錢婧

2023.3 —北京師範大學經濟與工商管理學院 教授

2016.9－ 北京師範大學組織與管理心理學研究中心 主任

2015.9－2023.2 北京師範大學經濟與工商管理學院 副教授

2015.8.1－2015.10.31 國家留學基金委選派，高等教育教學法出國研修項目（管理學專業一線教師），加拿大阿爾伯塔大學（選派類別：訪問學者）

2012.10－2015.8 北京師範大學經濟與工商管理學院 講師

Wang, B., Liao Y., Chen, M., Zhang, L., Qian, J. Online. Work and affective outcomes of social media at work: A daily survey study. International Journal of Human Resource Management (ABS 3星期刊).

Song, B., Wang, B., Qian, J., & Zhang, Y. (2022). Procrastinate at work, sleep badly at night: How job autonomy matters. Applied Psychology: An International Review (ABS 3星期刊), 71(4), 1407-1427.

王瓊，蔡子君，錢婧. 主動性人格會影響組織越軌行為嗎 — 基於社會交換理論的研究. 經濟管理, 2021, (8): 124-140.

Zhang, F. F., Wang, B., Qian, J., Parker, S. 2021. Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects. Journal of Organizational Behavior (ABS 4星期刊), 42(5): 587-603.

Wang, B., Liu, Y. K., Qian, J., Parker, S. 2021. Achieving effective remote working during the COVID-19 pandemic: A work design perspective. Applied Psychology: an international review (ABS 3星期刊)，70(1): 16-59.

Zhang,X.Y., Qian, J., Wang, B., & Chen, M. 2020.The Role of Reward Omission in Empowering Leadership and Employee Outcomes: A Moderated Mediation Model. Human Resource Management Journal (ABS 4*星期刊)，30:226–243.

Xia, A., Wang, B., Song, B., Zhang, W., & Qian,J. (2019). How and when workplace ostracism influence taskperformance: Through the lens of conservation of resource theory. Human Resource Management Journal (ABS 4*星期刊), 29(3), 353-370.

Qian, J., Yang, F., Wang, B., Huang, C., & Song,B. (2019). When work ostracism leads to burnout: the roles of jobself-determination and future time orientation. International Journal of Human Resource Management (ABS 3星期刊), 30(17), 2465-2481.

Yang, F., Liu, J., Huang,X., Qian, J., Wang, T., Wang, Z., & Yu, H. (2018). How supervisory support for career development relates to subordinate workengagement and career outcomes: The moderating role of task proficiency. Human Resource Management Journal (ABS 4* 星期刊), 28(3), 496–509.

Qian, J., Yang, F., Han, Z. R., Wang, H., & Wang, J. (2018).The presence of a feedback-seeking role model in promoting employee feedbackseeking: a moderated mediation model. International Journal of Human Resource Management (ABS 3星期刊), 29(18), 2682–2700.

Lin, X. S., Chen, Z. X., Ashford,S. J., Lee, C., & Qian, J. (2018). A self-consistency motivationanalysis of employee reactions to job insecurity: The roles oforganization-based self-esteem and proactive personality. Journal of Business Research (ABS 3星期刊), 92, 168-178.

Yang, F., Qian, J.,Liu, J., Huang, X., Chau, R., & Wang, T. (2018). Bridging the Gap: HowSupervisors’ Perceptions of Guanxi HRM Practices Influence Subordinates’ Work Engagement. Applied Psychology: an international review (ABS 3星期刊), 67(4), 589–616.

Lin, X. S., Qian, J.,Li, M., & Chen, Z. X. (2018). How does growth need strength influenceemployee outcomes? The roles of hope, leadership, and cultural value. International Journal of Human Resource Management (ABS 3 星期刊), 29(17), 2524–2551.

Yang, F., Qian, J., & Liu, J. (2018).Priming employees’ promotion focus: How and when servant leadership enhancescustomer service behaviors. Management Decision, 56(11), 2308–2324.

Qian, J., Li, X., Song, B., Wang, B.,Wang, M., Chang, S., & Xiong, Y. (2018). Leaders’ Expressed Humility andFollowers’ Feedback Seeking: The Mediating Effects of Perceived Image Cost andModerating Effects of Power Distance Orientation. Frontiers in Psychology(SSCI), 9(APR), 1–10.

Huang, C., Qian, J.,Jin, Z., & Wang, B. (2018). Unlocking the Mask: a Close Look at how ServantLeaders Influence People. Current Psychology, 37(4), 958–965.

Qian, J., Wang, B., Han, Z., & Song, B. (2017). Ethical Leadership, Leader-Member Exchange and FeedbackSeeking: A Double-Moderated Mediation Model of Emotional Intelligence andWork-Unit Structure. Frontiers in Psychology, 8(JUL), 1–11.

