钱婧（学者）的个人简介
钱婧，管理学博士，副教授。博士研究生导师。北京师范大学管理与组织心理学研究中心主任。主要研究领域为组织与管理心理学、脑认知与组织行为、商业模式创新与战略决策。发表SSCI论文32篇。主持国家自然科学基金等6项基金项目。多次参与美国管理学会年会（AOM）、澳大利亚与新西兰管理学会年会（ANZAM）、中国管理研究国际学会（IACMR）等国际学术会议，并宣讲学术报告。担任国家自然科学基金等机构的通讯评审专家，Frontiers in Psychology (SSCI)期刊编委，International Journal of Human Resource Management等SSCI期刊评审专家。
带领团队长期关注本土企业发展，目前就高德、氪空间、猎豹移动、大朴、住范儿、700Bike等企业开发的案例发表于《中欧商业评论》、《清华管理评论》等主流商业杂志及案例库。所著案例入选全国百优案例，并多次荣获中国工商管理案例中心 “卓越开发者”案例大奖。
工作经历
2016.9－ 北京师范大学组织与管理心理学研究中心 主任
2015.9－ 北京师范大学经济与工商管理学院 副教授
2015.8.1－2015.10.31 国家留学基金委选派，高等教育教学法出国研修项目（管理学专业一线教师），加拿大阿尔伯塔大学（选派类别：访问学者）
2012.10－2015.8 北京师范大学经济与工商管理学院 讲师
研究方向
人与人之间的关系（领导与下属、导师与学徒、父母与子女、情侣之间）积极行为与组织心理（反馈寻求行为、情绪调节、压力管理）工作与家庭的平衡（职场人的社会与家庭角色、父母对子女发展的影响）脑认知与组织行为商业模式创新与战略决策心理测量与认知选拔主要成果
主要研究项目
2017-2020年：主持国家自然科学基金面上项目“反馈寻求行为对工作结果的影响：基于神经生理学视角的研究”。2014-2016年：主持国家自然科学基金青年项目“中层领导寻求反馈行为的发展及其影响：一项追踪研究”。2014-2015年：主持教育部留学回国人员科研启动基金项目“导师制对员工焦虑症状的影响”（第47批：教外司留[2013]1792号）。2014-2015年：主持北京师范大学自主科研基金项目“导师制对员工压力的影响：基于权变视角的实证研究”。2012-2014年：主持北京师范大学经济与工商管理学院青年教师前期资助项目“导师制效果的非线性研究”。2016-2018年：参与国家自然科学基金青年项目“探索儿童情绪调节在家庭因素影响焦虑症状过程中的中介效应”（第一参与人）。2014-2015年：参与北京市自然科学基金青年项目“家庭累计危机对初显期成年心理病症的影响：神经生理反应与情绪调节的中介效应”（第一参与人）。2014-2015年：参与北京师范大学自主科研基金项目“焦虑症状儿童情绪调节与家庭病因分析”（第一参与人）。2014-2015年：参与北京师范大学自主科研基金项目“企业绿色创新行为的影响因素与形成路径研究――从管理者环境态度与压力感知的视角”。主要研究成果（期刊）[SSCI论文32篇]
Xia, A., Wang, B., Song, B., Zhang, W., &Qian, J.Online. How and when workplace ostracism influences task performance: Through the lens of conservation of resource theory.Human Resource Management Journal (SSCI，ABS 4星期刊), 1u201318.Qian, J., Yang, F., Wang, B., Huang, C., & Song, B. Online. When workplace ostracism leads to burnout: the roles of job self-determination and future time orientation.International Journal of Human Resource Management (SSCI，ABS 3星期刊),1u201317.Yang, F., Liu, J., Huang, X.,Qian, J., Wang, T., Wang, Z., & Yu, H. (2018). How supervisory support for career development relates to subordinate work engagement and career outcomes: The moderating role of task proficiency.Human Resource Management Journal (SSCI，ABS 4星期刊), 28(3), 496u2013509.Qian, J., Yang, F., Han, Z. R., Wang, H., & Wang, J. (2018). The presence of a feedback-seeking role model in promoting employee feedback seeking: a moderated mediation model. TheInternational Journal of Human Resource Management (SSCI，ABS 3星期刊), 29(18), 2682u20132700.Lin, X. S., Chen, Z. X., Ashford, S. J., Lee, C.,Qian, J.(2018). A self-consistency motivation analysis of employee reactions to job insecurity: The roles of organization-based self-esteem and proactive personality.Journal of Business Research(SSCI，ABS 3星期刊),92, 168-178.Yang, F.,Qian, J., Liu, J., Huang, X., Chau, R., & Wang, T. (2018). Bridging the Gap: How Supervisorsu2019 Perceptions of Guanxi HRM Practices Influence Subordinatesu2019 Work Engagement.Applied Psychology(SSCI, ABS 3星期刊), 67(4), 589u2013616.Lin, X. S.,Qian, J., Li, M., & Chen, Z. X. (2018). How does growth need strength influence employee outcomes? The roles of hope, leadership, and cultural value.International Journal