组织行为与人力资源管理

教育背景：
2010年毕业于华中科技大学企业管理（人力资源管理）专业，获管理学博士学位。

工作经历：
2010-2012年在华南理工大学工商管理学院从事博士后研究。

学术兼职：
中国人力资源开发研究会理事（2018- ）
湖北省人力资源学会常务理事（2018- ）
湖北省青年科协副秘书长（2017- ）
《中国人力资源开发》编委（2020-）

武汉理工大学管理学院组织与人力资源管理系主任，MBA中心主任

1. Tang, C., Li, S., Ding, Y., Gopal, R. D., & Zhang, G. (2023). Racial Discrimination and Anti-discrimination: The COVID-19 Pandemic’s Impact on Chinese Restaurants in North America. Information Systems Research. Advanced online publication.  https://doi.org/10.1287/isre.2021.0568.（SSCI，UTD24，ABS4*）
2. He, W., Li, S. L., Feng, J., Zhang, G., & Sturman, M. C. (2021). When does pay for performance motivate employee helping behavior? The contextual influence of performance subjectivity. Academy of Management Journal, 64(1), 293-326. (SSCI，UTD24，ABS4*) 
3. Zhang, G., Wang, H., & Li, M. (2023). “A Little Thanks Changes My World”: When and why dirty work employees feel meaningfulness at work. Journal of Business Research, Advanced online publication. https://doi.org/10.1016/j.jbusres.2023.113913.（SSCI，ABS3） 
4. Cheng, H., Zheng, W., Zhou, J., Zhang, G., & Tang, S. (2023). The effects of work‐related electronic communication during nonwork time on employee workplace deviance. Applied Psychology: An International Review. Advanced online publication. https://doi.org/10.1111/apps.12506.（SSCI，ABS3）  
5. Zhou, K., Xia, Y., Zhang, G., He, W., & Jiang, K. (2023). Delayed pay and employee turnover: The buffering role of pay-for-performance. Human Resource Management, Advanced online publication. https://doi.org/10.1002/hrm.22191（SSCI，FT50，ABS4）  
6. Zhang, G., Wang, H., & Li, M. (2023). Leader narcissism, perceived leader narcissism, and employee outcomes: The moderating effect of goal congruence. Journal of Business Research, Advanced online publication. https://doi.org/10.1016/j.jbusres.2023.114115（SSCI，ABS3） 
7. Zhang, G., Peng, K., & Chen, S. (2023). The double-edged sword effect of high-performance work systems: investigating when and why high-performance work systems promote versus inhibit employee organizational citizenship behaviors. Asia Pacific Journal of Human Resources, 61(1), 168-195.(SSCI，ABS2) 
8. Chen, S., Liu, W., Zhang, G., & Tian, C. (2023). Is ethical human resource management effective for ethical voice? Role of moral efficacy and moral task complexity. Employee Relations, Advanced online publication. https://doi.org/10.1108/ER-05-2021-0220. (SSCI，ABS2) 
9. Zhang, G., Wang, H., Ma, R., & Li, M. (2022). High performance yet ethically risky? A self‐regulation perspective on the double‐edged sword effects of the performance‐oriented human resource system. Business Ethics, the Environment & Responsibility (formerly Business Ethics: A European Review), 31(2), 495-507. (SSCI，ABS3)  
10. Pu, X., Zhang, G., Tse, C. S., Feng, J., Tang, Y., & Fan, W. (2022). When does daily job performance motivate learning behavior? The stimulation of high turnover rate. Journal of Knowledge management, 26(5), 1368-1385. (SSCI，ABS2) 
11. Zhou, J., Zhan, Y., Cheng, H., & Zhang, G. (2022). Challenge or threat? Exploring the dual effects of temporal social comparison on employee workplace coping behaviors. Current Psychology, Advanced online publication. https://doi.org/10.1007/s12144-022-02999-y （SSCI，ABS1）  
12. Wan, M., Zhang, Y., Shaffer, M. A., Li, M., & Zhang, G. (2022). Conflict during the day keeps you unbalanced at night: a daily investigation of work task conflict, coworker support and work-family balance. International Journal of Conflict Management, 33(3), 519-537.（SSCI，ABS2）  
13. Li, S. L., Chen, Z. X. G., & Zhang, G. (2021). Exploring the effects of workplace deviance on perpetrators’ own work outcomes: the role of benevolent leadership in regulating fear activation and implication. Journal of Management & Organization, Advanced online publication. https://doi.org/10.1017/jmo.2021.19 (SSCI，ABS2) 
14. Chen, S., Liu, W., Zhang, G., & Wang, H. J. (2022). Ethical human resource management mitigates the positive association between illegitimate tasks and employee unethical behaviour. Business Ethics, the Environment & Responsibility (formerly Business Ethics: A European Review), 31(2), 524-535. (SSCI，ABS3) 
15. Zhang, G., Mao, J., & Hong, B. (2022). When will an unethical follower receive poor performance ratings? It depends on the leader’s moral characteristics. Ethics & Behavior, 32(5), 413-430. (SSCI)  
16. Guo, L., Mao, J. Y., Huang, Q., & Zhang, G. (2022). Polishing followers' future work selves! The critical roles of leader future orientation and vision communication. Journal of Vocational Behavior, Advanced online publication. https://doi.org/10.1016/j.jvb.2022.103746.(SSCI，ABS4)  
17. Zhang, G., & Chen, S. (2021). Effect of peer work performance on the focal employee’s voice taking: The role of trust and self-construal. Psychological Reports, 124(2), 771-791. (SSCI，ABS2)  
18. Chen, S., Fan, Y., Zhang, G., & Zhang, Y. (2021). Collectivism-oriented human resource management on team creativity: effects of interpersonal harmony and human resource management strength. The International Journal of Human Resource Management, 32(18), 3805-3832. (SSCI，ABS3)  
19. Zhang, G., Chen, S., Fan, Y., & Dong, Y. (2019). Influence of leaders' loneliness on voice-taking: the role of social self-efficacy and performance pressure. International Journal of Mental Health Promotion, 13-29. (SSCI) 
20. Chen, S., Zhang, G., Jiang, W., Shi, S., & Liu, T. (2019). Collectivism-oriented HRM and individual creative contribution: The roles of value congruence and task interdependence. Journal of Management & Organization, 25(2), 211-223. (SSCI，ABS2)

