全部版块 我的主页
› 论坛 › 经济学人 二区 › 学术道德监督
不得不服：看看这两位在美读博的华人博士生的成果
好想发一篇论文
34409 198
2011-05-29
一、这个人今年博士三年级，明年毕业
http://www.rhsmith.umd.edu/management/phd/Farh.aspx

Refereed Publications

  • Liang, J., Farh, C. I. C., & Farh, J. L. Psychological Antecedents of Promotive and Prohibitive Voice Behavior: A Two-Wave Longitudinal Examination. (In Press) at Academy of Management Journal.
  • Farh, C. I. C., Bartol, K. M., Shapiro, D., & Shin, J. (2010). Networking abroad: A process model of how expatriates form support ties to facilitate adjustment, Academy of Management Review, 35(3): 434-454.
  • Chen, G., Kirkman, B. L., Kim, K., Farh, C. I. C., & Tangirala, S. (2010). When does cross-cultural motivation enhance expatriate effectiveness? A multilevel investigation of the moderating roles of subsidiary support and cultural distance. Academy of Management Journal, 53(5): 1110-1130.
  • Farh, J. L., Lee, C., & Farh, C. I. C. (2010). Task conflict and team creativity: A question of how much and when. Journal of Applied Psychology, 95(6): 1173-1180.
  • Chen, G., Kirkman, B. L., Kim, K., & Farh, C. I. C. (2009). Expatriate motivation and effectiveness: The roles of cultural distance and subsidiary support. Academy of Management Conference Best Paper Proceedings.


二、下面这个人现在博士三年级，也是明年毕业：
http://www.ningliresearch.com/research/

EDUCATION
Texas A&M University, Doctor of Philosophy (Ph.D.), Organizational Behavior (2008-2012 Expected)
Shanghai Jiaotong University, Bachelor of Science (B.Sc.) Business Administration, Management (2005)

REFEREED JOURNAL ARTICLES
Li, N., Liang, J., & Crant, J. M. 2010. The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective. Journal of Applied Psychology, 95: 395-404.

Li, N., Harris, T., Boswell, W. R, & Xie, Z. T. in press. Promoting newcomers’ performance: The role of developmental feedback and proactive personality. Journal Applied Psychology.

Chiaburu, D. S., Oh, I., Berry, C. M., Li, N., & Gardner. R. in press.
The five-factor model of personality traits and organizational citizenship. Journal of Applied Psychology.

MANUSCRIPTS UNDER REVIEW (Revise and Resubmit)
Li, N., Kirkman, B. L The paradox of LMX differentiation: How treating followers differently can both enhance and impede employee performance. Academy of Management Journal (2nd revise & resubmit).

Li, N., Chiaburu, D. S., Kirkman, B. L. & Xie, Z. T. Spotlight on the followers: Neutralizing the effect of transformational leadership on subordinates’ citizenship and taking charge. Academy of Management Journal (revise & resubmit).

Barrick, M. R., Mount, M. K., & Li., N. The theory of purposeful work behavior.
Academy of Management Review (revise & resubmit).

Li, N., Chiaburu, D. S Social climate as a double-edged sword: Connecting empowering leadership and discretionary behaviors. Journal of Applied Psychology (revise & resubmit).

Li, N., Wagner, D. T, & Chiaburu, D. S. The cognitive–affective crossfire: Joint effects of creative self-efficacy, positive and negative mood on creativity. Journal of Applied Psychology (revise & resubmit).


MANUSCRIPTS UNDER REVIEW (Submitted)
Chiaburu, D. S., Li, N., & Zheng, X-S. Coworker influences on citizenship and taking charge:
Team-level processes and contingencies. Journal of Applied Psychology (under review).

Chen, Z. J., Li, N., Chiaburu, D. S., & Xie, Z. T. Riding the integrative wave of justice research: Power distance orientation as a moderator. Personnel Psychology (under review).

Li, N., Kirkman, B. L., & Harris, T. Standing out or fitting in? A multilevel examination of leader-member exchange theory in the workgroup context. Organizational Behavior and Human Decision Processes (under review).

