张悦
发布日期：2024-04-06 浏览次数：次
个人经历 Personal experience 教育经历 2014-2020，西安交通大学管理学院，获管理学博士学位；2013-2014，西安交通大学管理学院，硕士研究生；2009-2013，长安大学经济与管理学院，获管理学学士学位。
教育教学
科学研究 Scientific Research 国家自然科学基金青年科学基金项目，72202177，低碳战略双重悖论的激活与破解机理研究：基于高管团队微观视角，2023.01-2025.12，主持陕西省社会科学基金年度项目, 2021R017, 绿色低碳发展格局下陕南地区绿色创业的驱动机制及其演进路径研究, 2021-10 至 2023-10,主持陕西省软科学一般项目, 2022KRM003, 陕西省融合型创新联合体的构建、整合与可持续性价值创造研究, 2022-03 至 2023-02,主持
荣誉获奖
学术成果 Academic Achievements [1]Zhang, Y. *, Ayoko, O. B., & Liang, Q. (2021). The joint influence of CEO succession types and CEO-TMT faultline on firm’s strategic change. Journal of Business Research,126（5）, 137-152. 2021-3-17[2]Ayoko, O. B. *, Zhang, Y., & Nicoli, J. (2021). Conflict and socio-cultural adaptation: the mediating and moderating role of conflict communication behaviors and cultural intelligence. The International Journal of Human Resource Management, 1-41.[3]Zhang Y*, Liang Q Z, Fan P H. Strategic core change, faultlines and team flux: insight from punctuated equilibrium model[J]. Journal of Organizational Change Management, 2017, 30(1):54-75.[4]Zhang Y, Liang QZ, Zhang J.Team Faultline： Types, Configuration and Influence - Evidence from Chinese Provincial Top Cardres Teams[C]. Academy of Management Meeting（AOM）, Boston, USA, 2016.[5]Zhang Y, Liang QZ, Chen H. Bridging Social Network into Faultline Research: A Meta-analytic Review[C].International Association for Chinese Management Research（IACMR）, Xi’an, China, 2021. [6]Chen, H*., Liang, Q. Z., Feng C., & Zhang, Y. Leadership and follower voice: The role of inclusive leadership and group faultlines in promoting collective voice behavior [J]. The Journal of Applied Behavioral Science, 2021.11, Online publication. [7]Chen, H., Liang, Q. Z., Feng C., & Zhang, Y.. Why and when do employees become more proactive under humble leaders? The roles of psychological need satisfaction and Chinese traditionality [J]. Journal of Organizational Change Management, Online publication. [8]Chen, H*., Liang, Q. Z., & Zhang, Y. Facilitating or inhibiting? The double-edged effects of faultlines interaction on group creativity – evidence from China [J]. Chinese Management Studies, 2019, 13(4): 802-819.[9]Zhang J*, Liang Q Z, Zhang Y, Qu Y M. Team faultline: types, configuration and influence – evidence from China[J]. International Journal of Conflict Management, 2017, 28(3):346-367.[10]张悦,梁巧转,陈慧.CEO-TMT交界视角：CEO继任背景下CEO-TMT特征孤立性与企业创新强度的关系[J].管理评论,2021,33(12):100-114.[11]张悦*,梁巧转.团队核心角色变动的动态机制研究——基于间断平衡理论的分析[J].外国经济与管理,2016,38(07):76-85. [12]张悦*,梁巧转,范培华.网络嵌入性与创新绩效的Meta分析[J].科研管理,2016,37(11):80-88.