Projects（参与项目）:

1. 国家自然科学基金面上项目，71972147，团队内圈子关系、员工建言和团队创新绩效：基于团队微观动态性的观点，01-2023.12, 47万，在研，主持。
2. 国家自然科学基金面上项目，71572111，团队建言结构与团队创新：一项基于网络结构视角的团队有效性研究，01-2019.12，53万，已结项，主持

Publications（发表论文，出版书籍等情况）： 

1. Liu, F. Z., Liang, J. and Chen, M. (2021) The danger of blindly following: Examining the relationship between authoritarian leadership and unethical pro-organizational behaviors. Management and Organization Review, vol. 17, issue 3, 524-550
2. Huai, M., Du, D. Y. Chen, M., & Liang, J. (2021) Divided when crisis comes: How perceived self–partner disagreements over COVID-19 prevention measures relate to employee work outcomes at home. Current Psychology. Accepted 31 Oct. 2021
3. Li, C. W., Liang, J., Farh,J. L. (2020). Speaking up when water is murky: An uncertainty-based model linking perceived organizational politics to employee voice, Journal of Management, 46, 443-469
4. Liang, J., Shu, R., & Farh, C. I. C, 2019. Differential implications of team member promotive and prohibitive voice on innovation performance in research and development project teams: A dialectic perspective. Journal of Organizational Behavior, 40: 91-104.
5. 张丽美，梁建。员工建言如何影响团队有效性：基于微观动态性的分析视角。管理学季刊，2021
6. 梁建，中国管理研究或是中国式思维：基于一个研究项目的个人思考，管理学季刊，02
7. Chen, M. & Liang, J. 2017. High performance expectation and unethical pro-organizational behavior: A social cognitive perspective. Acta Psychologica Sinica, 49, 1-12.
8. Liang, J. & Gong, Y. P. 2017. Human resource development investment in Chinese private firms: Strategic choice and institutional perspectives. Management and Organization Review, 13, 57-83.
9. Shu, R., & Liang, J. 2015. Ethical leadership and employee outcomes: A self-concept-based two-stage model. Chinese Journal of Management, 12, 1012-1020.
10. Nouri, R., Erez, M., Lee, C., Liang, J., Bannister, B. D., & Chiu, W. 2015. Social context: Key to understanding culture’s effects on creativity. Journal of Organizational Behavior, 36, 899-918.
11. Lam, C. F., Liang, J., Ashford, S. & Lee, C. 2015. Job insecurity and organizational citizenship behavior: Exploring curvilinear and moderated relationships. Journal of Applied Psychology, 100, 499-510.
12. Liang, J. 2014. Ethical leadership and employee voice: Examining a moderated-mediation model. Acta Psychologica Sinica, 46: 252-264. (in Chinese)
13. Liang, J. & Gong, Y. P. 2013. Capitalizing on proactivity for informal mentoring received during early career: The moderating role of core self-evaluations. Journal of Organizational Behavior, 34: 1182-1201.
14. Liang, J., Farh, C.I.C. & Farh, J. L. 2012. Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management Journal, 55: 71-92.
15. Liang, J., Chen, S.Y., & Ge, Q. E. 2010. Political participation, governance structure and corporate philanthropy in Chinese private sector. Management World, 7, 109-118 (In Chinese).
16. Li, N., Liang, J. & Crant, M. 2010. The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective. Journal of Applied Psychology, 95: 395-404.
17. Liang, J. & Tang, J. 2009. A multi-level investigation of employee voice: Evidence from a chain of retailing stores. Nankai Business Review, 12, 125-134 (In Chinese).

Appeared in Frontiers of Business Research in China, 2010, 4: 541-561.

18. Farh, J. L., Liang, J., Chou, L.-F., & Cheng, B. S. 2008. Paternalistic leadership in Chinese organizations: Research progress and future research directions. In Chen, C. C. & Lee, Y.-T. (Eds.): Business Leadership in China: Philosophies, Theories & Practices (pp171-205). Cambridge University Press.
19. Liang, J. & Farh, J. L. 2008. Theoretical construct and its measurement. In Chen, X. P., Tsui, A. S., & Farh, J. L. (Eds.) Empirical Methods in Organization and Management Research: 229-254, Beijing: Peking University Press.
20. Farh, J. L., Liang, J. & Chen, Z. J. 2008. The design and evaluation of empirical research. In Chen, X. P., Tsui, A. S., & Farh, J. L.(Eds.) Empirical Methods in Organization and Management Research:107-127. Beijing: Peking University Press.
21. Farh, J. L., Hackett, R. D. & Liang, J. 2007. Individual-level cultural values as moderators of perceived organizational support-employee outcomes relationship in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50: 715-729.
22. 编著《负责任的管理研究 哲学与实践》，主编：徐淑英、 李绪红、贾良定、 梁建、 仲为国、井润田、Heather Douglas；北京大学出版社；2018-8-8
23. 参编《组织与管理研究的实证方法（第三版）》，主编：陈晓萍、沈伟； 北京大学出版社；2018-7-23

• Management and Organization Review资深编辑
• 《管理学季刊》编委、领域编辑。

• 美国管理学会（AOM）具有国际意义的最佳论文奖（2013）
• 《心理学报》年度优秀论文奖（2015）
• 教育部高等学校科学研究优秀成果奖（2015）
• Emerald优秀论文引用奖（2015）
• 国家自然科学基金项目后评估获得“特优”（2016）
• Management and Organization Review最佳评审专家（2017）
• 第七届蒋一苇企业改革与发展学术基金奖（2018）