Wei He is a Professor of Management at the School of Business, Nanjing University. He completed his Ph.D. in HRM from the School of Management, Huazhong University of Science and Technology. Wei’s research interests primarily focus on compensation and performance management, and he has contributed to premier academic journals, including the Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, and Journal of Management. His work has also been recognized with the Best Conventional Paper Award in the HR Division (2020) and OB Division (2014) at the AOM Conference. Currently, Wei He serves as an Associate Editor for Human Resource Management, a Deputy Editor for Management and Organization Review.

- HumanResource Management (pay structure, pay-for-performance, recruitment, strategicHRM)- OrganizationalBehavior (organizational citizenship behavior, creativity, newcomersocialization, star employee)- Leadership(shared leadership, leader-member exchange, leader affect)

Selected Publications(Note:† corresponding author; * equal contribution)1.      Carnevale,J. B., Huang, L., Vincent, L. C., Yu, L., & He, W. †2024. Outshined by creative stars: A dual-path model of leader reactions toemployees’ reputation for creativity. Journal of Management,50(7), 441-456. https://doi.org/10.1177/014920632311710712.      Zhou,K., Xia, Y., Zhang, G., He, W., Jiang, K. 2024. Delayed pay and employeeturnover: The buffering role of pay-for-performance. Human ResourceManagement, 63(1), 121-139. https://doi.org/10.1002/hrm.221913.      Zhang,Z.,* He, W.,* †  Park,T. Y.,* Xing, Z., & Wu, X. 2023. The effects of between-group paydispersion. Academy of Management Journal, 66, 1860-1895. https://doi.org/10.5465/amj.2021.0799w  Best Paper Award,Academy of Management HR Division, 20204.      Watkins,T., Longmire, N. H., Kleshinski, C. E., & He, W. †2023. Rekindling the fire and stoking the flames: How and when workplace interpersonalcapitalization facilitates pride and knowledge sharing at work. Academyof Management Journal, 66, 953-978. https://doi.org/10.5465/amj.2021.10225.      Zhang,Y., He, W.†, Long, L., & Zhang, J. 2022. Does payfor individual performance truly undermine employee creativity? The differentmoderating roles of vertical and horizontal collectivist orientations. HumanResource Management, 61, 21-38. https://doi.org/10.1002/hrm.220756.      Xi,M., He, W., Fehr, R., & Zhao, S. 2022. Feeling anxious and abusinglow performers: A multilevel model of high performance work system and abusivesupervision. Journal of Organizational Behavior, 43, 91-111. https://doi.org/10.1002/job.25587.      He,W., Li, S. L., Feng, J., Zhang, G. L.,& Sturman, M. C. 2021. When does pay for performance motivate employeehelping behavior? The contextual influence of performance subjectivity. Academyof Management Journal, 64, 293-326. https://doi.org/10.5465/amj.2018.14088.      Hu,J., He, W.†,&Zhou, K. 2020. The mind, the heart, and the leader in times of crisis: How andwhen COVID-19-triggered mortality salience relates to state anxiety, jobengagement, and prosocial behavior. Journal of Applied Psychology, 105, 1218-1233. http://dx.doi.org/10.1037/apl00006209.      He, W.,Hao, P., Huang, X., Long, L., Hiller, N., & Li, S. 2020. Different roles ofshared and vertical leadership in promoting team creativity: Cultivating andsynthesizing team members’ individual creativity. Personnel Psychology,73(1), 199-225. https://doi.org/10.1111/peps.1232110.   He, W., Han,Y., Hu, X., Liu, W., Yang, B., & Chen, H. 2020. From idea endorsement toidea implementation: A multilevel network approach toward managerial voiceimplementation. Human Relations, 73(11), 1563-1582.  https://doi.org/10.1177/001872671988299911.   Watkins,T., Fehr, R., He, W. †2019. Whatever it takes: Leader beliefs ofabusive supervision instrumentality. The Leadership Quarterly, 30 (2):260-272. https://doi.org/10.1016/j.leaqua.2018.09.00212.   Wang,T., Long, L., Zhang, Y., & He, W.2019. A social exchange perspective of employee-organization relationships andemployee unethical pro-organizational behavior: The moderating role ofindividual moral identity. Journal of Business Ethics, 159(2):473-489.https://doi.org/10.1007/s10551-018-3782-913.   Klotz,A., He, W., Yam, K. C., Bolino, M.,Wei, W., & Houston III, L. 2018. Good actors but bad apples: Deviantconsequences of daily impression management at work. Journal of Applied Psychology,103 (10): 1145-1154. https://doi.org/10.1037/apl000033514.   Chen,X. P. *, He, W.*†,& Weng, L. C. 2018. What is wrong with treating followersdifferently? The basis of leader-member exchange differentiation matters. Journalof Management, 44 (3),946-971. https://doi.org/10.1177/014920631559837215.   