2016.9－ 北京師范大學(xué)組織與管理心理學(xué)研究中心 主任

2015.9－ 北京師范大學(xué)經(jīng)濟(jì)與工商管理學(xué)院 副教授

2015.8.1－2015.10.31 國(guó)家留學(xué)基金委選派，高等教育教學(xué)法出國(guó)研修項(xiàng)目（管理學(xué)專業(yè)一線教師），加拿大阿爾伯塔大學(xué)（選派類別：訪問學(xué)者）

2012.10－2015.8 北京師范大學(xué)經(jīng)濟(jì)與工商管理學(xué)院 講師

人與人之間的關(guān)系（領(lǐng)導(dǎo)與下屬、導(dǎo)師與學(xué)徒、父母與子女、情侶之間）積極行為與組織心理（反饋尋求行為、情緒調(diào)節(jié)、壓力管理）工作與家庭的平衡（職場(chǎng)人的社會(huì)與家庭角色、父母對(duì)子女發(fā)展的影響）腦認(rèn)知與組織行為商業(yè)模式創(chuàng)新與戰(zhàn)略決策心理測(cè)量與認(rèn)知選拔

主要研究項(xiàng)目

2017-2020年：主持國(guó)家自然科學(xué)基金面上項(xiàng)目“反饋尋求行為對(duì)工作結(jié)果的影響：基于神經(jīng)生理學(xué)視角的研究”。2014-2016年：主持國(guó)家自然科學(xué)基金青年項(xiàng)目“中層領(lǐng)導(dǎo)尋求反饋行為的發(fā)展及其影響：一項(xiàng)追蹤研究”。2014-2015年：主持教育部留學(xué)回國(guó)人員科研啟動(dòng)基金項(xiàng)目“導(dǎo)師制對(duì)員工焦慮癥狀的影響”（第47批：教外司留[2013]1792號(hào)）。2014-2015年：主持北京師范大學(xué)自主科研基金項(xiàng)目“導(dǎo)師制對(duì)員工壓力的影響：基于權(quán)變視角的實(shí)證研究”。2012-2014年：主持北京師范大學(xué)經(jīng)濟(jì)與工商管理學(xué)院青年教師前期資助項(xiàng)目“導(dǎo)師制效果的非線性研究”。2016-2018年：參與國(guó)家自然科學(xué)基金青年項(xiàng)目“探索兒童情緒調(diào)節(jié)在家庭因素影響焦慮癥狀過程中的中介效應(yīng)”（第一參與人）。2014-2015年：參與北京市自然科學(xué)基金青年項(xiàng)目“家庭累計(jì)危機(jī)對(duì)初顯期成年心理病癥的影響：神經(jīng)生理反應(yīng)與情緒調(diào)節(jié)的中介效應(yīng)”（第一參與人）。2014-2015年：參與北京師范大學(xué)自主科研基金項(xiàng)目“焦慮癥狀兒童情緒調(diào)節(jié)與家庭病因分析”（第一參與人）。2014-2015年：參與北京師范大學(xué)自主科研基金項(xiàng)目“企業(yè)綠色創(chuàng)新行為的影響因素與形成路徑研究——從管理者環(huán)境態(tài)度與壓力感知的視角”。

主要研究成果（期刊）[SSCI論文32篇]

