教育经历

2016.09-2022.09 北京交通大学 企业管理专业 获得博士学位（硕博连读）

2012.09-2016.07 郑州大学 人力资源管理专业 获得学士学位

工作经历

2025.12-至今 304永利集团官网 304永利集团 组织管理学系 工商管理专业 副教授

2022.10-2025.12 304永利集团官网 304永利集团 组织管理学系 工商管理专业 讲师

研究方向

组织行为与人力资源管理：领导力，新员工组织社会化

（欢迎对组织行为学、人力资源管理感兴趣的同学联系报考）

讲授课程

《组织行为学》、《管理学》、《跨文化管理》、《数字商学》

学术论文发表

[1] Zhang, X., Liu, Z., & Qian, S.* (2025). How does exploitative leadership impact employees’ innovative performance? The roles of harmonious innovation passion and trait mindfulness. Baltic Journal of Management, 20(5), 656-674.

[2] Zhu, K., Qiu, X., Yang, S., Zeng, Y., & Zhang, X.* (2025). The impact of AI pilot zones on market competition: Causal insights from policy implementation. Oeconomia Copernicana, 16(2), 643-688.

[3] Qi, X., Liu, X., Zhang, X.†, Xia, Y., Liu, S., Lin, H., & Wang, Z. (2025). One requirement, multiple insights: The impact of innovation job requirement on employee radical and incremental creativity. Journal of Business Research, 195, 115395. (ABS-3)

[4] Wu, W., Zhang, X.*, Liu, S., Wu, S., Ni, D., Chen, C., Xu, H., Liu, J., & Hou, G. (2025). Releasing pressure but increasing concerns: A daily investigation of supervisors’ social sharing of stress and supervisors’ well-being. Journal of Vocational Behavior, 158, 104111. (ABS-4)

[5] Qian, S., Zhang, X.*, & Liu, J. (2024). Impacts of work-related rumination on employee’s innovative performance: based on the conservation of resources theory. Baltic Journal of Management, 19(4), 435-454.

[6] Wu, X., Han, W., Zhang, X.*, & Ma, F. (2024). Give full play to the overqualified individuals: Do job crafting and leader–member exchange matter? Journal of Psychology in Africa, 34(3), 229-236.

[7] Deng, H., Zhang, Y., Wu, S., Wu, W., Ni, D & Zhang, X. (2024). Showing commitment or incompetence? When and how newcomers’ information seeking elevates (degrades) task-related outcomes. Journal of Management & Organization, 30(6), 1936-1958.

[8] Wu, W., Wu, S., Du, Q., Zhang, X.†*, Zhang, Y., Xu, H., & Yu, Z. (2023). More is less? A dynamic perspective on mentors’ task-related information sharing, indegree centrality, and newcomer socialization outcomes. Journal of Organizational Behavior, 44(4), 660-681. (ABS-4)

[9] Zhang, Y., Liu, X., & Zhang, X.* (2023). How responsible leadership shapes followers’ low-carbon behavior: A dual-mediation model. Frontiers in Psychology, 13, 1086504.

[10] Xu, L., Liu, X, Liu, M., & Zhang, X*. (2023). Lead by example: The impact of environmentally-specific servant leadership on newcomers’ non-green behaviors. Social Behavior and Personality, 51(8), e12460.

[11] Deng, H., Wu, W., Xia, Y., & Zhang, X.* (2023). Elevated to be the whole moral self: Exploring how and when ethical leadership inspires followers’ peer monitoring behavior. Current Psychology, 42(31), 27458-27471.

[12] Liu, P., Li, D., & Zhang, X. (2022). Threat from peers: The effect of leaders’ voice endorsement on coworkers’ self-improvement motivation. Frontiers in Psychology, 13, 724130.

[13] Wu, W., Zhang, Y., Ni, D., Li, S., Wu, S., Yu, Z., Du, Q., & Zhang, X. (2022). The relationship between idiosyncratic deals and employee workplace deviance: The moderating role of exchange ideology. Journal of Vocational Behavior, 135, 103726. (ABS-4)

[14] Liu, Z., Zhang, X.†, Deng, H., Li, J., Xu, H., & Lan, Y. (2022). The effect of i-deals on employees’ unethical behavior during the COVID-19 pandemic: The roles of hubristic pride and grandiose narcissism. Frontiers in Psychology, 13, 938864.

[15] Deng, H., Wu, W., Zhang, Y., Zhang, X.*, & Ni, J. (2022). The paradoxical effects of COVID-19 event strength on employee turnover intention. International Journal of Environmental Research and Public Health, 19(14), 8434.

[16] Lan, Y., Xia, Y., Zhang, X.*, Deng, H., & Han, C. (2023). A bittersweet experience: How does engaging in servant leader behaviors influence the actor’s work engagement. Current Psychology, 42(23), 19941-19954.

[17] Lan, Y., Zhang, X., Deng, H., Yang, Z., & Xia, Y. (2022). How work-family conflict predict HSR drivers safety performance? Empirical evidence from China. Chinese Management Studies, 16(3), 688-707.

[18] Zhang, X., Deng, H., Xia, Y., & Lan, Y. (2021). Employability paradox: The effect of development idiosyncratic deals on recipient employees’ turnover intention. Frontiers in Psychology, 12, 696309.

[19] Zhang, X., Wu, W., Zhang, Y., Deng, H., Lan, Y., & Li, D. (2021). The effects of coworkers’ development idiosyncratic deals on employees’ cooperation intention. Social Behavior and Personality, 49(11), e10783.

[20] Zhang, X., Wu, W., Wu, W., Zhang, Y., & Xia, Y. (2024). Are your gains threat or chance for me? A social comparison perspective on idiosyncratic deals and coworkers’ acceptance. Journal of Management & Organization, 30(4), 840-861.

[21] 夏宇寰, 张明玉, 张晓燕*. 个性化契约对员工契约寻求行为的影响机制研究. 304永利集团官网学报(社会科学版), 2021, 36(03), 91-101.

主持研究课题

[1] 304永利集团官网青年教师培育专项计划：管理者工作不安全感对其负面领导行为的影响（RFYS2025），2025-2027.

[2] 北京市教育科学“十四五”规划青年专项课题：首都高校毕业生“慢就业”倾向的分类识别、形成机制及干预策略研究（CCEA251），2025-2029.

[3] 教育部人文社科青年项目：剥削型领导的前因及其对员工和团队创造力的多层次影响研究（23YJC630239），2023-2026.

[4] 中央高校基本科研业务费专项资金资助项目：员工个性化工作协议对其同事接受行为的影响研究（2020YJS070），2020.04-2022.03.