He, W., Zhou,R. Y., Long, L. R., Huang, X., & Hao, P. 2018.Self-sacrificial leadership and followers’ affiliative and challengingcitizenship behaviors: A relational self-concept based study in China. Managementand Organization Review, 14(1), 105-133. https://doi.org/10.1017/mor.2017.916.   Mackey,J. D., Huang, L., & He, W.  2020. You abuse and I criticize: An egodepletion perspective of abusive supervision and destructive voice. Journalof Business Ethics, 164: 579-591. https://doi.org/10.1007/s10551-018-4024-x17.   Hao,P., He, W., & Long, L. R. 2018.Why and when empowering leadership has different effects on employee workperformance: The pivotal roles of passion for work and role breadthself-efficacy. Journal of Leadership and Organizational Studies, 25(1),85-100. https://doi.org/10.1177/154805181770751718.   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. https://doi.org/10.5465/amj.2014.0234w  BestPaper Award, Academy of Management OB Division, 201419.   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. https://doi.org/10.1002/job.213320.   Fehr,R., Yam, K. C., He, W., Chiang, J.,& Wei, W. 2017. Polluted work: A self-control perspective on air pollution,organizational citizenship, and counterproductive work behavior. OrganizationalBehavior and Human Decision Processes, 143, 98-110. https://doi.org/10.1016/j.obhdp.2017.02.00221.   He, W., Long, L. R., & Kuvaas, B. 2016. Workgroupsalary dispersion and turnover intention in China: A contingent examination ofindividual differences and the dual deprivation path explanation.Human Resource Management, 55, 301-320. https://doi.org/10.1002/hrm.21674

Conference Best Paper Proceedings 1.     Chen, Y., Zhou, K., He, W., &Wu, X. 2025. The impact of disclosed pay ranges on attraction: The roles offuture pay and distributive justice. Academy of Management Best Paper Proceedings,Copenhagen,Denmark (July). 2.     Watkins, T., Kleshinski, C., Longmire, N.,& He, W. 2022. How and when employees proactively extend thebenefits of past positive work events to coworkers. Academy of Management BestPaper Proceedings, Virtually, (August). 3.     Zhang, Z., He, W., & Xing, Z.2020. Horizontal pay dispersion and collective performance. Academyof Management Best Paper Proceedings, Vancouver, Canada(August). 4.     Watkins, T., Fehr, R., & He, W.  2017. Whatever it takes: Leader beliefs ofabusive supervision instrumentality. Academy of Management Best Paper Proceedings,Atlanta(August). 5.      Mackey,J. D., Huang, L., & He, W.  2017. You abuse and I criticize: An egodepletion perspective of abusive supervision and destructive voice. Academyof Management Best Paper Proceedings, Atlanta(August). 6.      Fehr,R., Yam, K. C., He, W., Chiang, J.,& Wei, W. 2015. Polluted work: A self-control perspective on air pollution,organizational citizenship, and counterproductive work behavior. Academyof Management Best Paper Proceedings, Vancouver(August). 7.     Yam, K. C., Klotz, A., He, W., & Reynolds, S. 2014.Turning good soldiers into bad apples: The influence of extrinsic motivationand psychological entitlement on the relationship between citizenship behaviorand deviance.Academy of Management BestPaper Proceedings, Philadelphia (August). Conference Papers and presentations 1.      Wu, X.,Liu, W., Jiang, X., He, W. 2022. A “Thank You” fromthe Leader Energizes Employees to Speak Up: The Moderating Effect of EmployeePower Distance Orientation. The 82th Annual Meeting of Academy ofManagement, Virtually, (August). 2.      Liang,Y., Wu, X., He, W., & Zhou, K. 2022. The Role of Leader Negative Emotions inMitigating Employee Disgust towards Leader Surface Acting.The 82th Annual Meeting of Academy of Management, Virtually, (August). 3.      Watkins,T., Kleshinski, C., Longmire, N., He, W. 2022. How and When EmployeesProactively Extend the Benefits of Past Positive Work Events to Coworkers. The82th Annual Meeting of Academy of Management, Virtually, (August). 4.      Jiang,X., He, W., & Zhou, K. 2021. Ilost my temper! An interpersonal perspective on the consequences of leaderanger expression. Paper presented at the 81thAnnual Meeting of Academy of Management, Virtual Meeting (August). 5.      Jiang,X., He, W., & Fan, X. 2021. Thesocial consequences of anger expression: An interpersonal perceptionperspective. Paper presented at the 81th Annual Meeting ofAcademy of Management, Virtual Meeting (August). 6.      Hu, X.,Liu, W., & He, W. 2021. Toofutile to speak up? How leaders can increase employee perceived efficacy ofvoice. Paper presented at the 81thAnnual Meeting of Academy of Management, Virtual Meeting (August). 