河南财政税务高等专科学校学报,34(3),79–83.
王烁砾,李燕萍,郭玮,涂乙冬(2020)*,团队道德型领导、团队公平氛围及员工建言行为,珞珈管理评论, 33(2), 65–78.
陆欣欣,涂乙冬*(2018),分享还是不分享:社会困境视角下知识分享,心理科学进展, 26 (11), 2057–2067.
涂乙冬*,陆欣欣(2017).重赏之下必有勇夫?创新奖励与员工及团队创造力的机制米乐m6 ,珞珈管理评论, 20(1), 62–76.
李太,郭静, &涂乙冬(2017).融入型领导对新员工社会化影响机制米乐m6 :基于构建主义的视角.中国人力资源开发, 34(7), 50–58.
刘蕴,李燕萍,涂乙冬(2016),员工为什么乐于助人?多层次的领导-部属交换、人际公平与帮助行为米乐m6 ,心理学报, 48(4), 385–397.
陆欣欣,涂乙冬*(2015),工作投入的短期波动,心理科学进展, 23(2), 268–279.
涂乙冬,俞悦(2015),教师领导力对大学生成绩的影响机制米乐m6 ,郑州轻工业学院学报(社会科学版), 16(2), 96–100.
涂乙冬,陆欣欣,郭玮,王震(2014).道德型领导得到了什么?道德型领导、团队领导-部属交换及领导者的收益,心理学报, 6(9),1378−1391.
陆欣欣,涂乙冬(2014)*.来源于组织性的自尊心的教学环节化与支持性,心态科学合理进况, 22(1), 130−138.侯烜方,李燕萍,涂乙冬(2014),新生代工作价值观量表开发及其对绩效的影响,心理学报, 46(6), 823−840.
李燕萍,涂乙冬(2012),组织公民行为的价值米乐m6 ,管理世界, (5): 1–7.
李燕萍,涂乙冬* (2011),与领导关系好就能获得职业成功?一项有调节的中介作用,心理学报, (8): 941–952.
李太,涂乙冬*(2013),李燕萍.团队中的关系,迎合与职业成功——基于戏剧理论的解释框架,南开管理评论,(2): 36–46.
涂乙冬(2013),领导-部属交换与员工帮助行为:一项三维交互米乐m6 ,管理科学,26(5),30–38.
李燕萍,涂乙冬,高婧(2012),领导-部属交换对员工工作压力的影响及其作用机制,管理学报, (8):1170–1177.
涂乙冬,李燕萍(2012),领导-部属交换、双重认同与员工行为探析,武汉大学学报(社会哲学版),(6):128–132
案例及实践型论文
涂乙冬,范亚军,陈鑫,周鑫垚,李粤,张禹欣.转为危机:鸿辉机械的抗疫之道,中国工商管理案例共享中心
Tu, Y., Du, J.,Chung,G., Choi, J. (2012).A Cross-Border M&A in China, inSeoul National University Management Research Center Business Cases. 23 (pp. 119-140) Seoul: Udeumji
国际会议论文
Tu, Y. Lu, X., Wang, S.L. Zhou, X. How and When LMX Influences Employee Career Satisfaction: The Mediation of Professional Identification and Moderation of Job Autonomy. International Association of Chinese Management Research, Xi-an, 2021 Lu, X., Kluemper, D., Tu, Y.How Challenge and Hindrance Appraisal Jointly Affect Employee Performance?81st Annual Meeting of the Academy of Management, 2021 Li, Y., Li, D., Tu, Y., Liu, J. How and When Servant Leadership Enhances Life Satisfaction,International Association of Chinese Management Research, Wuhan,2018. Xu, J., Tu, Y., How Ethical Leadership Makes Subordinates Work Happily? The Moderation of Collectivism, International Association of Chinese Management Research, Hong Kong, 2012. 《中国现代人工手动操作成本信息联合开发》最后届(2020)公司报告书“社会上责任事故型人工手动操作成本信息菅理对找工作有意向和做法的影晌:一种鉴于猪疫情绪的测试米乐m6 ”,获会的忧秀参考文献奖(8/120篇)青岛道路交通大学专业,2020.11教材
学术论文涂乙冬.道德型领导:提升企业绩效、团队创造力与员工幸福感,社会科学文献出版社.2020年9月.
涂乙冬,社会交换和社会认同理论视角的员工-组织关系米乐m6 ,武汉大学出版社, 2015年9月
李燕萍,涂乙冬,新型农民开发与新农村建设(专著),武汉大学出版社, 2012年2月
其他
科研项目
纵向项目
国家的清新有效新基金项目流程:生活责任义务型人为市场经营对组织开展内职业道德型上级领导源源不断的机制化米乐m6 ,年分:2018-2022,产品编号:71872139 学校部人文教育社科好项目:道德教育型带领对员工离职职业角色绿色健康的干扰体制,年号:2018-2021,编码: 18YJC630164 2016年度成都大学时有意识的主动科研管理(人文历史社交科学的)青年党员楼盘:职业选择道德型领导人员对业务人员职业选择身心健康的导致逻辑米乐m6 ,农历日期:2018-2020 发展中国家自然是科学性母基金项目流程:研发部门组织的荣辱观型领导班子、主動性人格结构与基本常识qq分享的高档次米乐m6 :因为生活危机的角度 ,农历年:2015–2017,标码: 71402127 江西省科学技术发展支撑力预计软有效米乐m6 类工程:江西省中小型企业科学技术发展多元化人材与研制团对创立力米乐m6 ,年现:2015–2016,编号规则: 2015BDF082 2010年度广州市科技改革创新局软实验米乐m6 预计产品:广州市生产加工业制造业厂家研发部的人才建成与制造业厂家改革创新,年度:2016–2017,代号: 2016040306010207.横向项目
国际合作项目
Korea Foundation for Advanced Studies, How Ethical Leadership Influences Group and Individual Creativity: An Empirical Study in China, 2014–2015.测试2维码 注重系官宣支付宝 获利最新头条动图
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