Xia, A., Wang, B., Song, B., Zhang, W., &Qian, J.Online. How and when workplace ostracism influences task performance: Through the lens of conservation of resource theory.Human Resource Management Journal (SSCI，ABS 4星期刊), 1u201318.Qian, J., Yang, F., Wang, B., Huang, C., & Song, B. Online. When workplace ostracism leads to burnout: the roles of job self-determination and future time orientation.International Journal of Human Resource Management (SSCI，ABS 3星期刊),1u201317.Yang, F., Liu, J., Huang, X.,Qian, J., Wang, T., Wang, Z., & Yu, H. (2018). How supervisory support for career development relates to subordinate work engagement and career outcomes: The moderating role of task proficiency.Human Resource Management Journal (SSCI，ABS 4星期刊), 28(3), 496u2013509.Qian, J., Yang, F., Han, Z. R., Wang, H., & Wang, J. (2018). The presence of a feedback-seeking role model in promoting employee feedback seeking: a moderated mediation model. TheInternational Journal of Human Resource Management (SSCI，ABS 3星期刊), 29(18), 2682u20132700.Lin, X. S., Chen, Z. X., Ashford, S. J., Lee, C.,Qian, J.(2018). A self-consistency motivation analysis of employee reactions to job insecurity: The roles of organization-based self-esteem and proactive personality.Journal of Business Research(SSCI，ABS 3星期刊),92, 168-178.Yang, F.,Qian, J., Liu, J., Huang, X., Chau, R., & Wang, T. (2018). Bridging the Gap: How Supervisorsu2019 Perceptions of Guanxi HRM Practices Influence Subordinatesu2019 Work Engagement.Applied Psychology(SSCI, ABS 3星期刊), 67(4), 589u2013616.Lin, X. S.,Qian, J., Li, M., & Chen, Z. X. (2018). How does growth need strength influence employee outcomes? The roles of hope, leadership, and cultural value.International Journal of Human Resource Management (SSCI，ABS 3星期刊),29(17), 2524u20132551.Yang, F.,Qian, J., & Liu, J. (2018). Priming employeesu2019 promotion focus: How and when servant leadership enhances customer service behaviors.Management Decision (SSCI，ABS 2星期刊), 56(11), 2308u20132324.Qian, J., Li, X., Song, B., Wang, B., Wang, M., Chang, S., & Xiong, Y. (2018). Leadersu2019 Expressed Humility and Followersu2019 Feedback Seeking: The Mediating Effects of Perceived Image Cost and Moderating Effects of Power Distance Orientation.Frontiers in Psychology (SSCI),9(APR), 1u201310.Huang, C.,Qian, J., Jin, Z., & Wang, B. (2018). Unlocking the Mask: a Close Look at how Servant Leaders Influence People.Current Psychology (SSCI),37(4), 958u2013965.Qian, J., Song, B., & Wang, B. (2017). Abusive Supervision and Job Dissatisfaction: The Moderating Effects of Feedback Avoidance and Critical Thinking.Frontiers in Psychology (SSCI), 8(MAR), 1u201310.Qian, J., Wang, B., Han, Z., & Song, B. (2017). Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure.Frontiers in Psychology (SSCI), 8(JUL), 1u201311.Qian, J., Han, Z. R., Guo, Z., Yang, F., Wang, H., & Wang, Q. (2016). The relation of feedback-seeking motives and emotion regulation strategies to front-line managersu2019 feedback source profiles: A person-centered approach.Journal of Management & Organization (SSCI), 22(01), 68u201379.Han, Z. R., Lei, X.,Qian, J., Li, P., Wang, H., & Zhang, X. (2016). Parent and child psychopathological symptoms: the mediating role of parental emotion dysregulation.Child and Adolescent Mental Health (SSCI), 21(3), 161u2013168.Yang, F.,Qian, J., Tang, L., & Zhang, L. (2016). No longer take a tree for the forest: A cross-level learning-related perspective on individual innovative behavior.Journal of Management and Organization (SSCI), 22(3), 291u2013310.Qian, J., Lin, X., Han, Z. R., Tian, B., Chen, G. Z., & Wang, H. (2015). The impact of future time orientation on employeesu2019 feedback-seeking behavior from supervisors and co-workers: The mediating role of psychological ownership.Journal of Management & Organization (SSCI), 21(03), 336u2013349. [Listed as one of the most-read papers in 2015. 入選2015年該學(xué)報(bào)閱讀量最高的15篇文章之一]Han, Z. R.,Qian, J., Gao, M., & Dong, J. (2015). Emotion Socialization Mechanisms Linking Chinese Fathersu2019, Mothersu2019, and Childrenu2019s Emotion Regulation: A Moderated Mediation Model.Journal of Child and Family Studies (SSCI), 24(12), 3570u20133579.Qian, J., Han, Z., Wang, H., Li, X., & Wang, Q. (2014). Power distance and mentor-protégé relationship quality as moderators of the relationship between informal mentoring and burnout: evidence from China.International Journal of Mental Health Systems (SSCI), 8(1), 51.Qian, J., Lin, X., Han, Z. R., Chen, Z. X., & Hays, J. M. (2014). What matters in the relationship between mentoring and job-related stress? The moderating effects of protégésu2019 traditionality and trust in mentor.Journal of Management & Organization (SSCI), 20(05), 608u2013623.Qian, J., Wang, H., Han, Z. R., Wang, J., & Wang, H. (2015). Mental health risks among nurses under abusive supervision: The moderating roles of job role ambiguity and patientsu2019 lack of reciprocity.International Journal of Mental Health Systems (SSCI), 9(1), 22.Wang, X., Cai, L.,Qian, J., & Peng, J. (2014). Social support moderates stress effects on depression.International Journal of Mental Health Systems (SSCI), 8(1), 41.Qian, J., Lin, X., & Chen, G. Z.-X. (2012). Authentic leadership and feedback-seeking behaviour: An examination of the cultural context of mediating processes in China.Journal of Management & Organization (SSCI), 18(3), 286u2013299.