Qian, J., Han, Z. R., Guo, Z., Yang,F., Wang, H., & Wang, Q. (2016). The relation of feedback-seeking motivesand emotion regulation strategies to front-line managers’ feedback sourceprofiles: A person-centered approach. Journal of Management &Organization (SSCI), 22(01), 68–79.

Han, Z. R., Lei, X., Qian,J., Li, P., Wang, H., & Zhang, X. (2016). Parent and childpsychopathological symptoms: the mediating role of parental emotiondysregulation. Child and Adolescent Mental Health, 21(3), 161–168.

Yang, F., Qian, J.,Tang, L., & Zhang, L. (2016). No longer take a tree for the forest: Across-level learning-related perspective on individual innovativebehavior. Journal of Management and Organization, 22(3), 291–310.

Qian, J., Lin, X., Han, Z. R., Tian,B., Chen, G. Z., & Wang, H. (2015). The impact of future time orientationon employees’ feedback-seeking behavior from supervisors and co-workers: Themediating role of psychological ownership. Journal of Management& Organization, 21(03), 336–349.

Han, Z. R., Qian, J.,Gao, M., & Dong, J. (2015). Emotion Socialization Mechanisms LinkingChinese Fathers’, Mothers’, and Children’s Emotion Regulation: A ModeratedMediation Model. Journal of Child and Family Studies, 24(12), 3570–3579.

Qian, J., Han, Z., Wang, H., Li, X.,& Wang, Q. (2014). Power distance and mentor-protégé relationship qualityas moderators of the relationship between informal mentoring and burnout:evidence from China. International Journal of Mental Health Systems,8(1), 51.

Qian, J., Lin, X., Han, Z. R., Chen,Z. X., & Hays, J. M. (2014). What matters in the relationship betweenmentoring and job-related stress? The moderating effects of protégés’traditionality and trust in mentor. Journal of Management &Organization, 20(05), 608–623.

Qian, J., Wang, H., Han, Z. R., Wang,J., & Wang, H. (2015). Mental health risks among nurses under abusivesupervision: The moderating roles of job role ambiguity and patients’ lack ofreciprocity. International Journal of Mental Health Systems,9(1), 22.

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, 18(3), 286–299.

錢婧, 李茜, 於松玉, 李天貺, 屈逸, 徐逸凡, 張偉, 楊付. 2023. 相聚雲端，共襄盛宴：保利“雲劇院”的戰略性社會責任探索. 中國管理案例共享中心案例庫.

錢婧，Yifan Xu, Yi Qu, Xiaohui Li, Zeng Wang. 2022. Bosai Minerals: A Journey of Going Global Guided by Neo-Confucianism. Ivey Publishing (毅偉案例庫)。

錢婧，屈逸，徐逸凡，孫宇彤，王斌. 2021. 農產品的價值創新：快樂的蛋的產品價值傳播之路。入選第十二屆“全國百篇優秀管理案例”。中國管理案例共享中心案例庫。

錢婧，孫宇彤，聞藝，姚雨霏，徐逸凡，屈逸. 2021. 社會企業、價值創造：孤獨症康復機構星星雨的可持續發展之路。第四屆卓越開發者案例大獎賽一等獎，中國工商管理案例庫。

錢婧，屈逸，孫宇彤，徐逸凡. 2021. 因地制宜，價值共創：後疫情時期的螞蟻集團出海戰略。第四屆卓越開發者案例大獎賽二等獎，中國工商管理案例庫。

錢婧，屈逸，王為鳳，李曉燕. 2021. 全球視野，本地行動：前海像樣如何“玩轉”出海營銷。第一屆中國特色社會主義理論與中國管理實踐相結合的案例評選三等獎。中山大學管理學院陳瑞球亞太案例開發與研究中心案例庫。

錢婧，徐逸凡，王為鳳，張偉. 2021. 福建天華：疫情下國企如何平衡企業發展與社會責任。中國管理案例共享中心案例庫。

錢婧，屈逸，滕小菲，李曉燕. 2021. 科技戰“疫”，化危為機——獵豹移動的戰略性社會責任實踐。中國管理案例共享中心案例庫。

錢婧，王為鳳，劉露遙，陳凱毅，孫宇彤. 2021. 共創共享，成己達人：東華軟件人才激勵的困境與破局。中國工商管理國際案例庫。

錢婧，孫浪，屈逸. 2020. 從創意到實現：琢磨琢磨的戰略轉型之路。第三屆卓越開發者案例大獎賽二等獎，中國工商管理案例庫。

錢婧，屈逸，孫宇彤，陳凱毅. 2020. 謀勢而動，協同創新：東華軟件的戰略領先之道。第三屆卓越開發者案例大獎賽三等獎，中國工商管理案例庫。

錢婧，Hao Chen, Ziqian Zhao, Yi Qu.2019. Cheetah Mobile: Cross-Cultural Clashes Within a Technology Company BornGlobal. Harward Business Publishing (哈佛案例庫，年度高下載量案例).錢婧，屈逸，夏愛靜，楊茜茹。2019. 高深智圖：自動駕駛賽道的領航員. 第二屆卓越開發者案例大獎賽三等獎，中國工商管理案例庫。

