HO-KWONG (MICHAEL) KWAN 关浩光
Department
of Organizational Behavior and Human Resource Management
China
Europe International Business School
Shanghai 201206, China
Phone: (86) 13482520465
E-mail: kwanhokwong@163.com, kwanhokwong@ceibs.edu
ORCID :
0000-0002-2273-6989
Dr. Kwan, Ho Kwong (Michael) is an Associate Professor of
Management in the Organizational Behavior and Human Resource Management
Department at China Europe International Business School (CEIBS). He received his undergraduate, MPhil, and MSc
degrees from The Chinese University of Hong Kong (CUHK), MBA degree from The
Hong Kong University of Science and Technology (HKUST), and PhD from Drexel
University. He has published over 100 articles in journals such as Academy of
Management Journal, Journal of Applied Psychology, Journal of Management,
Journal of Management Studies, Organizational Behavior and Human Decision
Processes, and Personnel Psychology. His scholarly works
have been impactful with over 10,000 Google Scholar citations. He achieved the
honor of one of the 2021–2023 World’s Most Cited Chinese Researchers,
released by Elsevier, and he was included in the 2024 World’s Top 2% Scientists
list, published by Stanford University and Elsevier. He was a speaker of
TEDxShenzhen and a recipient of the research awards from AOM and SIOP, the
teaching awards from Drexel University and The Shanghai University of Finance
and Economics, and the reviewer of the year award from Human Relations (2023). His work has been covered in media outlets, such as Bloomberg,
Bilibili, China Daily, and Spotlight on China. His policy recommendations on
promoting the high-quality development of entrepreneurship of returned rural
migrant workers received special attention from authorities concerned. He
is currently a Senior Editor for Asia Pacific Journal of Management, an Editorial
Review Board Member for Human Relations, Human Resource Management, Journal of
Organizational Behavior, Journal of Vocational Behavior, Management and Organization Review, and
Personnel Psychology, and a Board Representative for Asia Academy of Management
(2019–2026).
china europe international business school
·
Associate Professor in Organizational
Behavior and Human Resource Management (2019–Date)
Tongji University
·
Professor,
Advanced Institute of Business
Research (2017–2019)
·
Department Head of Organization and Management,
School of Economics and Management (2017–2019)
Shanghai
University of finance and economics
·
Associate Professor in Human Resource Management (2015–2017; 2016 tenured)
·
Department Head of Human Resource Management (2014–2017)
·
Assistant
Professor in Human Resource Management (2012–2015)
Drexel
University
·
Doctor of
Philosophy in Organization and Strategy (Major: Organizational Behavior; Minor:
Strategic Management)
The Chinese
University of Hong Kong
·
Master of
Philosophy in Management
·
Master of
Business Administration
·
One semester MBA
exchange program in Olin Business School, Washington University in St. Louis,
U.S.A.
·
Master of Science
in Global Business
·
Graduate Diploma
of Business Administration
The Chinese
University of Hong Kong
·
Bachelor of Arts
(Chinese Language, Second Upper Class Honors)
·
Mentoring (Benefits
and costs for mentors and
protégés)
·
Leadership
(Outcomes of ethical leadership, empowering leadership, exploitative leadership, servant leadership,
transformational leadership, and leader-member exchange)
·
Deviant Behavior
(Antecedents and outcomes of envy, gossip, incivility, ostracism, abusive supervision, and sexual
harassment)
·
Work-Family Interfaces (Antecedents and
outcomes of work-family conflict, enrichment, and balance)
REFEREED PUBLICATIONS
Wu, L.-Z., Huang, Y.,
Sun, Z., Lyu, Y., Ye, Y., Kwan, H. K., & Liu, X. Perceived organizational exploitation and
organizational citizenship behavior: A social identity perspective. Asia Pacific Journal of Management. (forthcoming)
Kwan, H. K., Chen, Y., Tang, G., Zhang, X., & Le, J. Power
distance orientation alleviates the beneficial effects of empowering leadership on actors’ work
engagement via negative affect and sleep quality. Asia Pacific Journal of Management.
(forthcoming)
Xu, X., Kwan, H. K., Wei, F., & Wang, Y. Who is likely to be
ostracized? The easy target is the Dark Triad. Asia Pacific Journal of Management.
(forthcoming)
David, E. M.,
Kim, T.-Y., Kwan, H. K., & Liu,
Z. Trickle-down effects of
corporate social responsibility on employee outcomes: The mediating role of family-supportive
supervisor behaviors. Asia Pacific Journal of Management. (forthcoming)
Li, M., Kwan, H. K., Chen, S.-Q., & Tian,
Q.-T. Empowerment in hospitality: Does leader-follower congruence
in family-supportive supervisor behaviors empower follower creativity? Cornell Hospitality
Quarterly. (forthcoming)
Ye, Y., Liu, X.,
Wu, L.-Z., Cheng, X.-M., & Kwan, H.
K. Desperate times call for desperate measures: The impact of job insecurity
on workplace cheating behavior. Journal of Business Ethics. (forthcoming)
Ye, Y., Wu,
L.-Z., Kwan, H. K., & Liu, X. From deception
to rejection: Unraveling the impact of workplace cheating behavior on coworker ostracism.
Journal
of Business Ethics. (forthcoming)
Khan, A. N., & Kwan, H. K. AI, agility, and environmental
performance: A new framework for construction project managers.
Journal of Construction Engineering and
Management. (forthcoming)
Kwan, H. K., Wang, Y., Wu, X., & Ouyang,
X. CEO family harmony and firms’ product innovation performance: A moderated
mediation model of the CEO–TMT
interface. Journal of Management and Organization. (forthcoming)
Zhang, Y., Chen, H., Hu, Z., & Kwan, H. K. 2025. Lose no time! We have lost too much already: Firm adversity
and CEO temporal leadership. Journal of Business
Research, 188: 115085.