Zhang, X. A., Li, N., Ullrich, J., & van Dick, R. Getting everyone on board: The effect of executive differentiated transformational leadership on top management team effectiveness and subsidiary firm performance. Strategic Management Journal (under review).

WORKING PAPERS
Li, N., Barrick, M. R., Zimmerman, R., & Chiaburu, D. S. Retaining the productive worker: The role of individual differences. Prepared to be submitted to Academy of Management Journal.

Li, N., Kirkman, B. L. & Porter, C. O. L. H. Beyond individual citizenship: Toward a multilevel model of team citizenship behavior. Prepared to be submitted to Academy of Management Review.

Chiaburu, D. S., Chakrabarty, S., & Li, N. Connecting social exchanges and citizenship behaviors across cultures, A meta-analytic investigation. Prepared to be submitted to Journal of International Business Studies.

Swider, B. & Li, N. Leadership change and team performance trajectory: An examination and extension of punctuated equilibrium theory. Prepared to be submitted to Academy of Management Journal.

Li, N., Harris, T., Boswell, W. R, & Xie, Z. T. Getting what’s new from newcomers: The role of empowering leadership, organizational support for creativity, and coworker trust in newcomers’ voice and creativity. Prepared to be submitted to Personnel Psychology.

Zhang, X. A., Byrne, Z., Li, N., & Chiaburu, D. S. Doing good but looking bad? The moderating effect of organizational politics on the relationship between citizenship behavior and performance ratings. Prepared to be submitted to Journal of Applied Psychology.

Burnett, M., Chiaburu, D. S., Li, N., & Shapiro, D. L. Support from the organization and taking charge: Exploring non-linear relationships and their contingencies. Prepared to be submitted to Academy of Management Journal.
二维码

扫码加我 拉你入群

请注明：姓名-公司-职位

以便审核进群资格，未注明则拒绝

全部回复
wuhui1018
2011-5-29 09:07:13
不是很多人不适合读博..而是为什么那些去国外读博念书为撒他们就可以做出成绩..我想他们以前在国内时并不比我们聪明或者厉害到那里去....这才是个值得思考的问题..
二维码

扫码加我 拉你入群

请注明：姓名-公司-职位

以便审核进群资格，未注明则拒绝

wanhu369714
2011-5-29 09:08:15
国内大多数读博并不是为了 研究 而是为了能有一个高的收入！！！
二维码

扫码加我 拉你入群

请注明：姓名-公司-职位

以便审核进群资格，未注明则拒绝

樱桃babycute
2011-5-29 09:19:04
读博何为，读博为何？深思
二维码

扫码加我 拉你入群

请注明：姓名-公司-职位

以便审核进群资格，未注明则拒绝

lifeokay
2011-5-29 09:24:01
环境树人。
二维码

扫码加我 拉你入群

请注明：姓名-公司-职位

以便审核进群资格，未注明则拒绝

西北望月
2011-5-29 09:26:56
wanhu369714 发表于 2011-5-29 09:08
国内大多数读博并不是为了 研究 而是为了能有一个高的收入！！！
大多数博士毕业后收入高不到哪里去，如果要高收入，硕士完全够了。
我觉得主要是这么几个原因：第一，国内的培养计划和师资太落后，导致博士学术基础普遍较差，一些必要的训练没跟上；第二，文献读少了，毕竟不在英文环境里，导致眼界不够开阔，做出来的东西也难有新意和深度；第三，有没有好的导师点拨跟合作的问题。当然，也有不少海龟说他们在国外学习期间也主要靠自己摸索，导师不一定会给你idea和方向的，这方面因人而异吧；第四，就是这个标杆或基准不一样，国内反正发几篇C就可以毕业了，何必那么拼死拼活呢？所以说到底还是激励机制的问题。
二维码

扫码加我 拉你入群

请注明：姓名-公司-职位

以便审核进群资格，未注明则拒绝

点击查看更多内容…
相关推荐
栏目导航
热门文章
推荐文章

说点什么

分享

微信QQ空间QQ微博
加微信，拉你入群
微信外可尝试点击本链接进入