师资资源

李欣欣

  • 系 别:组织管理系
  • 办公电话:+86 (0)21
  • 职 称:副教授
  • 电子邮箱:xinxinli@sjtu.edu.cn
教师简介
  • 李欣欣,新加坡国立大学管理学博士,上海交通大学安泰经济与管理学院副教授、博士生导师,上海市“晨光学者”。研究领域包括:职场欺凌行为和不道德行为的前因后果,工作中不同情绪(如嫉妒、幸灾乐祸、焦虑、内疚)的来源及其对认知和行为的影响等。论文发表于Academy of Management Review、Journal of Management、Journal of Business Ethics、Journal of Occupational and Organizational Psychology、Journal of Vocational Behavior、Group Processes & Intergroup Relations、International Journal of Selection and Assessment等期刊。


    研究领域

    组织行为学

    研究方向

    职场欺凌、职场人际行为、道德行为

    多元化、组织公平、包容(DEI)

    工作中的情绪、社会比较、工作家庭交互

    奖励与荣誉

    第九届高等学校科学研究优秀成果奖(人文社会科学)青年成果奖,2024

    管理学原理教学团队入选上海交通大学首批校级优秀基层教学组织,2021

    2020年度上海交通大学教职工考核优秀奖

    2020年度上海交通大学安泰经济与管理学院本科教学优秀奖

    2020年度上海交通大学安泰经济与管理学院“考核优秀奖”

    2019年度上海交通大学安泰经济与管理学院“学科建设贡献奖”

    2019年上海交通大学安泰经济与管理学院青年教师教学展示与竞赛 二等奖

    2018年度上海市晨光学者

    Emerald Best Dissertation Paper Award, Gender & Diversity in Organizations (GDO) Division of the Academy of Management, 2017 (The paper is based on Jamie Gloor’s dissertation)

    Outstanding Reviewer Award, OB Division of the Academy of Management, 2017, 2016

    OB SIG Best Paper Award, European Academy of Management Conference, 2016

    Finalist (top three papers) for Most Inspirational Paper Award, European Academy of Management Conference, 2016

    Second Prize in the 4th NUS Business School Annual Research Day, 2015

    教研项目

    参与,“管理学”课程金课建设,《高等学校工商管理类专业核心课程金课建设实施研究》项目立项,2020

    课程团队成员,《管理学原理》入选首批国家级一流本科课程(线下课程;2020)、上海交通大学校级一流课程(线下课程;2022)

    指导学生

    DBA:詹新(2018-2023)

    MBA:

    2025届:周密

    2024届:张燕、魏协利、储江龙、邓萍、陈艾琳

    2023届:王博、刘佳、李豪、曲薇、徐奇勋

    2022届:张杰、王丽云

    学术硕士:

    2022-2025:卢苏梦、陈佳伟

    2021-2024鹿嫣然(毕业去向:马里兰大学攻读管理学博士)

    2020-2023宋振瑶(就业去向:青岛发改委)、周泽同(就业去向:光明集团)

    本科:吴冰雁(2020届;就业去向:曼氏)、柯静玫(2020届;就业去向:德州仪器)

    学生竞赛指导

    第十一届校际大学生理财规划邀请赛一等奖(殷奕珉、朱佳莹、周慈航、徐殷怡),指导老师

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科学研究
  • 科研项目

    主持,国家自科基金青年项目(72102143):残障与健全员工双重视角下的残障多元化动机归因:前因、作用机制与结果,2022.01-2024.12

    主持,2018年度“晨光计划”项目(18CG13):企业残障多样性管理策略的结果研究:基于残疾人和健全人的双重视角,2019-2021

    参与,国家自科基金重点项目(72232005):平台企业算法领导的阴暗面:基于权力失衡和意义建构视角的理论研究,2023-2027

    参与,国家自科基金面上项目(71972132):生活时间贫穷的构思、影响因素及其双重作用机制:一项跨层次追踪研究,2020-2023

    参与,国家自科基金面上项目(72071129):农民工的退行行为的预测和干预研究,2021-2024

    学术活动

    审稿人:Journal of Occupational and Organizational Psychology, Applied Psychology: An International Review, Journal of Occupational Health Psychology, Journal of Business Ethics, Human Resource Management JournalEuropean Journal of Work and Organizational Psychology, Journal of Managerial Psychology, Journal of Business Research, Scandinavian Journal of Management, Frontiers of Business Research in China, 心理学报,管理工程学报,系统管理学报,中国人力资源开发