Hu, Z., Kwan, H. K., Li, J., & Zhang, Y. 2024. Dealing with negative mentoring experiences: The roles of ‘can-do’ and ‘reason-to’ factors. Asia Pacific Journal of Human Resources, 62(1): e12387.
Xu, X., Li, M., Kwan,
H. K., & Zhang, X. 2024. The antecedents of moral identity: A
meta-analytic review. Asia
Pacific Journal of Management, 41(3): 1697–1728.
Liu, X., Wu, L.-Z., Ye,
Y., & Kwan, H. K. 2024.
Are humorous frontline employees
hotels’ secret weapons? Investigating when and why employee sense of humor
promotes service performance. International
Journal of Hospitality Management,
118: 103667.
Khan, A. N., Mehmood, K., & Kwan, H. K.
2024. Green knowledge management: A key driver of green technology innovation
and sustainable performance in construction organizations. Journal of Innovation and Knowledge, 9: 100455.
Hu, Z., Kwan, H. K., Zhang, Y., & Li, J. 2024. The effects of negative mentoring experiences on protégés’ turnover intention: The roles of harmonious work passion and moqi with the mentor. Journal of Managerial Psychology, 39(6): 716–731.
Li, M., Xu, X., & Kwan, H. K. 2023. The antecedents
and consequences of workplace envy: A meta-analytic review. Asia Pacific
Journal of Management, 40(1): 1–35.
Chen,
H., Kwan, H. K., & Ye, W.-L. 2023.
Effects of sexual harassment on work-family enrichment: The roles of
organization-based self-esteem and polychronicity. Asia Pacific Journal
of Management, 40(2): 409–434.
Zhang, H., Yang, Z., Kwan, H. K., & Wu, F. 2023. Social impact of workplace
ostracism on family social support: A moderated mediation model. Asia Pacific Journal of Management, 41(4): 1643–1682.
Lyu, Y., Wu, C.-H., Kwan, H. K., Lee, C., & Deng, H. 2023. Why and when job
insecurity hinders employees’ taking charge behavior: The role of flexibility
and work-based self-esteem. Economic
and Industry Democracy, 44(3): 853–874.
Sun,
Z., Wu, L.-Z., Ye, Y., & Kwan, H. K. 2023. The impact of exploitative leadership on hospitality
employees' proactive customer service performance: A self-determination
perspective. International Journal of Contemporary
Hospitality Management, 35(1): 46–63.
Rahaman, H. M. S., Kwan, H. K., Babalola, M. T., & Chen, H. 2023. Putting customer
service at risk: Why and when family ostracism relates to customer-oriented
behaviors. International Journal of
Hospitality Management, 109: 103390.
Ye, Y., Chen, M.,
Wu, L.-Z., & Kwan, H. K. 2023. Why do they slack off in teamwork? Understanding frontline hospitality employees’
social loafing when faced with exploitative leadership.
International Journal of
Hospitality Management, 109: 103420.
Lyu, Y., Wu, L.-Z., Ye, Y., Kwan, H. K., & Chen, Y. 2023. Rebellion under exploitation: How and when
exploitative leadership evokes employees' workplace deviance. Journal of Business Ethics, 185(3): 483–498.
Mehmood, K., Iftikhar, Y., Khan, A. N., & Kwan, H. K. 2023. The nexus between high-involvement work practices and employees’
proactive behavior in public service organizations: A time-lagged moderated-mediation
model. Psychology Research and Behavior Management, 16: 1571–1586.
Kwan, H. K. 2023. How should companies
manage employees with side hustles
当员工拥有了副业，企业如何管理. Business Management Review 商学院, December. (in Chinese) (人大复印资料全文转载, 2024年5月)
Ye,
Y., Lyu, Y., Wu, L.-Z., & Kwan, H. K. 2022. Exploitative leadership
and service sabotage. Annals of Tourism Research, 95: 103444.
Lu, F., Kwan, H. K., & Ma, B. 2022. Carry
the past into the future: The effects of CEO temporal focus on succession planning in family firms. Asia Pacific Journal of Management, 39(2): 763–804.
Chen,
H., Kwan, H. K., & Xin, J. 2022.
Is behaving unethically for organizations a mixed blessing? A dual-pathway model
for the work-to-family spillover effects of unethical pro-organizational behavior.
Asia Pacific Journal of Management, 39(4): 1535–1560.
Hu, Z., Li, J., & Kwan, H. K.
2022. The effects
of negative mentoring experiences on mentor creativity: The roles of mentor ego
depletion and traditionality. Human Resource Management, 61(1): 39–54.
Kwan,
H. K., Chen, H., & Chiu, R. K. 2022. Effects of
empowering leadership on followers’ work-family interface. International Journal of Human Resource Management,
33(7): 1403–1436.
Chen, J., Simsek, Z., Liao, Y., & Kwan, H. K. 2022. CEO self-monitoring and
corporate entrepreneurship: A moderated mediation model of the CEO–TMT interface. Journal of Management, 48(8): 2197–2222.
Song,
Y., Tian, Q.-T., & Kwan,
H. K. 2022. Servant
leadership and employee voice: A moderated mediation. Journal of Managerial Psychology,
37(1): 1–14.
Kwan, H. K., Li, M., Wu, X., & Xu, X. 2022. The need to
belong: How to reduce workplace ostracism. Service Industries Journal, 42(9–10): 716–737.
Wu, X., Chen, Y., Yan,
R., & Kwan, H. K. (Guan, H.). 2022.