of Human Resource Management (SSCI，ABS 3星期刊),29(17), 2524u20132551.Yang, F.,Qian, J., & Liu, J. (2018). Priming employeesu2019 promotion focus: How and when servant leadership enhances customer service behaviors.Management Decision (SSCI，ABS 2星期刊), 56(11), 2308u20132324.Qian, J., Li, X., Song, B., Wang, B., Wang, M., Chang, S., & Xiong, Y. (2018). Leadersu2019 Expressed Humility and Followersu2019 Feedback Seeking: The Mediating Effects of Perceived Image Cost and Moderating Effects of Power Distance Orientation.Frontiers in Psychology (SSCI),9(APR), 1u201310.Huang, C.,Qian, J., Jin, Z., & Wang, B. (2018). Unlocking the Mask: a Close Look at how Servant Leaders Influence People.Current Psychology (SSCI),37(4), 958u2013965.Qian, J., Song, B., & Wang, B. (2017). Abusive Supervision and Job Dissatisfaction: The Moderating Effects of Feedback Avoidance and Critical Thinking.Frontiers in Psychology (SSCI), 8(MAR), 1u201310.Qian, J., Wang, B., Han, Z., & Song, B. (2017). Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure.Frontiers in Psychology (SSCI), 8(JUL), 1u201311.Qian, J., Han, Z. R., Guo, Z., Yang, F., Wang, H., & Wang, Q. (2016). The relation of feedback-seeking motives and emotion regulation strategies to front-line managersu2019 feedback source profiles: A person-centered approach.Journal of Management & Organization (SSCI), 22(01), 68u201379.Han, Z. R., Lei, X.,Qian, J., Li, P., Wang, H., & Zhang, X. (2016). Parent and child psychopathological symptoms: the mediating role of parental emotion dysregulation.Child and Adolescent Mental Health (SSCI), 21(3), 161u2013168.Yang, F.,Qian, J., Tang, L., & Zhang, L. (2016). No longer take a tree for the forest: A cross-level learning-related perspective on individual innovative behavior.Journal of Management and Organization (SSCI), 22(3), 291u2013310.Qian, J., Lin, X., Han, Z. R., Tian, B., Chen, G. Z., & Wang, H. (2015). The impact of future time orientation on employeesu2019 feedback-seeking behavior from supervisors and co-workers: The mediating role of psychological ownership.Journal of Management & Organization (SSCI), 21(03), 336u2013349. [Listed as one of the most-read papers in 2015. 入选2015年该学报阅读量最高的15篇文章之一]Han, Z. R.,Qian, J., Gao, M., & Dong, J. (2015). Emotion Socialization Mechanisms Linking Chinese Fathersu2019, Mothersu2019, and Childrenu2019s Emotion Regulation: A Moderated Mediation Model.Journal of Child and Family Studies (SSCI), 24(12), 3570u20133579.Qian, J., Han, Z., Wang, H., Li, X., & Wang, Q. (2014). Power distance and mentor-protégé relationship quality as moderators of the relationship between informal mentoring and burnout: evidence from China.International Journal of Mental Health Systems (SSCI), 8(1), 51.Qian, J., Lin, X., Han, Z. R., Chen, Z. X., & Hays, J. M. (2014). What matters in the relationship between mentoring and job-related stress? The moderating effects of protégésu2019 traditionality and trust in mentor.Journal of Management & Organization (SSCI), 20(05), 608u2013623.Qian, J., Wang, H., Han, Z. R., Wang, J., & Wang, H. (2015). Mental health risks among nurses under abusive supervision: The moderating roles of job role ambiguity and patientsu2019 lack of reciprocity.International Journal of Mental Health Systems (SSCI), 9(1), 22.Wang, X., Cai, L.,Qian, J., & Peng, J. (2014). Social support moderates stress effects on depression.International Journal of Mental Health Systems (SSCI), 8(1), 41.