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江静
- 电子邮箱：jiangj@bupt.edu.cn
- 所在单位：经济管理学院
- 学历：研究生毕业
- 办公地点：经管楼302-2
- 性别：女
- 学位：博士学位
- 职称：副教授
- 在职信息：在职
- 毕业院校：清华大学
- 硕士生导师
- 所属院系：经济管理学院
访问量：
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[1]
Jiang, J., Dong, H., Dong, Y., Yuan, Y., Tu, X. (2024). Challengers, not followers? The effect of leaders’ perceptions of team overqualification on leaders' empowering behavior. Journal of Managerial Psychology. 32(7), 2305-2323.
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[2]
江静, 董雅楠, 屠兴勇, 武欣. (2024). 领导批判性思维能激活团队创造力吗？一个三重交互作用模型. 管理评论, 36(8), 185-199.
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[3]
Jiang, J., Dong, H., Dong, Y., Gu, H. and Lv, Y. (2024), The double-edged sword effect of mega sport event strength on volunteer performance, Tourism Review, doi.org/10.1108/TR-09-2023-0608
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[4]
Jiang, J., Yuan, Y., Dong, Y., & Dong, H. (2023). Employees’ proactive customer service performance in hospitality: impacts of customer mistreatment and team performance pressure. Tourism Review. 78(6), 1414-1432.
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[5]
Dong, Y., Zhao, X., Yuan, Y., Dong, H., & Jiang, J (corresponding author). (2023). What’ s wrong with different empowerment? The effect of differentiated empowering leadership on employee proactive service. Journal of Hospitality & Tourism Research, 47(7), 1187-1214.
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[6]
Jiang, J., Dong, Y., Hu, L., Liu, Q., & Guan, Y. (2022). Leaders' response to employee overqualification: An explanation of the curvilinear moderated relationship. Journal of Occupational and Organizational Psychology. 95(2), 459-494.
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[7]
容琰, 隋杨, 江静. (2022). 领导权力和地位对下属建言的影响——心理安全感的中介作用. 心理学报, 54(6), 1-17.
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[8]
董雅楠, 江静(通讯), 谷慧敏, & 杨百寅. (2022). 领导待我有异, 我待顾客有别: 差异化授权领导与员工主动服务绩效关系探析. 管理评论, 34(7), 211-223.
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[9]
Dong, Y., Zhang, L., Wang, H. J., & Jiang, J. (2022). Why is Crafting the Job Associated with Less Prosocial Reactions and More Social Undermining? The Role of Feelings of Relative Deprivation and Zero-Sum Mindset. Journal of Business Ethics, 1-16.
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[10]
江静，董雅楠, 杨百寅, 李艳. (2020). 让建言更多含金量：员工建言质量的前因机制.心理科学进展. 28(7),1-15.
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[11]
Jiang, J., Dong, Y., Li, B., Gu, H., & Yu, L (2020). Do feelings matter? The effect of leader affective presence on employee proactive customer service performance. International Journal of Contemporary Hospitality Management . 32(7): 2305-2323.
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[12]
Dong, Y., Jiang, J.,Yan, R., & Yang, B. (2020). LMX Differentiation and Voice Behavior: A Resource-Conservation Framework, Journal of Leadership and Organizational Studies. 27(3): 307-322.
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[13]
Jin. x., Jiang, J (corresponding author)., Li, B., & Li, P. (2020). Effects of leader-member exchange on employee voice in the Chinese hospitality industry based on conservation of resources theory. Anatolia:An International Journal of Tourism and Hospitality Research . 31(1): 131-141.
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[14]
江静，董雅楠, 杨百寅, 屠兴勇. (2019). 工作绩效提升需要批判性思维吗？一个被调节的中介模型.科学学与科学技术管理.40(4),137 - 149.
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[15]
Jiang, J., Gu, H., Dong, Y., & Tu, X. (2019). The better I feel, the better I can do: effect of leader positive affective presence on employee service performance. International Journal of Hospitality Management. 78, 251-260.
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[16]
屠兴勇，林琤璐，江静. (2019). 管理教练行为与员工创新的关系研究. 科研管理, 40(7), 267-274.