Core self-evaluation and employee creativity: A perspective based on the
self-consistent theory 基于自我一致性理论视角的员工创造力产生机制研究. Management
Review 管理评论,
34(9): 243–253. (in
Chinese)
Ye, Y., Zhu, H., Chen, Y., Kwan, H. K., & Lyu, Y. 2021. Family
ostracism and proactive customer service performance: An explanation from
conservation of resources theory. Asia Pacific Journal of Management,
38(2): 645–667.
Kwan, H. K. 2021. Temporal focus and the art of passing the
family biz baton. China Daily, 31
May.
Lu, F., Kwan,
H. K., & Zhu, Z. 2021. The effects of family firm CEO traditionality on successor choice: The moderating role of socioemotional
wealth. Family
Business Review, 38(2): 645–667.
Li, M., Xu, X., & Kwan, H. K. 2021. Consequences of workplace ostracism: A meta-analytic review. Frontiers in Psychology, 12: 641302.
Xu, X., Wang, Y., Li, M., & Kwan, H. K. 2021. Paradoxical
effects of performance pressure on employees’ in-role behaviors: An
approach/avoidance model. Frontiers
in Psychology, 12: 744404.
Kwan,
H. K., Chen, H., Hu, Z., & Li, J. 2021. The effects of mentor alcohol use norms on mentorship quality: The moderating role of protégé traditionality.
Human Resource Management,
60(3): 349–362.
Ye, Y., Lyu, Y., Kwan, H. K., Chen, X., & Cheng, X.-M. 2021. The antecedents and
consequences of being envied by coworkers: An investigation from the victim
perspective. International Journal of Hospitality Management,
94: 102751.
Wu, L.-Z., Sun, Z., Ye, Y., Kwan, H. K., & Yang, M. 2021. The impact of exploitative leadership on frontline
hospitality employees’ service performance: A social exchange perspective.
International Journal of Hospitality Management,
96: 102954.
Hu, Y.-L., Wang, M., Kwan, H. K.,
& Yi, J. 2021. Mentorship quality and mentors’ work-to-family
positive spillover: The mediating role of personal skill development and the
moderating role of core self-evaluation. International
Journal
of Human Resource
Management, 32(9): 1899–1922.
Yu, X., Mehmood, K., Paulsen, N., Ma, Z., & Kwan, H. K. 2021. Why safety knowledge cannot be transferred
directly to expected safety outcomes in construction workers: The moderating
effect of physiological perceived control and the mediating effect of safety
behavior. Journal of Construction
Engineering and Management,
147(1): 04020152.
Wu, C.-H., Kwan, H. K., Liu, J., & Lee, C. 2021. When and how favour rendering ameliorates workplace ostracism over time: Moderating effect of self-monitoring and mediating effect of popularity enhancement. Journal of Occupational and Organizational Psychology, 94(1): 107–131.
Babalola, M. T., Kwan, H. K.,
Ren, S., Agyemang-Mintah, P., Chen, H., & Li, J. 2021. Being ignored by loved ones: Understanding
when and why family ostracism inhibits creativity at work. Journal of Organizational
Behavior, 42(3): 349–364.
Nguyen, L. T., Chen, S.,
& Kwan, H. K. 2021. CEO temporal focus and corporate philanthropy: The
moderating role of ownership. Sage Open,
11(1): 1–18.
Kwan, H. K. 2021. Effective policies for enterprises to cope with
workplace sexual harassment
企业应对职场性骚扰良策. Harvard
Business Review CHINA 哈佛商业评论中文版, December: 132–135. (in Chinese)
Xu, X., Li, M., Kwan, H. K., & Wang, Y. 2021. The influence of family harmony on employee resilience:
The roles of self-efficacy and perceived social support 家庭和谐对员工韧性的影响: 自我效能感与社会支持的作用. Human Resources Development of China 中国人力资源开发, 38(6): 68–78. (in
Chinese)
Chen, H., & Kwan, H. K. 2021. How does paradoxical leadership improve
employees’ work-family balance? 悖论式领导如何促进员工工作-家庭平衡？Foreign Economics and Management
外国经济与管理,
43(1): 95–110. (in Chinese)
Li, M., Tian, Q., & Kwan, H. K. 2021. Congruence effects of servant leadership supply-need fit
on creativity: The roles of intrinsic motivation and proactive personality 服务型领导供求匹配一致性与创造力：内在动机与主动性人格的作用. Science and Technology Progress and Policy 科技进步与对策, 38(20): 128–135. (in
Chinese)
Liu, X.-Y., Kwan, H. K., & Zhang, X. 2020. Introverts maintain
creativity: A resource depletion
model of negative workplace gossip. Asia
Pacific Journal of
Management, 37(1): 325–344.
Li, J., Jia, L., Cai,
Y., Kwan, H. K., & You, S. 2020.
Employee-organization relationships and team performance: Role of team
collective efficacy. Frontiers
in Psychology, 11: 206.
Wu, L.-Z., Ye, Y., Cheng, X.-M., Kwan, H. K., & Lyu, Y. 2020. Fuel the service fire: The effect of leader humor on
frontline hospitality employees’ service performance and proactive customer
service performance. International Journal of Contemporary
Hospitality Management, 32(5):
1755–1773.
Wu,
X., Kwan, H. K., Ma, Y., Lai, G.,
& Yim, F. H.-K. 2020. Lone wolves
reciprocate less deviance: A moral identity model of abusive supervision. International Journal of Human Resource
Management, 31(7): 859–885.
Xu, X., Kwan, H. K., & Li, M. 2020. Experiencing workplace ostracism with loss of engagement.
Journal of Managerial
Psychology, 35(7/8): 617–630.
