Du Jing
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Personal Information
- Supervisor of Doctorate Candidates
- Supervisor of Master's Candidates
- Name (Pinyin):Du Jing
- E-Mail:
- Date of Employment:2006-12-06
- Administrative Position:教授
- Education Level:研究生毕业
- Business Address:武汉大学文理学部经济与管理学院
- Gender:Male
- Contact Information:微信号：adu6955
- Status:Employed
- Academic Titles:湖北省人力资源学会副会长
- Alma Mater:华中科技大学
- Teacher College:Economics and Management School
- Discipline:
Enterprise Management
- Honors and Titles 武汉大学经济与管理学院专业学位最受欢迎教师
Other Contact Information
- ZipCode:
- PostalAddress:
- Email:
- [1]. How supervisor perceived overqualification influences exploitative leadership: the mediating role of job anxiety and the moderating role of psychological entitlement. Leadership & Organization Development Journal. 2024.
- [2]. Supervisor bottom-line mentality and employee workplace well-being: a multiple mediation model.. Baltic Journal of Management. 2024.
- [3]. Judging in the Dark: How Delivery Riders Form Fairness Perceptions Under Algorithmic Management.. Journal of Business Ethics. 2024.
- [4]. Daily Effects of COVID 19 News on personal protective behaviors through COVID 19 anxiety: The significance of direct Wuhan epidemic experience.. International Journal of Behavioral Medicine. 2023.
- [5]. Non-work-related instant messaging in the workplace and daily task performance: complementarity between social and cognitive resources. Journal of Managerial Psychology. 2022.
- [6]. 有备无患：后续疫情中新冠焦虑对武汉员工防护和工作的影响研究. 商业经济与管理. 2022.
- [7]. 基于计划行为理论的春节期间返乡行为研究. 软科学. 2022.
- [8]. 一切为了利润的领导:领导底线心智的前因、后果与作用机制. 中国人力资源开发. 2021.
- [9]. 好事不出门，坏事传千里？组织变革前非正式信息的传播机制研究. 商业经济与管理. 2021.
- [10]. 领导神经质特征对其变革决策的影响研究. 珞珈管理评论. 2019.
- [11]. 未雨绸缪：变革前非正式信息对员工变革抵制意愿的影响. 心理学报. 2019.
- [12]. 杜旌 Convergent perceptions of organizational efficacy among team members and positive work outcomes in organizational teams. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY. 88 (1). 2015.
- [13]. 杜旌 中庸结构内涵及其与集体主义关系的研究. 管理学报. 12 (1672-884X). 2015.
- [14]. 杜旌 员工建言行为:前因和中介机制研究. 武汉大学学报(哲学社会科学版). 67 (1672-7320). 2014.
- [15]. 杜旌 基于自我效能中介作用的高绩效工作系统与员工幸福感研究. 管理学报. 11 (1672-884X). 2014.
- [16]. 杜旌 集体主义的确阻碍创新吗？——一项基于情景作用的实证研究. 科学学研究. 32 (1003-2053). 2014.
- [17]. 杜旌 LEADERSHIP EFFECTIVENESS IN CHINA: THE MODERATING ROLE OF CHANGE CLIMATE. SOCIAL BEHAVIOR AND PERSONALITY. 41 (9). 2013.
- [18]. 杜旌 本土文化情境下领导行为对员工变革反应的影响:基于图式理论的动态研究. 心理科学进展. 21 (1671-3710). 2013.
- [19]. 杜旌 集体主义对个人创新影响的理论探索. 科技进步与对策. 30 (1001-7348). 2013.
- [20]. “服务补救”视角下人力资源业务合作伙伴系统的改进. 中国人力资源开发. (1004-4124). 2013.
- [21]. 杜旌 Interaction Between One's Own and Others' Procedural Justice Perceptions and Citizenship Behaviors in Organizational Teams: The Moderating Role of Group Identification. GROUP DYNAMICS-THEORY RESEARCH AND PRACTICE. 16 (4). 2012.
- [22]. 杜旌 Pay for performance in emerging markets: Insights from China. JOURNAL OF INTERNATIONAL BUSINESS STUDIES. 41 (4). 2010.
- [23]. 杜旌 团队创新氛围:以团队水平促进个人创新. 科技进步与对策. 27 (2). 2010.
- [24]. 杜旌 无领导小组讨论中个人绩效的影响因素——基于性格、价值观和团队经验的研究. 南京大学学报(哲学、人文、社科版). 46 (1007-7278). 2009.
- [25]. 杜旌 匹配对创造性的影响:集体主义的调节作用. 心理学报. 41 (0439-755X). 2009.
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