主要研究成果（商業(yè)案例輸出）

教學(xué)案例（共有18個(gè)案例已收錄頂級(jí)案例庫(kù)）

錢婧，屈逸，張偉. 2018. 碰撞、融合和本地化：獵豹移動(dòng)的跨文化管理實(shí)踐. 獲中國(guó)工商管理案例中心首屆“卓越開發(fā)者”案例大獎(jiǎng)賽二等獎(jiǎng)。錢婧，孫宇彤，屈逸，徐沛翔，張惠茜，張偉，陳萌. 2018. 蝸牛睡眠：打開睡眠世界的創(chuàng)業(yè)之旅. 獲中國(guó)工商管理案例中心首屆“卓越開發(fā)者”案例大獎(jiǎng)賽三等獎(jiǎng)。錢婧，屈逸，王斌，陳萌. 2018. 跳出思維盒子，顛覆英語(yǔ)課堂 ——盒子魚的品牌定位之道.中國(guó)管理案例共享中心案例庫(kù)。錢婧，屈逸，孫宇彤，徐逸凡，張偉，陳萌，楊付. 2018. 猿圈測(cè)評(píng)：基于效果的創(chuàng)業(yè)之路. 中國(guó)管理案例共享中心案例庫(kù)。錢婧，王斌，宋百合，夏銘，王夢(mèng)含，方一云. 2017. 回歸本心，不畏浮云——高德地圖的競(jìng)爭(zhēng)戰(zhàn)略。中國(guó)管理案例共享中心案例庫(kù)。錢婧，宋百合，王斌，黃楚英，楊梓蔚. 2017. 大樸網(wǎng)——家居行業(yè)的破局者。中國(guó)管理案例共享中心案例庫(kù)。錢婧，屈逸，王斌，肖可可. 2017. 切中痛點(diǎn)，無往不“氪” ——企業(yè)服務(wù)平臺(tái)氪空間的突圍。中國(guó)管理案例共享中心案例庫(kù)。錢婧，王斌，方一云，金宇珂，宋百合. 2017. 住范兒：家裝行業(yè)的突圍者。中國(guó)工商管理國(guó)際案例庫(kù)（The Global Platform of China Cases）。錢婧，王夢(mèng)含，宋百合，王斌. 2017. 起始于圖，通達(dá)智略——捷泰的地理之道。中國(guó)管理案例共享中心案例庫(kù)。錢婧，王斌，楊付，宋百合，歐芮利. 2016. “700Bike，一種生活”——700Bike社群營(yíng)銷策略。中國(guó)管理案例共享中心案例庫(kù)。入選第七屆“全國(guó)百篇優(yōu)秀管理案例”。錢婧，王斌，高天茹，楊付. 2016. 揮手自茲去，三年創(chuàng)業(yè)情——銳派科技沉浮記。中國(guó)管理案例共享中心案例庫(kù)。錢婧，王斌，高天茹. 2016. “多棲”IP養(yǎng)成記——《秦時(shí)明月》的得與失（編號(hào):15041）.中國(guó)工商管理國(guó)際案例庫(kù)（The Global Platform of China Cases）。錢婧，王斌，高天茹，趙嘉辰. 2015. 跌落神壇的PM. 中國(guó)應(yīng)用心理學(xué)案例中心案例庫(kù)。韓卓，錢婧，王斌. 2015. 羅杰的故事. 中國(guó)應(yīng)用心理學(xué)案例中心案例庫(kù)。

商業(yè)期刊

錢婧，屈逸，王斌. 2018. 盒子魚：科技翻轉(zhuǎn)英語(yǔ)課堂. 《清華管理評(píng)論》(Tsinghua Business Review), 5，106-112.王斌，錢婧. 2018. 方太，何以因愛偉大. 《清華管理評(píng)論》(Tsinghua Business Review), 4, 96-102.錢婧，王斌. 2017. 住范兒：年輕的家裝“攪局者”. 《中歐商業(yè)評(píng)論》(CEIBS Business Review)，2，97-103.錢婧，王斌. 2017. 親子貓：徒步教育從心出發(fā).《清華管理評(píng)論》（Tsinghua Business Review), 3, 107-112.錢婧，王斌. 2016. 700Bike：撬動(dòng)傳統(tǒng)行業(yè).《清華管理評(píng)論》（Tsinghua Business Review）, 5, 100-106.錢婧，王斌. 2016. 垂衣：掘金直男經(jīng)濟(jì).《清華管理評(píng)論》（Tsinghua Business Review）,7-8,124-128.錢婧，王斌. 2016. 智圖GeoQ：“看見”商業(yè)的可能.《清華管理評(píng)論》（Tsinghua Business Review）,10,100-104.