Kwan, H. K.,
Xu, X., Chen, H., & Li, M. 2020. Exploring
why and when mentors’
drinking norms impact protégés’ alcohol misuse. In P. Kumar, & P. Budhwar
(Eds.), Mentorship-driven talent management: The
Asian experience: 87–105.
Bingley, UK: Emerald.
Kwan, H. K. 2020. Does leader PUA only
hurt followers? Not so simple 领导PUA只伤害下属？没那么简单.
Harvard Business Review
CHINA 哈佛商业评论中文版, November: 38–39. (in
Chinese)
Zhou, A., Yang, Z., Kwan, H. K.,
& Chiu, R. K. 2019. Work-family spillover and crossover effects of authentic leadership
in China. Asia Pacific Journal of Human Resources,
57(4): 299–321.
Zhang, X., & Kwan, H. K. 2019. Empowering
leadership and team creativity:
The roles of team learning behavior, team creative efficacy, and team task complexity. In C. Mainemelis, O. Epitropaki, & R. Kark
(Eds.), Creative
leadership: Contexts and prospects: 95–121. New York,
NY: Routledge.
Zhang, X., & Kwan,
H. K. 2019.
Team behavioral integration links team interdependence with team
performance: An empirical investigation in R&D teams. Frontiers of
Business Research in China, 13(1): 7.
Wu, X., Lyu, Y., Kwan, H. K., & Zhai, H. 2019. The impact of mentoring quality on protégés’ organization-based
self-esteem and proactive behavior: The moderating role of
traditionality. Human Resource Management,
58(4): 417–430.
Lyu, Y., Wang, M.,
Le, J., & Kwan, H. K. 2019. Effects of authentic leadership
on work-family balance in China. Journal of Managerial Psychology,
34(2): 110–123.
Chen, X., Liu, J., Zhang, H., & Kwan, H. K. 2019. Cognitive diversity and
innovative work behavior: The
mediating roles of task reflexivity and relationship conflict and the moderating role of perceived support. Journal of Occupational and Organizational
Psychology, 92(3): 671–694.
Tian, Q.-T., Song, Y., Kwan, H.
K., & Li, X. 2019. Workplace
negative gossip and frontline employees’ proactive service
performance. Service Industries Journal, 39(1): 25–42.
Zhang, X., & Kwan, H. K. 2018.
Team
learning goal orientation and innovation: Roles of transactive memory system and task interdependence. GSL Journal of Business
Management and Administration Affairs, 2(1): 109.
Liu, X.-Y., Kwan, H. K., Wu,
L.-Z., & Zheng, X.-M. 2018. Emotional labor and family quality: The role of
work-family positive spillover. International
Journal of Human Resource Management, 29(6): 1113–1138.
Kwan, H. K.,
Zhang, X., Liu, J., & Lee, C. 2018.
Workplace
ostracism and employee creativity: An integrative
approach incorporating pragmatic and engagement roles.
Journal of Applied Psychology, 103(12): 1358–1366.
Yang, Z., Zhang, H., Kwan, H. K., & Chen, S. 2018. Crossover
effects of servant leadership and job social support on employee spouses: The
mediating role of employee organization-based self-esteem. Journal
of Business Ethics, 147(3): 595–604.
Xin,
J., Chen, S., Kwan, H. K., Chiu, R.
K., & Yim, F. H.-K. 2018. Work-family spillover and crossover effects of sexual harassment: The moderating role of work-home segmentation preference. Journal of Business Ethics,
147(3): 619–629.
Wu, X., Kwan, H. K., Wu, L.-Z., & Ma, J.
2018. The effect of workplace negative gossip on employee proactive behavior in China: The moderating role of traditionality. Journal of Business Ethics,
148(4): 801–815.
Wang, Q., Bowling, N.
A., Tian, Q.-T., Alarcon, G. M., & Kwan,
H. K. 2018. Workplace harassment intensity and revenge: Mediation and
moderation effects. Journal of Business Ethics,
151(1): 213–234.
Lapierre, L. M., Li, Y., Kwan, H. K., Greenhaus, J. H., DiRenzo,
M. S.,
& Shao, P. 2018. A meta-analysis of the antecedents of work-family enrichment.
Journal of Organizational Behavior, 39(4): 385–401.
Wang, M., Kwan, H. K., & Zhou, A. 2017. Effects of servant
leadership on work-family balance in China. Asia
Pacific Journal of Human Resources, 55(4): 387–407.
Yi, J., Kwan, H. K.,
Hu, Y.-L., & Chen, S. 2017. Revenge exacerbates the effects of
interpersonal problems on mentors’ emotional exhaustion
and work-family conflict:
A self-defeating perspective. Human Resource Management, 56(5): 851–866.
Zhang, X.,
Zhou, J., & Kwan, H. K. 2017. Configuring challenge and hindrance
contexts for introversion and creativity: Joint effects of task complexity and
guanxi management. Organizational Behavior and Human
Decision Processes, 143: 54–68.
Wu, X., Yan, R., & Kwan, H. K. 2017. The impact of self-management on college students’ career
adaptability—An empirical research based on the
self-concept-based theory 自我管理对大学生职业适应性的影响——基于自我概念理论的实证研究. Finance and Economics of Xinjiang 新疆财经,
204(1): 22–32. (in Chinese)
Tian, Q. & Kwan, H. K. (Guan, H.). 2017. The revolution of job design: Advances
and expectations of job crafting 工作设计革命：工作重塑的研究进展及展望. Human
Resources Development of China 中国人力资源开发, 369(3): 6–17. (in
Chinese)
Mao, Y., Kwan, H. K., Chiu, R. K., & Zhang, X. 2016. The impact
of mentorship quality on mentors’ personal learning and work-to-family interface. Asia
Pacific Journal of Human Resources, 54(1): 79–97.
