关浩光

关浩光

研究员,组织管理系(筹)

+86-21-65985026

kwanhokwong@163.com

研究领域:人力资源管理;家族企业管理和酒店管理

  • 美国德雷塞尔大学,组织行为学博士
  • 香港中文大学,管理学硕士
  • 香港中文大学,环球商业硕士
  • 香港科技大学,工商管理硕士
  • 澳洲昆士兰大学,工商管理学士后文凭
  • 香港中文大学,文学士

研究项目

  • 国家自然科学基金面上项目,71672108,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,2017/01-2020/12,48万元,在研,主持
  • 国家自然科学基金面上项目,71672127,中国情境下高管团队交互记忆系统内涵、形成机制与影响,2017/01-2020/12,44万元,在研,参与
  • 国家自然科学基金青年项目,71202001,职场负面谣言的影响后果:一项追踪研究,2012/01-2015/12,5万元,结题,参与

部分出版物

  • Zhou, A., Yang, Z., Kwan, H. K., & Chiu, R. K. Work-family spillover and crossover effects of authentic leadership in China. Asia Pacific Journal of Human Resources. (forthcoming)
  • Liu, X.-Y., Kwan, H. K., & Zhang, X. Introverts maintain creativity: A resource depletion model of negative workplace gossip. Asia Pacific Journal of Management. (forthcoming)
  • Wu, X., Kwan, H. K., Ma, Y., Lai, G., & Yim, F. H.-K. Lone wolves reciprocate less deviance: A moral identity model of abusive supervision. International Journal of Human Resource Management. (forthcoming)
  • Kwan, H. K., Zhang, X., Liu, J., & Lee, C. Workplace ostracism and employee creativity: An integrative approach incorporating pragmatic and engagement roles. Journal of Applied Psychology. (forthcoming)
  • Tian, Q.-T., Song, Y., Kwan, H. K., & Li, X. Workplace negative gossip and frontline employees’ proactive service performance. Service Industries Journal. (forthcoming)
  • 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. 2018. Team learning goal orientation and innovation: Roles of transactive memory system and task interdependence. GSL Journal of Business Management and Administration Affairs, 1(2): 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.
  • 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. 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. 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.
  • Liu, J., Kwan, H. K., Wu, L.-Z, & Wu, W. 2010. Abusive supervision and subordinate supervisor-directed deviance: The moderating role of traditional values and the mediating role of revenge cognitions. Journal of Occupational and Organizational Psychology, 83(4): 835-856.
  • 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.
  • 申万宏源奖教金特等奖 (2017)
  • Emerald/IACMR Chinese Management Research Fund Award (Highly Commended) (2015)
  • Citation of Excellence Award, Emerald Group Publishing (2015)
  • Top Poster Award, Annual Conference of the Society for Industrial and Organizational Psychology (2015)
  • 校先进工作者,上海财经大学 (2015)
  • Best Paper Award, World Business Ethics Forum (2014)
  • 校教学基金奖三等奖,上海财经大学 (2014)
  • 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)
  • 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)