錢婧，孫宇彤，屈逸，滕小菲，曾慶. 2019. 惠澤智信：智“惠”醫療新時代的探路者. 第二屆卓越開發者案例大獎賽三等獎，中國工商管理案例庫。

錢婧，徐逸凡，屈逸，王曾. 2019. 博賽礦業：新儒道企業的“出海”之旅. 第二屆卓越開發者案例大獎賽二等獎，中國工商管理案例庫。

錢婧，杜佳憶，趙星，王曾，夏愛靜，徐逸凡，孫宇彤，張偉. 2019. 德源集團：下沉市場裏的轉型黑馬. 中國管理案例共享中心案例庫。

錢婧，徐逸凡，屈逸，張偉，夏愛靜，陳萌. 2019. 精於設計：遊戲化管理如何“打怪升級”. 中國管理案例共享中心案例庫。

錢婧，屈逸，張偉. 2018. 碰撞、融合和本地化：獵豹移動的跨文化管理實踐. 第一屆卓越開發者案例大獎賽二等獎，中國工商管理案例庫。

錢婧，孫宇彤，屈逸，徐沛翔，張惠茜，張偉，陳萌. 2018. 蝸牛睡眠：打開睡眠世界的創業之旅。第一屆卓越開發者案例大獎賽三等獎，中國工商管理案例庫。

錢婧，屈逸，王斌，陳萌. 2018. 跳出思維盒子，顛覆英語課堂 ——盒子魚的品牌定位之道.中國管理案例共享中心案例庫。

錢婧，屈逸，孫宇彤，徐逸凡，張偉，陳萌，楊付. 2018. 猿圈測評：基於效果的創業之路. 中國管理案例共享中心案例庫。

錢婧，王斌，宋百合，夏銘，王夢含，方一雲. 2017. 迴歸本心，不畏浮雲——高德地圖的競爭戰略。中國管理案例共享中心案例庫。

錢婧，宋百合，王斌，黃楚英，楊梓蔚. 2017. 大樸網——家居行業的破局者。中國管理案例共享中心案例庫。

錢婧，屈逸，王斌，肖可可. 2017. 切中痛點，無往不“氪”——企業服務平台氪空間的突圍。中國管理案例共享中心案例庫。

錢婧，王斌，方一雲，金宇珂，宋百合. 2017. 住範兒：家裝行業的突圍者。中國工商管理國際案例庫（The GlobalPlatform of China Cases）。

錢婧，王夢含，宋百合，王斌. 2017. 起始於圖，通達智略——捷泰的地理之道。中國管理案例共享中心案例庫。

錢婧，王斌，楊付，宋百合，歐芮利. 2016. “700Bike，一種生活”——700Bike社羣營銷策略。中國管理案例共享中心案例庫。入選第七屆“全國百篇優秀管理案例”。

錢婧，王斌，高天茹，楊付. 2016. 揮手自茲去，三年創業情——鋭派科技沉浮記。中國管理案例共享中心案例庫。

錢婧，王斌，高天茹. 2016. “多棲”IP養成記——《秦時明月》的得與失（編號:15041）.中國工商管理國際案例庫（TheGlobal Platform of China Cases）。

錢婧，王斌，高天茹，趙嘉辰. 2015. 跌落神壇的PM. 中國應用心理學案例中心案例庫。

韓卓，錢婧，王斌. 2015. 羅傑的故事. 中國應用心理學案例中心案例庫。

錢婧, 孫宇彤, 徐逸凡, 屈逸. 2022. 星星雨——社會企業的價值創造.《清華管理評論》(Tsinghua Business Review), (Z1), 131-140.

錢婧, 屈逸, 孫宇彤, 陳凱毅. 2021. 謀事而動，協同創新：東華軟件的戰略領先之道. 《清華管理評論》(Tsinghua Business Review), (Z1), 141-147.

錢婧, 孫宇彤, 屈逸, 滕小菲, 曾慶. 2020. 惠澤智信：智“惠”醫療新時代的探路者. 《清華管理評論》(Tsinghua Business Review), 6, 122-130.