Liao,
Y., Liu, X.-Y., Kwan, H. K., & Tian, Q.-T. 2016. Effects of sexual
harassment on employees’ family undermining: Social
cognitive and behavioral plasticity perspectives. Asia
Pacific Journal of
Management,
33(4): 959–979.
Au,
K., Chiang, F. F. T., Birtch, T. A., & Kwan,
H. K. 2016. Entrepreneurial
financing in new business ventures: A help-seeking behavior perspective. International
Entrepreneurship and
Management
Journal, 12(1): 199–213.
Wu,
C.-H., Liu, J., Kwan, H. K., &
Lee, C. 2016. Why and when workplace ostracism inhibits organizational
citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3): 362–378.
Tang, G., Kwan, H. K., Zhang, D., & Zhu, Z. 2016. Work-family effects of servant leadership: The roles
of emotional exhaustion and personal learning. Journal
of Business Ethics, 137(2): 285–297.
Wei, F., Lee, J., & Kwan, H. K. 2016. Impact of active
constructive leadership and passive corrective leadership on collective
organizational commitment. Leadership and
Organization Development Journal, 37(7): 822–842.
Liao, Y., Yang, Z.,
Wang, M., & Kwan, H. K. 2016. Work-family effects of LMX: The moderating
role of work-home segmentation preferences. Leadership
Quarterly, 27(4): 671–683.
Wu, X., Kwan,
H. K., & Ma, J. 2016. Does workplace networking behavior
enhance employee creativity? A moderated mediation model 与同事多打交道会增强员工创造力吗? 一个被调节的中介模型. Forecasting 预测, 35(4): 8–14. (in
Chinese)
Kwan, H. K., Yim, F. H.-K., & Zhou, X. 2015.
Effects of mentoring on customer
orientation: The moderating role of gender.
Asia Pacific Journal of Human
Resources, 53(1): 124–140.
Liao,
Y., Liu, X.-Y., Kwan, H. K., &
Li, J. 2015. Work-family effects of ethical leadership. Journal of Business
Ethics, 128(3): 535–545.
Wu,
L.-Z., Kwan, H. K., Yim, F. H.-K.,
Chiu, R. K., &
He, X. 2015. CEO
ethical leadership and corporate social responsibility: A moderated mediation
model. Journal of Business Ethics,
130(4): 819–831.
Wu,
L.-Z., Ferris,
D. L., Kwan, H. K., Chiang, F.,
Snape, E., & Liang, L. H. 2015. Breaking (or making) the silence: How goal
interdependence and social skill predict being ostracized. Organizational
Behavior and Human Decision Processes, 131: 51–66.
Tepper, B. J., Mitchell, M. S., Haggard, D. L., Kwan, H. K., & Park, H. 2015. On the exchange of hostility with supervisors: An examination of self-enhancing and self-defeating perspectives. Personnel Psychology, 68(4): 723–758.
Wu, X., Kwan,
H. K. (Guan, H.-G.), & Ma, J. 2015. Why do employees prefer workplace
networking behavior? Empirical research based on tract
activation theory 员工为什么热衷于构建职场关系网络——基于特质激发理论的实证研究. Foreign Economics and Management
外国经济与管理,
37(6): 50–63. (in Chinese)
Li, J., Wu, L.-Z., Liu, D., Kwan, H. K., & Liu,
J. 2014. Insiders maintain voice: A
psychological safety model of organizational politics. Asia
Pacific Journal of
Management, 31(3):
853–874.
Liu,
X.-Y., Kwan, H. K.,
& Chiu, R. K. 2014.
Customer sexual harassment and frontline
employees’ service performance in China. Human
Relations, 67(3): 333–356.
Wu,
L.-Z., Zhang, H., Chiu, R. K.,
Kwan, H. K., & He, X. 2014.
Hostile attribution bias and negative
reciprocity beliefs exacerbate incivility’s effects on interpersonal deviance. Journal of Business Ethics, 120(2): 189–199.
Zhang, H., Kwan, H. K., Zhang, X., & Wu, L.-Z.
2014. High core self-evaluators maintain
creativity: A motivational model of abusive supervision. Journal of Management, 40(4): 1151–1174.
Duan,
J., Kwan, H. K., & Ling, B. 2014. The role of voice efficacy in the formation of voice
behavior: A cross-level examination. Journal of Management and Organization, 20(4): 526–543.
Yi, J., Kwan,
H. K. (Guan, H.-G.), & Yang, Z.-W. 2014. Effects of empowering
leadership on spouse family quality 授权型领导对员工家庭质量的影响.
Foreign Economics and Management 外国经济与管理, 36(9): 52–60. (in
Chinese)
Yang,
Z., Wu, X., & Kwan, H. K. 2014. Effects of leader-member
exchange on
family undermining: A moderated-mediation
model 领导—部属交换对员工家庭贬损的影响研究： 一个有调节的中介模型. Journal of Psychological
Science 心理科学, 37(6): 1450–1454. (in Chinese)
Chen, Y., Ferris, D. L., Kwan, H. K., Yan, M., Zhou, M., & Hong, Y. 2013. Self-love’s lost labor: A self-enhancement model of workplace incivility. Academy of
Management Journal, 56(4): 1199–1219.
Wu,
L.-Z., Tse, E. C.-Y., Fu, P. P., Kwan,
H. K., & Liu, J. 2013. The
impact of servant leadership on hotel employees’ “servant behavior”. Cornell Hospitality Quarterly,
54(4): 383–395.
Kwan, H. K. 2013. Organizational
citizenship behavior, resource exchanges, and career growth opportunities. Frontiers
of Business Research in China, 7(2): 219–243.