[1] 国家自然科学基金面上项目，71972149，脏工作如何不脏？中国情境下肮脏工作的内涵结构、作用机制及干预策略研究2020/01-2023/12，主持，在研。
[2] 教育部人文社会科学研究一般项目，19YJA630108，非工作时间电子沟通对员工偏差行为的影响研究：基于道德许可理论的视角2019/01-2021/12，主持，在研。
[3] 国家社会科学基金青年项目，12CGL052，基于社会网络嵌入视角的人力资源实践包对组织效能影响的多层研究，2012/05-2015/04，已完成，主持。
[4] 教育部人文社会科学研究青年项目，11YJC630278，基于社会网络嵌入视角的人力资源组织构型对组织绩效的影响研究，2012/01-2014/12，已完成，主持。
[5] 湖北省自然科学基金一般面上项目，2021CFB297，职场方言排斥对员工心理和行为的影响研究2021/10-2023/09,主持，在研。
[6] 湖北省软科学研究计划项目，高新技术企业中的多元雇佣问题：集体主义人力资源管理系统的构建，2014/04-2015/04，已完成，主持。
[7] 湖北省社会科学基金项目，2014-049，湖北省新生代中小企业家的工作价值观及服务体系创新研究，2014/03-2014/12，已完成，主持。
[8] 广州市哲学社会科学规划项目，2011-11Q03，新生代外来务工人员的特征及差异化管理研究，2011/6-2013/6，已完成，主持。
[9] 武汉市社会科学基金项目，13024，武汉新生代文化企业家的特征及创新水平调查，2013/9-2014/9，已完成，主持。
[10] 湖北省科协研究课题，2016-15，湖北推进“大众创业、万众创新”机制研究，2016/6-2016/12，已完成，主持。

孙泽厚，张光磊.人力资源管理.武汉理工大学出版社，2017.