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贺 伟博士生导师

个人简介

贺伟,南京大学商学院人力资源管理学系副教授、博士生导师,华中科技大学管理学博士(2013)、美国华盛顿大学博士联合培养(2012-2013)。研究领域为人力资源管理和组织行为学。主要研究兴趣包括组织薪酬分配与员工激励、领导行为与领导力、员工组织公民行为。相关研究成果发表在Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Organizational Behavior and Human Decision Processes, Journal of Management, Human Resource Management, Journal of Organizational Behavior,《管理世界》、《心理学报》、《中国工业经济》和《南开管理评论》等国内外重要学术期刊。主持国家自然科学基金3项。荣获美国管理学会人力资源管理分部大会最佳论文奖(2020)、组织行为分部大会最佳会议论文奖(2014)和杰出审稿人奖(2015);荣获Academy of Management Discoveries杂志最佳审稿人奖(2018)。现任Journal of Business Research副主编,Management and Organization Review高级编辑,Academy of Management Discoveries, Human Resource Management, Asia Pacific Journal of Management期刊编委会成员。


研究方向

1. 人力资源管理(薪酬分配差异、绩效薪酬体系)

2. 领导行为与领导力(领导-成员交换关系、领导情绪表达、团队共享式领导)

3. 员工组织公民行为与主动行为(建言、创造力)

4. 组织偏离、职场排斥等负面行为


教学方向

1. 组织行为学

2. 绩效与薪酬管理

3. 领导力


教学奖励

1. 贺伟,2019,杜厦奖教金,南京大学

2. 贺伟,2016,华中科技大学教师教学竞赛,一等奖

2. 贺伟,2015,华中科技大学教师教学竞赛,二等奖

科研奖励

1. 美国管理学会年会人力资源分部,大会最佳论文奖(2020)

2. 江苏省第十六届哲学社会科学优秀成果三等奖,江苏省人民政府(2020)

3. Academy of Management Discoveries杂志,最佳审稿人奖(2018)

4. 美国管理学会年会组织行为学分部,杰出审稿人(2015)

5. 美国管理学会年会组织行为学分部,大会最佳论文奖(2014)

6. 教育部博士研究生学术新人奖(2011)

科研项目

1. 贺伟主持,组织薪酬分配与员工激励,国家自然科学基金优秀青年科学基金项目,编号:71822203,执行年限:2019.01-2021.12

2. 贺伟主持,遵从规范还是真情流露?组织情境下领导情绪表达策略研究,国家自然科学基金面上项目,编号:71772073,执行年限:2018.01-2021.12

3. 贺伟主持,领导-成员交换策略及其对个人与团队产出的影响研究,国家自然科学基金青年项目,编号:71402061,执行年限:2015.01-2017.12

出版专著

出版教材

发表论文

中文代表性论著

1.  朱苏丽, 龙立荣, 贺伟, 王忠军. 2015. 超越工具性交换:中国企业员工-组织类亲情交换关系的理论建构与实证研究. 管理世界, (11), 119-134.

2.  贺伟, 蒿坡.2014. 薪酬分配差异一定会降低员工情感承诺吗?——薪酬水平、绩效薪酬强度和员工多元化的调节作用. 南开管理评论, 17(4), 13-23.

3.  贺伟, 龙立荣.2011. 实际收入水平、收入内部比较与员工薪酬满意度的关系——传统性和部门规模的调节作用. 管理世界, (4), 98-110.

4.  贺伟,龙立荣.2011. 薪酬体系框架与考核方式对个人绩效薪酬选择的影响. 心理学报, 43(10), 1198-1210.

5.  贺伟, 龙立荣, 赵海霞. 2011. 员工心理账户视角的薪酬心理折扣研究. 中国工业经济, (1), 99-108.


英文代表性论著

1.  He, W., Li, S. L., Feng, J., Zhang, G. L., & Sturman, M. C. 2021. When does pay for performance motivate employee helpingbehavior? The contextual influence of performance subjectivity. Academy of Management Journal, 64, 293-326. https://doi.org/10.5465/amj.2018.1408

2.  Zhang,Y., He, W.,† Long, L., & Zhang, J. 2021. Does pay for individual performance truly undermine employee creativity? The different moderating roles of vertical and horizontal collectivist orientations. Human Resource Management. Online First Publication.

   † Corresponding Author

3.  Hu,J., He, W.,† & Zhou, K. 2020. The mind, the heart, and the leader in times of crisis: How and when COVID-19-triggered mortality salience relates to state anxiety, job engagement, and prosocial behavior. Journal of Applied Psychology, 105, 1218-1233.

   † Corresponding Author

4.  He, W.,Hao, P., Huang, X., Long, L. Hiller, N., & Li, S. 2020. Different roles of shared and vertical leadership in promoting team creativity: Cultivating andsynthesizing team members' individual creativity. Personnel Psychology,73(1), 199-225.

5.  He, W., Han, Y., Hu, X., Liu, W., Yang, B., & Chen, H. 2020. From idea endorsement to idea implementation: A multilevel network approach toward managerial voice implementation. Human Relations,73(11), 1563-1582. Online firstpublication. https://doi.org/10.1177/0018726719882999

6.  Klotz, A., He, W., Yam, K. C., Bolino, M., Wei, W., & Houston III, L.2018. Good actors but bad apples: Counterproductive consequences of daily impression management at work. Journal of Applied Psychology, 103(10): 1145-1154.

7.  *Chen, X. P., He, W., † & Weng, L. C. 2018. What is wrong with treating followers differently? The basisof leader-member exchange differentiation matters. Journal of Management, 44 (3), 946-971.

  * The first two authors contributed to this paper equally.

  † Corresponding Author

8.  He, W., Zhou, R. Y., Long, L. R., Huang, X., & Hao, P. 2018. Self-sacrificial leadership and followers’ affiliative and challenging citizenship behaviors: Arelational self-concept based study in China. Management and Organization Review, 14(1), 105-133.

9.  Yam, K. C., Klotz, A., He, W.,† & Reynolds, S. 2017. From good soldiers to psychologically entitled: Examiningwhen and why citizenship behavior leads to deviance. Academy of Management Journal,60 (1), 373-396.

  Best Paper Award, Academy of Management OB Division

  †Corresponding Author

10.  He, W.,Fehr, R., Yam, K. C., Long, L. R., & Hao, P. 2017. Interactional justice, leader-member exchange, and employee performance: Examining the moderating roleof justice differentiation. Journal of Organizational Behavior,38 (4), 537-557.

11.  Fehr, R., Yam, K. C., He, W., Chiang, J., & Wei, W. 2017. Polluted work: Aself-control perspective on air pollution, organizational citizenship, and counterproductive work behavior. Organizational Behavior and Human Decision Processes, 143, 98-110.

12.  He, W., Long, L. R., & Kuvaas, B. 2016. Workgroup salary dispersion andturnover intention in China: A contingent examination of individual differencesand the dual deprivation path explanation. Human Resource Management, 55, 301-320.







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