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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.