7.      Zhang,Z., He, W., & Xing, Z. 2020. Horizontal pay dispersion andcollective performance. Paper presented at the 80th Annual Meetingof Academy of Management, Vancouver, Canada (Virtual Meeting, August). 8.      Schilpzand,P., Huang, L., & He, W. 2020. When reputation is at stake:Integrating conservation of resources and attribution perspectives. Symposiumpresented at the 80th Annual Meeting of Academy of Management,Vancouver, Canada (Virtual Meeting, August). 9.      He, W., & Xi, M.2019. When will high performance work systems increase managers’ abusivesupervisory behaviors? Paper presented at the 79th Annual Meeting ofAcademy of Management,Boston, Massachusetts (August). 10.   Zhan,Y. F., He, W., Long, L. R., &Li, S. L. 2018. Feeling gratitude and depleted: The ambivalent consequences ofreceiving help in the workplace. Paper presented at the 78th AnnualMeeting of Academy of Management,Chicago, Illinois (August). 11.  Watkins, T., Fehr, R., & He, W.  2017. Whatever it takes: Leader beliefs ofabusive supervision instrumentality. Paper presented at the 77thAnnual Meeting of Academy of Management,Atlanta, GA(August). 12.   Mackey,J. D., Huang, L., & He, W.  2017. You abuse and I criticize: An egodepletion perspective of abusive supervision and destructive voice. Paperpresented at the 77th Annual Meeting of Academy of Management,Atlanta GA(August). 13.   Pan, J.Z., Chen, X. P., & He, W. 2017.The basis of leader-member exchange (LMX) differentiation: Content andconsequence. Paper presented at the 77th Annual Meeting of Academyof Management,Atlanta GA(August). 14.   He, W., Chen, X. P., Hao,P., & Wei, W. 2016. Open the door positively: The effects of leader framingand employee affect on prohibitive voice. Paper presented in the symposium “Anexploration of team and managerial effects on employee voice frequency andquality” at the 76th Annual Meeting of Academy of Management,Anaheim, CA (August). 15.   Shi,J., He, W., Li, S. L., & Chen,Z. X. 2016. Perpetrator’s affective and behavioral reactions to owncounterproductive work behavior. Paper presented at the 76th AnnualMeeting of Academy of Management, Anaheim, CA (August). 16.   Hao,P., He, W., Long, L. R., &Huang, X. 2015. Shared leadership andindividual and team creativity. Paper presented at the 75thAnnual Meeting of Academy of Management, Vancouver, BC (August). 17.   Fehr,R., Yam, K. C., He, W., Chiang, J.,& Wei, W. 2015. Polluted work: Aself-control perspective on air pollution, organizational citizenship, andcounterproductive work behavior. Paper presented at the 75thAnnual Meeting of Academy of Management, Vancouver, BC (August). 18.   He, W. Managerial Responses to Voice: A Content andProcess Model of Managerial Voice-Taking Theory. Paper presented at the74th Annual Meeting of Academy of Management, Philadelphia, PA(August). 19.   He, W., Fehr, R., Yam,K. C., & Long, L. R. Why are youtreating me so well? A multilevel model of interactional justice, leader-memberexchange, and employee performance. Paper presented at the 74thAnnual Meeting of Academy of Management, Philadelphia, PA (August). 20.   Yam, K.C., Klotz, A., He, W., &Reynolds, S. 2014. Turning goodsoldiers into bad apples: The influence of extrinsic motivation andpsychological entitlement on the relationship between citizenship behavior anddeviance.Paperpresented at the 74th Annual National Meeting of Academy ofManagement, Philadelphia, PA (August).  21.   Chen,X. P., Weng, L. C., & He, W.2014. Leader-member exchange (LMX)differentiation and employee extra-role behavior: The crucial role ofperformance-based LMX. Paper presented at the Biannual Meeting ofInternational Association of Chinese Management Research (IACMR), Beijing(June). 22.   Li, S.L., He, W., & Long, L. R. 2014. A multi-level examination on therelationship between empowering leadership and employee taking charge: Rolebreadth self-efficacy as a mediator and differentiated empowering leadership asa moderator. Paper presentedat the Biannual Meeting of International Association of Chinese ManagementResearch (IACMR), Beijing (June). 23. He, W., &Long, L. R. 2012. Unraveling the relationship between pay dispersion andturnover intention. Paper presented at the 72nd Annual Meetingof Academy of Management, Boston, Massachusetts (August). 24.  He, W., &Long, L. R. 2011. Verifying the influences ofactual income and in-department comparison on pay and benefit satisfaction. Paperpresented at the 71st Annual Meeting of Academy of Management, San Antonio, TX(August).