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 (SSCI), 18(3), 286u2013299.主要研究成果（商业案例输出）
教学案例（共有18个案例已收录顶级案例库）
钱婧，屈逸，张伟. 2018. 碰撞、融合和本地化：猎豹移动的跨文化管理实践. 获中国工商管理案例中心首届“卓越开发者”案例大奖赛二等奖。钱婧，孙宇彤，屈逸，徐沛翔，张惠茜，张伟，陈萌. 2018. 蜗牛睡眠：打开睡眠世界的创业之旅. 获中国工商管理案例中心首届“卓越开发者”案例大奖赛三等奖。钱婧，屈逸，王斌，陈萌. 2018. 跳出思维盒子，颠覆英语课堂 ――盒子鱼的品牌定位之道.中国管理案例共享中心案例库。钱婧，屈逸，孙宇彤，徐逸凡，张伟，陈萌，杨付. 2018. 猿圈测评：基于效果的创业之路. 中国管理案例共享中心案例库。钱婧，王斌，宋百合，夏铭，王梦含，方一云. 2017. 回归本心，不畏浮云――高德地图的竞争战略。中国管理案例共享中心案例库。钱婧，宋百合，王斌，黄楚英，杨梓蔚. 2017. 大朴网――家居行业的破局者。中国管理案例共享中心案例库。钱婧，屈逸，王斌，肖可可. 2017. 切中痛点，无往不“氪” ――企业服务平台氪空间的突围。中国管理案例共享中心案例库。钱婧，王斌，方一云，金宇珂，宋百合. 2017. 住范儿：家装行业的突围者。中国工商管理国际案例库（The Global Platform of China Cases）。钱婧，王梦含，宋百合，王斌. 2017. 起始于图，通达智略――捷泰的地理之道。中国管理案例共享中心案例库。钱婧，王斌，杨付，宋百合，欧芮利. 2016. “700Bike，一种生活”――700Bike社群营销策略。中国管理案例共享中心案例库。入选第七届“全国百篇优秀管理案例”。钱婧，王斌，高天茹，杨付. 2016. 挥手自兹去，三年创业情――锐派科技沉浮记。中国管理案例共享中心案例库。钱婧，王斌，高天茹. 2016. “多栖”IP养成记――《秦时明月》的得与失（编号:15041）.中国工商管理国际案例库（The Global Platform of China Cases）。钱婧，王斌，高天茹，赵嘉辰. 2015. 跌落神坛的PM. 中国应用心理学案例中心案例库。韩卓，钱婧，王斌. 2015. 罗杰的故事. 中国应用心理学案例中心案例库。商业期刊
钱婧，屈逸，王斌. 2018. 盒子鱼：科技翻转英语课堂. 《清华管理评论》(Tsinghua Business Review), 5，106-112.王斌，钱婧. 2018. 方太，何以因爱伟大. 《清华管理评论》(Tsinghua Business Review), 4, 96-102.钱婧，王斌. 2017. 住范儿：年轻的家装“搅局者”. 《中欧商业评论》(CEIBS Business Review)，2，97-103.钱婧，王斌. 2017. 亲子猫：徒步教育从心出发.《清华管理评论》（Tsinghua Business Review), 3, 107-112.钱婧，王斌. 2016. 700Bike：撬动传统行业.《清华管理评论》（Tsinghua Business Review）, 5, 100-106.钱婧，王斌. 2016. 垂衣：掘金直男经济.《清华管理评论》（Tsinghua Business Review）,7-8,124-128.钱婧，王斌. 2016. 智图GeoQ：“看见”商业的可能.《清华管理评论》（Tsinghua Business Review）,10,100-104.主要研究成果（国际会议）
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: Leadersu2019 feedback seeking as a mediator of the relationship between authentic leadership and employeesu2019 voice behavior. International Association for Chinese Management Research (IACMR) Conference, Wuhan, China, 13-17 June.Chen, Z. J., &Qian, J. 2017. How Does Coworker Political 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? The moderating effects of protégésu2019 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 Management Conference, 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 of the Cultural Context on Mentoring Effects in China.Australian and New Zealand Academy of Management Conference, Melbourne, Australia, 2-4 December.国内会议及研讨会
钱婧、林晓松、陈镇雄，“畅想未来，脚踏实地――基于津巴多时间维度理论与实践性希望理论对90后员工的激励机制与绩效管理的研究”，中国劳动学会劳动科学教育分会年会，西安，2012年10月（该论文被评为会议优秀论文）。钱婧、王海湾，“领导的榜样作用对员工寻求反馈行为的促进――一个调节的中介模型”，北京师范大学宏观经济管理与企业行为研讨会，北京，2015年6月。钱婧，“真我领导与中层领导寻求反馈行为：一个调节的中介模型”，第十届中国管理学年会，合肥，2015年11月。钱婧，“案例写作与教学分享” 北京师范大学心理学部案例作者研讨会”，北京，2017年5月。钱婧，陈萌，“职场排斥对员工反馈寻求行为的影响机制――基于情感事件理论的视角”，第十三届中国管理学年会，杭州，2018年11月。