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WEI Feng
WEI Feng


Department: Organizational Management (Proposed)




  • 2001-2004, Ph.D in Business Administration, Fudan University
  • 1998-2001, M.A. in Psychology, Shanxi Normal University
  • 1994-1998, B.A. in Education, Henan Normal University


Teaching Positions

  • 2011-now, Associate Professor, Tongji University
  • 2008-2011, Associate Professor, Shanghai University
  • 2006-2008, Research Fellow, China Europe International Business School
  • 2004-2006, Research Associate, Cheung Kong Graduate School of Business

International Experience

  • 2011/12-2013/2, Visiting Associate Professor, University of Virginia (US)
  • 2007/5-2007/5, Visiting Researcher, Center for Creative Leadership (US)


  • Leadership
  • Organizational Behavior
  • Innovation and Entrepreneur


  • Human Resource Management
  • Organizational Behavior


Sponsored Research Projects

  • The Dynamic Effect of Abusive Supervision on Subordinates’ Withdrawal Behaviors: Based on Catastrophe Theory,National Natural Science Foundation of China, 2010- 2012
  • The Antecedents and formation mechanism of Abusive Supervision, Science Foundation of Ministry of Education of China, 2010- 2012
  • The Structure, Antecedents and Consequences of Leader’s Authentic Behaviors in China. Innovation Program of Shanghai Municipal Education Commission, 2010- 2012

Selected Publications


  • Hu, X., Kaplan, S., Wei, F*. & Vega, R. Do employees really know how their supervisors view them?A study examining metaperceptions of job performance. Human Performance. 27(5): 435-457.
  • Hu, X., Kaplan, S., Wei, F.*, Vega, R. Employees’ Metaperceptions of Supervisor Ratings on Job Performance. Psychologist-Manager Journal, 2014, 17(1), 30-48.
  • Zhang, Y., LePine, J. A., Buckman, B. R., & Wei, F. It’s not fair, or is it? The role of justice and leadership in explaining work stressors-job performance relationships.Academy of Management Journal. 2014,57:675-697.
  • Wei, F., & Si, S. Psychological Contract Breach, Negative Reciprocity and Abusive Supervision: the Mediated Effect of Organizational Identification. Management and Organization Review. 2013, 9: 541–561.
  • Gilmore, P. L., Hu, X., Wei, F.*, Tetrick, L. E. and Zaccaro, S. J. Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors. Journal of Organizational Behavior. 2013. 34 (8): 1061-1075.
  • Wei, F., & Si, S. Tit for Tat? Abusive Supervision and Counterproductive Work Behaviors: the Moderating Effects of Locus of Control and Perceived Mobility. Asia Pacific Journal of Management. 2013,1: 281-296.