![]()
江静
- 电子邮箱：48b9f3a298d48cfb07b3d832e5c278205d7b22fe1a922c4b3d59ed04b604a8fe02b66e06f9f7182234f9bda2268033d338abd78f876a0c4c826e94ee102f18907ce965068a8cab43ef7b8bf1c2a0f70a22be3bbc8e79790d037b829708187f8f6d18b2b2802f38eb6cc52e6bc3151ed72f85988d3ac0efe2fb6c39fdaa3a3759
- 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：
-
[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.
-
[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.
-
[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
-
[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.
-
[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.
-
[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.
-
[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.
-
[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.
-
[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.
-
[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.