    发表文章 (*通讯作者; +指导学生)

    Li, X*., McAllister, D. J., Ilies, R., & Gloor, J. L. (2019). Schadenfreude: A counternormative observer response to workplace mistreatment. Academy of Management Review, 44(2), 360–376. https://doi.org/10.5465/amr.2016.0134 

    Gloor, J. L*., Okimoto, T. G., Li, X*., Gazdag, B. A., & Ryan, M. K. How identity impacts bystander responses to workplace mistreatment. Journal of Management. https://doi.org/10.1177/01492063231177976 

    • 媒体报道:Okimoto, T. G. Are You Blind to Subtle Forms of Workplace Discrimination? Psychology Today, April 2024. https://www.psychologytoday.com/us/blog/moving-past-conflict/202403/are-you-blind-to-subtle-forms-of-workplace-discrimination

    Gloor, J. L., Okimoto, T. G., Li, X., Gazdag, B. A., & Ryan, M. K. (2024). When employees identify with their company, they’re less likely to recognize gender discrimination. Harvard Business Review (website), May 3, 2024. https://hbr.org/2024/05/research-when-employees-identify-with-their-company-theyre-less-likely-to-recognize-gender-discrimination

    Zheng, X., Zhang, Q*+., Li, X*., & Wu, B. (2022). Being busy, feeling poor: The scale development and validation of perceived time poverty. International Journal of Selection and Assessment, 30(4), 596–613. https://doi.org/010.1111/ijsa.12395 

    Aw, S. S., Ilies, R., Li, X*., Bakker, A. B., & Liu, X-Y*. (2021). Work-related helping and family functioning: A work–home resources perspective. Journal of Occupational and Organizational Psychology, 94(1), 55–79. https://doi.org/10.1111/JOOP.12331   

    Ilies, R., Guo, C. Y., Lim, S., Yam, K. C., & Li, X. (2020). Happy but uncivil? Examining when and why positive affect leads to incivility. Journal of Business Ethics, 165, 595–614. https://doi.org/10.1007/s10551-018-04097-1    

    Gloor, J. L., Li, X., Lim, S., & Feierabend, A. (2018). An inconvenient truth? Interpersonal and career consequences of “maybe baby” expectations. Journal of Vocational Behavior, 104, 44–58. https://doi.org/10.1016/j.jvb.2017.10.001 

    Gloor, J. L., Li, X., & Puhl, R. M. (2018). Predictors of parental leave support: Bad news for (big) dads and a policy for equality. Group Processes & Intergroup Relations, 21(5), 810–830. https://doi.org/10.1177/1368430217751630 

    Li, X., & Ilies, R. (2018). Affective processes in the work-family interface. In K. M., Shockley, W. Shen, & R. C., Johnson (Eds), The Cambridge handbook of the global work-family interface (pp. 661–680). Cambridge: Cambridge University Press. https://doi.org/10.1017/9781108235556.036 

    Li, X., & Lim, S. (2017). Cross-cultural differences in workplace aggression. In N. Bowling & S. Hershcovis (Eds), Research and theory on workplace aggression (pp. 245–268). Cambridge: Cambridge University Press. https://doi.org/10.1017/9781316160930.011

    杨丹,朱曦济,李欣欣.(2024). 面向残障人士的人力资源管理:实现平等与共融. 中国人力资源开发, 41(2), 3-5.

    王茜+,王海江,李欣欣,耿利肖+.(2023). 上下级联合偏离的概念化和量表开发[J]. 管理学报, 20(8), 1148-1159.

    李欣欣,郑雪,王红月.(2020). 人在职场:你好焦虑?焦虑,你好!哈佛商业评论中文版,2, 146–149.

    会议最佳论文

    Aw, S., Ilies, R., Li, X., Bakker, A. B., & Liu, X. (2019). The bright and dark sides of helping and being helped at work for family functioning. Academy of Management Best Paper Proceedings.

    Li, X., & Ju, H. (2018). Why and when job insecurity breeds abusive supervision. Academy of Management Best Paper Proceedings.

    Gloor, J., Li, X., & Lim, S. (2017). An inconvenient truth? Interpersonal and career consequences of “maybe baby” expectations. Academy of Management Best Paper Proceedings.