Liu,
J., Kwan, H. K., Lee, C., & Hui, C. 2013. Work-to-family spillover effects of workplace
ostracism: The role of work-home segmentation preferences. Human Resource
Management, 52(1): 75–94.
Liu,
J., Lee, C., Hui, C., Kwan, H. K.,
& Wu, L.-Z. 2013. Idiosyncratic
deals and employee outcomes: The mediating roles of social exchange and
self-enhancement and the moderating role of individualism. Journal of
Applied Psychology, 98(5): 832–840.
Wu,
L.-Z., Kwan, H. K., Wei, L.-Q., & Liu, J. 2013.
Ingratiation in the workplace: The role
of subordinate and supervisor political skill. Journal of Management Studies, 50(6): 991–1017.
Liu,
J., Kwan. H. K., Fu, P. P., &
Mao, Y. 2013. Ethical
leadership and job performance in China: The roles of workplace friendships and
traditionality. Journal of Occupational and Organizational Psychology,
86(4): 564–584.
Martin, G. S., Keating, M. A., Resick, C. J., Szabo, E., Kwan,
H. K., & Peng, C. 2013. The meaning of leader integrity:
A comparative study across Anglo, Asian, and Germanic cultures. Leadership
Quarterly, 24(3): 445–461.
Kwan, H. K., Lee, C., Wright, L. P., & Hui, C. 2013. Re-examining
the goal-setting
questionnaire. In E. A. Locke & G. P. Latham (Eds.), New developments in goal setting and task performance: 583–600. New York, NY: Routledge.
Kwan, H. K., Lau, V. P., & Au, K. 2012. Effects of family-to-work conflict on business owners: The role of family business. Family Business Review, 25(2): 178–190.
Zhang, H., Kwan, H. K., Everett, A. M., & Jian, Z. 2012. Servant
leadership, organizational identification, and work-to-family enrichment: The
moderating role of work climate for sharing family concerns. Human Resource
Management, 51(5): 747–768.
Liu, J., Kwan, H. K.,
& Mao, Y. 2012. Mentorship quality and protégés’ work-to-family positive
spillover, career satisfaction, and voice behavior in China. International Journal of Human
Resource Management, 23(19): 4110–4128.
Wu,
L.-Z., Yim, F. H.-K., Kwan, H. K., & Zhang, X. 2012.
Coping with workplace ostracism: The roles of ingratiation and political skill
in employee psychological distress. Journal
of Management Studies, 49(1): 178–199.
Wu, L.-Z., Kwan, H. K.,
Liu, J., & Resick, C. J. 2012. Work-to-family spillover effects of
abusive supervision. Journal of
Managerial Psychology, 27(7): 714–731.
Jian, Z., Kwan, H. K., Qiu, Q., Liu, Z. Q., & Yim, F. H.-K. 2012. Abusive supervision and frontline employees’ service performance. Service Industries Journal, 32(5): 683–698.
Liu, X.-Y., Liu, J., & Kwan, H. K. 2012.
A longitudinal study on the influencing
mechanism of customer sexual harassment on employees’ job performance: The
moderating roles of employee traditional Chinese values and team emotional
climate 顾客性骚扰对员工服务绩效影响机制的追踪研究——员工传统性与团队情绪氛围的调节作用. Management
World 管理世界,
10: 107–118. (in Chinese)
Kwan, H. K., & Mao, Y.
2011. The role of citizenship behavior in personal learning and work–family enrichment. Frontiers of
Business Research in China, 5(1):
96–120.
Resick, C. J., Martin, G.
S., Keating, M. A., Dickson, M. W., Kwan,
H. K., & Peng, C. 2011. What ethical leadership means to me: Asian,
American, and European perspectives. Journal
of Business Ethics, 101(3): 435–457.
Kwan, H. K., Liu, J., & Yim, F. H.-K. 2011. Effects of mentoring
functions received on receivers’ organizational citizenship behavior in a
Chinese context: A two-study investigation. Journal
of Business Research, 64(4): 363–370.
Chiang,
F. F. T., Birtch, T. A., & Kwan, H.
K. 2010. The moderating roles of job control and work-life balance
practices on employee stress in the hotel and catering industry. International Journal of Hospitality
Management,
29(1): 25–32.
Kwan, H. K., Mao, Y., & Zhang, H.
2010. The impact of role modeling on protégés’ personal learning and
work-to-family enrichment. Journal of Vocational Behavior, 77(2): 313–322.
Au,
K., & Kwan, H. K. 2009. Start-up capital and Chinese
entrepreneurs: The role of family. Entrepreneurship
Theory and Practice, 33(4): 889–908.
Liu,
D., Liu, J., Kwan, H. K., & Mao,
Y. 2009. What can I gain as a mentor? The effect of mentoring on the job
performance and social status of mentors in China. Journal of Occupational and Organizational Psychology, 82(4): 871–895.
BOOKS
Kwan, H. K., Li, M., & Xu, X. 2021. Research on work-family supportive
supervisor behaviors 家庭支持型领导行为研究.
Beijing: Science Press 科学出版社. (in Chinese)
BEST PAPER PROCEEDINGS
Xu, X., Li,
M., & Kwan, H. K. 2021.
The antecedents of moral identity: A meta-analytic review.
Best
Paper Proceedings of the 2021 Academy of Management Meeting.
Zhang, X., & Kwan, H. K. 2015. Workplace ostracism and employee performance outcomes:
The pragmatic and psychological
effects. Best Paper Proceedings of the 2015 Academy of
Management Meeting.
Chen, Y., Ferris, D. L., & Kwan, H. K. 2011. Self-love’s lost labor:
Narcissism exacerbates incivility’s effects on engagement and performance.
Best
Paper Proceedings of the 2011 Academy of Management Meeting.
Zhang,
X., Chen, Y. Y., & Kwan, H. K.