錢婧, 屈逸, 夏愛靜, 楊茜茹. 2020. 高深智圖：自動駕駛賽道的領航員. 《清華管理評論》(Tsinghua Business Review), 3, 112-120.

錢婧, 徐逸凡, 屈逸, 陳萌, 趙星. 2019. 精於: 遊戲改變設計.《中歐商業評論》(CEIBS Business Review), 2, 85-91.

錢婧, 常書萌, 王斌, 屈逸. 2019. 氪空間：讓辦公更簡單. 《清華管理評論》(Tsinghua Business Review), 1-2合刊, 162-168.

錢婧, 屈逸, 王斌. 2018. 盒子魚：科技翻轉英語課堂. 《清華管理評論》(Tsinghua Business Review), 5, 106-112.

王斌, 錢婧. 2018. 方太, 何以因愛偉大. 《清華管理評論》(Tsinghua Business Review), 4, 96-102.

錢婧, 王斌. 2017. 住範兒: 年輕的家裝“攪局者”. 《中歐商業評論》(CEIBS Business Review), 2, 97-103.

錢婧, 王斌. 2017. 親子貓: 徒步教育從心出發.《清華管理評論》（Tsinghua Business Review）, 3, 107-112.

錢婧, 王斌. 2016. 700Bike: 撬動傳統行業.《清華管理評論》（Tsinghua Business Review）, 5, 100-106.

錢婧, 王斌. 2016. 垂衣: 掘金直男經濟.《清華管理評論》（Tsinghua Business Review）,7-8,124-128.錢婧,王斌.2016. 智圖GeoQ:“看見”商業的可能.《清華管理評論》（Tsinghua Business Review）,10,100-104.

Zhang, F. F., Wang, B., Liao, Y. J., Qian, J., Parker, Sharon. 2022. Different effects of job crafting towards strengths and job crafting towards development. Academy of Management Annual Conference. Online, August 4-10, 2022.

Song, B. H., Ma, J. J., Wang, B., Qian, J. 2022. Why and when overqualified employees do (not) help coworkers? A resource-based perspective. Academy of Management Annual Conference. Online, August 4-10, 2022.

Tseng, S. T., Zhang, X. Y., Levy, P. E., & Qian, J. 2020. Daily Impact of Supervisor Performance Management Behaviors on Employee NeedSatisfaction, Well-Being, and Job Attitudes: An experience sampling study. The Society for Industrial and Organizational Psychology's(SIOP) Annual Conference. Austin, Texas, USA, April 23-25.

Zhang, X. Y., Levy, P. E., & Qian, J. 2020. Learning from Negative Feedback: Testing Feedback Intervention Theory. The Society for Industrial and Organizational Psychology's (SIOP) Annual Conference. Austin, Texas, USA, April 23-25.

Liu, Y. K. Wang, B. Qian, J. & Parker, S. 2020. Reflecting on Work Design for Improving Quality of Work: An Experiential Learning-Based Field Study. Academy of Management Annual Conference. Online, August 7-11, 2020.

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: Leaders’ feedback seeking as a mediator of the relationship between authentic leadership and employees’ voice behavior. International Association for Chinese Management Research (IACMR) Conference, Wuhan, China, 13-17 June.

Chen, Z. J., &Qian, J. 2017. How Does CoworkerPolitical 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? Themoderating effects of protégés’ 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 ManagementConference, 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 ofthe Cultural Context on Mentoring Effects in China. Australian andNew Zealand Academy of Management Conference, Melbourne, Australia, 2-4December.

錢婧, 屈逸，滕小菲，“老年的意義——百歲時代老年人的價值與賦能”，人的發展經濟學研究中心2019年度課題中期研討會，北京，2019年10月。

錢婧，陳萌，“職場排斥對員工反饋尋求行為的影響機制——基於情感事件理論的視角”，第十三屆中國管理學年會，杭州，2018年11月。

錢婧，“案例寫作與教學分享”，北京師範大學心理學部案例作者研討會，北京，2017年5月。

錢婧，“領導與中層領導尋求反饋行為：一個調節的中介模型”，第十屆中國管理學年會，合肥，2015年11月。

錢婧，王海灣，“領導的榜樣作用對員工尋求反饋行為的促進——一個調節的中介模型”，北京師範大學宏觀經濟管理與企業行為研討會，北京，2015年6月。

錢婧，林曉松，陳鎮雄，“暢想未來，腳踏實地——基於津巴多時間維度理論與實踐性希望理論對90後員工的激勵機制與績效管理的研究”，中國勞動學會勞動科學教育分會年會，西安，2012年10月（該論文被評為會議優秀論文）。

所著案例入選哈佛案例庫、全國百優案例，並多次獲中國工商管理案例中心 “卓越開發者”案例大獎。

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