    Li, J., Zhu, X., Li, X., Chattopadhyay, P., & George, E. (2017). Gain or pain: How disability severity affects the impacts of climate for inclusion. Academy of Management Best Paper Proceedings.

    会议论文

    • Zhang, K. & Li, X. The Perils of Perfectionism: A Stress Lens on Self-Oriented Perfectionism and Workplace Cheating.  Presented at the 2020 Annual Meeting of the Academy of Management (Online).

    • Gloor, J. L., Okimoto, T. G., & Li, X. Missed, dissed, or dismissed? Why incivility towards women goes (un)noticed. Part of the symposium: It’s complex: Conditions that inhibit women’s inclusion at work, K. Frear & S. Paustian-Underdahl (Co-chairs). Presented at the 2019 Annual Meeting of the Academy of Management, Boston, MA.

    • Aw, S., Ilies, R., Li, X., Bakker, A. B., & Liu, X. The bright and dark sides of helping and being helped at work for family functioning. Presented at the 2019 Annual Meeting of the Academy of Management, Boston, MA.

    • Li, X., & Ju, H. Why and when job insecurity breeds abusive supervision. Presented at the 2018 Academy of Management Annual Meeting, Chicago, IL.

    • Gloor, J., Li, X., & Lim, S. What you see is what you get? Gender differences in workplace disrespect. Part of the symposium: Workplace incivility: New frontiers and research directions, P. Schilpzand & T. Pounds (Co-chairs), to be presented at the 2018 Academy of Management Annual Meeting, Chicago, IL.

    • Li, J., Zhu, X., Li, X., Chattopadhyay, P & George, E. Gain or pain: How disability severity affects the impacts of climate for inclusion. Presented at the 2017 Academy of Management Annual Meeting, Atlanta, GA.

    • Gloor, J., Li, X., & Lim, S. An inconvenient truth? Interpersonal and career consequences of “maybe baby” expectations. Presented at the 2017 Academy of Management Annual Meeting, Atlanta, GA.

    • Gloor, J., Li, X., & Puhl, R. M. Gender inequality in parental leave: Intersection with obesity and a nudge for unpaid labor parity. Presented at the European Association of Work and Organizational Psychology Congress 2017, Dublin, Ireland.

    • Li, X., & Ilies, R. The pleasure in seeing others in pain: Schadenfreude in response to workplace mistreatment. Presented at the 2016 Academy of Management Annual Meeting, Anaheim, CA.

    • Gloor, J., Lim, S., Li, X., & Feierabend, A. “Maybe Baby” isolates Ladies: Incivility’s career consequences for young childless women. Presented at the 2016 European Academy of Management (EURAM) Annual Conference, Paris, France.

    • Li, X., Lim, S., & Ilies, R. Coworker incivility and spousal support provision: The mediating role of surface acting. Presented at the 2015 Academy of Management Annual Meeting, Vancouver, BC, Canada.

    • Li, X., Lim, S., & Guo, Y. Effects of self-compassion on work-to-family incivility. Poster presented at the 2015 Annual Conference of the Society for Industrial and Organizational Psychology, Philadelphia, PA.

    • Guo, Y., Lim, S., & Li, X. Happy and uncivil: The role of moral disengagement and moral identity. Presented at the 2015 Work, Stress, & Health Conference, Atlanta, GA.

    • Li, X., Lim, S., & Guo, Y. Spillover of incivility from work to family: The buffering effects of self-compassion. Part of the symposium: Putting a face to aggressive words and actions: Target and offender characteristics in workplace mistreatment processes, P. N. Sharma & D. J. Yoon (Co-chairs), presented at the 2014 Academy of Management Annual Meeting, Philadelphia, PA.

    • Guo, Y., Tjosvold, D., Wong, A. S. H., & Li, X. Conflict between leaders and employees: The role of transformational leadership. Paper presented at the 2014 Academy of Management Annual Meeting, Philadelphia, PA.


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主讲课程
  • 组织行为学(MBA):2021(48人)、2022(53人)

    高级组织管理研究方法(博士):2019(5人)、2020(5人)、2021(15人)、2022(8人)、20237

    管理学原理(本科):2019(48人,47人)、2020(37人,38人)、2021(54人,41人)、2022(61人,33人,2人)、2023(50人,45人)

    管理研究方法(硕、博):2019(43人)

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