2010. Empowering leadership and team creativity: The roles of team learning and
team creative efficacy. Best Paper Proceedings of the 2010 Academy of
Management Meeting.
·
Kwan, H. K. How and when do exploitative CEOs impede corporate social responsibility?
The roles of organizational ethical culture and board monitoring. China Europe International Business
School. 2025. (RMB288,000) (Ref: AG24HWD)
·
Kwan, H. K. Top management team optimism diversity and
new product introduction. China Europe
International Business School. 2024–2025. (RMB420,000) (Ref: AG23TMT)
·
Kwan, H. K. Personalities and leadership. China Europe
International Business School. 2023–2024. (RMB100,000) (Ref: AB23XGL)
·
Kwan, H. K. Are humorous frontline employees
hotels’ secret weapons? Investigating when and why employee sense of humor
promotes service performance.
China
Europe International Business School.
2023. (RMB200,000) (Ref: AG22AHF)
·
Kwan, H. K. High performers lose
labor: A self-consistency model of organizational exploitation. China Europe
International Business School. 2022–2024.
(RMB400,000) (Ref: AG22HPL)
·
Kwan, H. K. The effects of negative mentoring experiences on
mentor creativity: The roles of mentor ego depletion and traditionality. China Europe
International Business School. 2020–2022.
(RMB400,000) (Ref: AG21TEO)
·
Kwan, H. K. The effects of mentor alcohol
use norms on mentorship quality.
China
Europe International Business School.
2019–2021. (RMB400,000) (Ref: 19TEOMA)
·
Kwan, H. K., Cai, Y., Cao,
J., Ouyang, K., Tian, Q., & Wang, M. 家庭支持型领导的内涵、跨层次影响机制及其影响：一项追踪研究 Antecedents and consequences of family-supportive supervisor behavior: A
longitudinal investigation. 主持国家自然科学基金面上项目 National Natural Science Foundation of China.
2017–2020. (RMB480,000) (Ref: 71672108) (Evaluated as Excellent 评为优)
·
Chen, S., & Kwan, H. K. 中国情境下高管团队交互记忆系统内涵、形成机制与影响 The
connotation, formation mechanism and influence of executive team's interactive
memory system in China.参与国家自然科学基金面上项目 National Natural Science Foundation of China.
2017–2020. (RMB440,000) (Ref: 71672127)
·
Kwan, H. K., Zhang, D., & Wang, M. 上海进一步加强国际合作办学问题研究
Research on Shanghai strengthening the cooperation associated with
international education. 上海市人民政府决策咨询研究重点课题 The Development Research Center of Shanghai
Municipal People’s Government. 2016. (RMB100,000)
(Ref: 2016-A-024)
·
Hui, C., Lee, C., Liu, J., Kwan, H. K., & Lam, S.S.K. Towards a threat-reaction
theory of supervisor reactions to subordinate voice. RGC General
Research Fund (GRF) 2013–2015. (HK$394,500) (Ref: HKU791013)
·
Li, J., Kwan, H. K., Wen, J.,
& Chen, Z. 伦理型领导与团队创造性关系研究 Ethical leadership and team
creativity. 国家自然科学基金面上项目 National Natural Science Foundation of China.
2013–2016. (RMB540,000) (Ref: 71272007)
·
Wu, L.-Z., Yim,
H.-K., Kwan, H. K., Wu, X.-F., &
Yang, Z.-W. 2012–2015. Consequences of workplace negative gossip: A longitudinal
investigation. National Natural Science
Foundation of China. (RMB200,000)
·
Human Relations
Reviewer of the Year Award (2023, only one award each year)
·
Rosabeth Moss
Kanter Award for Excellence in Work-Family Research Finalist (2019)
·
Teaching Excellence Award (1st rank),
Shanghai University of Finance and Economics (申万宏源奖教金特等奖) (2017)
·
Emerald/IACMR Chinese Management Research Fund
Award (Highly Commended) (2015)
·
Certificate of Outstanding Contribution in
Reviewing, International Journal of Hospitality Management (2015)
·
Citation of Excellence Award, Emerald Group Publishing (2015)
·
Top Poster Award, Annual Conference of the
Society for Industrial and Organizational Psychology
(2015)
·
Outstanding Worker Award, Shanghai University of
Finance and Economics (校先进工作者) (2015)
·
Best Paper Award, World Business Ethics Forum (2014)
·
Teaching
Excellence Award (3rd rank), Shanghai University of Finance and Economics (校教学基金奖三等奖) (2014)
·
Best Supervision Award for Undergraduate Student
Thesis, Shanghai University of Finance and Economics (2013)
·
Li Ning
Dissertation Proposal Grant (Second Prize Award), International Association for
Chinese Management Research (RMB5000) (2011)
·
Best
International Implications Paper Award in Organizational Behavior Division, Academy of Management
Conference (2010)
·
Kenneth E. Clark
Student Research Award for First Place Paper, Center for Creative Leadership
and International Leadership Association (2010)
·
Best Micro Paper Award, International Association for Chinese Management
Research Conference (2010)
·
Drexel University
Teaching Excellence Award (highly commended) (2010)
·
Drexel University
International Travel Award (2010)
·
Best Doctoral
Paper Award in Entrepreneurship/Information Technology/Innovation Track, Southern
Management Association (2009)
·
Winner of Drexel
University Teaching Excellence Award (2009)
·
Best Doctoral
Paper Award in Human Resources/Careers Track, Southern Management Association
(2008)
·
Award of
International Essay Contest for Students in India and China entitled: “What can