主要研究成果（國(guó)際會(huì)議）

Zhang, X. Y.,Qian, J.,& Wang, B., 2018. Empowering Leadership and Employee Outcomes: Moderation and mediation effects.The Society for Industrial and Organizational Psychology’s (SIOP) Annual Conference. Chicago, USA, 19-21 April.Qian, J., Song, B.H., Wang, B. 2018. You ask, I may tell: Leadersu2019 feedback seeking as a mediator of the relationship between authentic leadership and employeesu2019 voice behavior. International Association for Chinese Management Research (IACMR) Conference, Wuhan, China, 13-17 June.Chen, Z. J., &Qian, J. 2017. How Does Coworker Political Behavior Thwart Individual Taking Charge?Academy of Management Conference.Atlanta, USA, 4-7 August.Qian, J., Jin, Z. Y., Wang, B., & Wang, H. W. 2016. When workplace ostracism leads to burnout: role of job self-determination and future time orientation.International Association for Chinese Management Research Conference,Hangzhou, China, 15-19 June.Lin, X. S.,Qian, J.,& Chen, Z. X. 2014.Why will leaders choose transformational leadership to lead followers: an investigation from followers’ perspective.International Association for Chinese Management Research Conference,Beijing, China, 18-22 June.Qian, J.,Lin, X. S., Chen, Z. X., Yuanyuan Yang, & Bowen Tian. 2014. What matters in the relationship between mentoring and job-related stress? The moderating effects of protégésu2019 traditionality and trust in mentor.International Association for Chinese Management Research Conference,Beijing, China, 18-22 June.Qian, J., Lin, X. S., & Han, Z. R. 2013. The role of future time orientation in promoting employees’ feedback-seeking behavior.Academy of Management Conference, Lake Buena Vista (Orlando), Florida, USA, 9-13 August.Lin, X. S., &Qian, J.2013. Followers’ influences on the emergence of transformational leadership: a dual-level study.Academy of Management Conference, Lake Buena Vista (Orlando), Florida, USA, 9-13 August.Lin, X. S.,Qian, J., Li, M. & Chen, Z. X. 2011. How Does Growth Need Strength Influence Employee Outcomes? Roles of Hope, Leadership, and Culture.Academy of Management Conference, San Antonio, Texas, USA, 12-16 August.Qian, J., Lin, X. S., & Chen, Z. X. 2010. Authentic Leadership and Feedback-Seeking Behavior: An examination of the cultural context of mediating processes in China.Australian and New Zealand Academy of Management Conference, Adelaide, Australia, 7-10 December.Qian, J., Lin, X. S., & Chen, Z. X. 2010. The Influencing Mechanisms of Authentic Leadership on Feedback Seeking: A Cognitive/Emotive Model.Academy of Management Conference, Montreal, Canada, 6-10 August.Lin, X. S.,Qian, J., Li, M., & Chen, Z. X. 2010. Hopeful Followers Achieve More: The Role of Hope in Relationships between Transformational Leadership and Follower Outcomes.International Association for Chinese Management Research Conference, Shanghai, China, 16-20 June.Qian, J., Hays, J., Chen, Z. X., & Lin, X. S. 2009. Mentoring and Employee Job-induced Stress: An Examination of the Cultural Context on Mentoring Effects in China.Australian and New Zealand Academy of Management Conference, Melbourne, Australia, 2-4 December.

國(guó)內(nèi)會(huì)議及研討會(huì)

錢婧、林曉松、陳鎮(zhèn)雄，“暢想未來，腳踏實(shí)地——基于津巴多時(shí)間維度理論與實(shí)踐性希望理論對(duì)90后員工的激勵(lì)機(jī)制與績(jī)效管理的研究”，中國(guó)勞動(dòng)學(xué)會(huì)勞動(dòng)科學(xué)教育分會(huì)年會(huì)，西安，2012年10月（該論文被評(píng)為會(huì)議優(yōu)秀論文）。錢婧、王海灣，“領(lǐng)導(dǎo)的榜樣作用對(duì)員工尋求反饋行為的促進(jìn)——一個(gè)調(diào)節(jié)的中介模型”，北京師范大學(xué)宏觀經(jīng)濟(jì)管理與企業(yè)行為研討會(huì)，北京，2015年6月。錢婧，“真我領(lǐng)導(dǎo)與中層領(lǐng)導(dǎo)尋求反饋行為：一個(gè)調(diào)節(jié)的中介模型”，第十屆中國(guó)管理學(xué)年會(huì)，合肥，2015年11月。錢婧，“案例寫作與教學(xué)分享” 北京師范大學(xué)心理學(xué)部案例作者研討會(huì)”，北京，2017年5月。錢婧，陳萌，“職場(chǎng)排斥對(duì)員工反饋尋求行為的影響機(jī)制——基于情感事件理論的視角”，第十三屆中國(guó)管理學(xué)年會(huì)，杭州，2018年11月。