India and China learn from one another?” organized by knowledge@wharton
(http://knowledge.wharton.com.cn) (2006)
·
Cheung Kwun Fung
Scholarship, Chinese University of Hong Kong (1995)
·
Lee Kam Chung
Scholarship, Chinese University of Hong Kong (1995)
·
Academy of
Management (AOM)
·
Asia Academy of
Management (AAOM)
·
International Association for Chinese Management Research (IACMR)
·
Society for
Industrial and Organizational Psychology (SIOP)
·
Southern
Management Association (SMA)
Senior Editor
·
Asia Pacific Journal
of Management (2019–2025)
Managing Editor
·
Asia Pacific Journal
of Management (2017,
2018, 2019)
Editorial Review Board
Member
·
Asia Pacific Journal
of Management (2017,
2018)
·
Human Relations (2019–2025)
·
Human Resource Management (2022–2025)
·
Journal of Organizational
Behavior (2023–2025)
·
Journal of Vocational
Behavior (2019–2025)
·
Journal of
Managerial Psychology (2017)
·
Management and
Organization Review (2022–2025)
·
Personnel
Psychology (2023–2025)
Board Representative
·
Asia Academy of Management (2019–2026)
Committee Member
·
Rosabeth Moss Kanter Award
Committee (2020–2024)
·
China Labor Economics Institute, Career
Development and Management Division 中国劳动经济学会职业开发与管理分会理事 (2018–Date)
·
English Program Committee, International Association
for Chinese Management Research Conference (2018,
2020)
Proposal
Reviewer
·
Research Grants
Council of Hong Kong (2012, 2013)
Journal
Reviewer
·
Advances in
Psychological Science 心理科学进展 (2019)
·
African Journal
of Business Management (2012, 2013, 2014, 2015)
·
Applied Psychology: An International Review
(2014, 2021)
·
Asia Pacific Journal of Human Resources (2015,
2016, 2018, 2019, 2020)
·
Asia Pacific Journal of Management (2014, 2015, 2016, 2017, 2018,
2019, 2020, 2021, 2022, 2023)
·
Business Ethics: A European Review (2023)
·
Business Ethics, the
Environment & Responsibility (2023,
2024)
·
Community, Work
and Family (2019)
·
Cornell
Hospitality Quarterly (2012)
·
Foreign Economics and Management 外国经济与管理 (2015, 2016, 2017)
·
Frontiers of Business Research in China (2015, 2016, 2018, 2019)
·
Frontiers in Psychology (2021, 2022)
·
Fundamental Research
(2022)
·
Human Relations (2015, 2016, 2019, 2020, 2021, 2022, 2023, 2024)
·
Human Resource
Management (2011, 2013, 2015, 2016, 2017, 2018, 2019, 2021, 2022, 2023, 2024, 2025)
·
International
Journal of Contemporary Hospitality Management (2022)
·
International
Journal of Hospitality Management (2012, 2013, 2014, 2015, 2017, 2018, 2021, 2022)
·
International
Journal of Human Resource Management (2011, 2013, 2014, 2016, 2017, 2018, 2019, 2020, 2021, 2024)
·
Journal of Business Ethics (2013, 2014, 2015,
2016, 2017, 2018, 2020, 2021, 2022, 2023, 2024)
·
Journal of Business Research (2019)
·
Journal of Management and Organization (2017)
·
Journal of Management Studies (2013, 2014, 2015,
2016, 2017, 2018, 2019, 2021, 2022,
2024)
·
Journal of
Managerial Psychology (2011, 2012,2013, 2014, 2015, 2017, 2018)
·
Journal of
Occupational and Organizational Psychology (2017, 2018, 2019, 2020, 2021, 2024)
·
Journal of Occupational Health Psychology (2016)
·
Journal of Organizational
Behavior (2017,
2018, 2019, 2020, 2021, 2022, 2023, 2024)
·
Journal of Vocational
Behavior (2019, 2020,
2022, 2023)
·
Management and
Organization Review (2016, 2021, 2022, 2023)
·
Omega (2019)
·
Organizational
Behavior and Human Decision Processes (2015, 2020, 2022)
·
Personnel Psychology (2019, 2020, 2021, 2022, 2023, 2024)
·
Psychological Reports (2014, 2015, 2016)
Conference
Track Chair
·
OB Asia Academy
of Management Conference (2022)
Conference
Reviewer
·
Academy of
Management Conference (2009, 2010, 2011, 2012, 2013, 2014,
2015, 2016, 2017, 2018, 2019, 2020)
·
International Conference on Service Science and
Innovation (2013)
·
International Association for Chinese Management Research Conference (2012, 2016, 2020)
·
Decision Sciences
Institute Annual Meeting (2011)
·
Asia Academy of
Management Conference (2010)
·
Southern
Management Association Meeting (2009)
Session Chair
·
Asia Academy of
Management Conference (2022, 2024)
·
International Association for Chinese Management Research Conference (2014, 2018, 2023)
·
First HR Division
International Conference (2014)
Discussant
·
Human Resources Development of China Annual
Meeting 中国人力资源开发学术年会(2019)
·
CEIBS OB/HR Symposium (2016)
·
CEIBS Mini Conference (2015)
Local Arrangements Committee
Member
·
Eastern Academy
of Management Meeting (2012)
Policy Suggestions
·
“Suggestions on
further easing entry restrictions to increase the attractiveness of foreign
talents” “关于进一步放宽对外限制，增加外籍人才吸引力的建议”直报 (October, 2022)
·
“Three
bottlenecks need to be broken through for promoting high-quality innovation and
entrepreneurship among university graduates” “推动大学生高质量创新创业 需先解决三大瓶颈” 直报 (July,
2022)
·
“Promoting the high-quality
development of entrepreneurship of returned rural migrant workers” “关于推动返乡创业高质量发展的政策建议” received special attention from authorities
concerned (September, 2021)