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WEI Feng
WEI Feng


Department: Organizational Management




  • 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

  • 2016-now, Professor, Tongji University
  • 2011-2016, 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


  • Zhu, Q., Martinescu, E., Beersma, B., & Wei, F*. The double-edged sword of negative supervisor gossip: When and why negative supervisor gossip promotes versus inhibits feedback seeking behavior among gossip targets. Human Relations, 2023, https://doi.org/10.1177/00187267231165885
  • Wan X, Zhang S X, & Wei, F*. CEO–TMT Congruence in Growth‐Need Strength and Firm Growth. Journal of Management Studies, 2023, 60(3): 722-751.
  • Zhu, Q., Martinescu, E., Beersma, B., & Wei, F*. . How does receiving gossip from coworkers influence employees’ task performance and interpersonal deviance? The moderating roles of regulatory focus and the mediating role of vicarious learning. Journal of Occupational and Organizational Psychology, 2022, 95(2), 213-238.
  • Zhu, Q., Wei, F., & Moin, M F.  Supervisor negative gossip and employees’ thriving at work, The Service Industries Journal,2022.
  • Moin M F, Omar M K, Wei, F, et al. Green HRM and psychological safety: How transformational leadership drives follower’s job satisfaction. Current issues in Tourism, 2021, 24(16): 2269-2277.
  • Zhang, Y.*, & Wei, F*.  SMEs' charismatic leadership, product life cycle, environmental performance, and financial performance: A mediated moderation model. Journal of Cleaner Production. doi.org/10.1016/j.jclepro.2021.127147.
  • Moin, M.F., Wei, F*, Weng, Q., & Bodla, A. A. Leader emotion regulation, leader‐member exchange (LMX), and followers’ task performance. Scandinavian Journal of Psychology, doi.org/10.1111/sjop.12709.
  • Zhang, Y.*,Wei, F.*, & Grey, I. SIEs motivational CQ on job satisfaction: A two-study examination of power distance and role clarity. International Journal of Intercultural Relations, 80: 158-169. 
  • Moin, M. F., Wei, F.*, Khan, A. N., Ali, A., & Chang, S. C.  Abusive supervision and job outcomes: a moderated mediation model, Journal of Organizational Change Management,  doi.org/10.1111/sjop.12709. 
  • Tang, P M., Zhang S X., Li,  C H., & Wei, F. Geographical identification of the vulnerable groups during COVID-19 crisis: the typhoon eye effect and its boundary conditions. Psychiatry and Clinical Neurosciences. 
  • Peng H., Wei, F.* How and When Does Leader Behavioral Integrity Influence Employee Voice? The Roles of Team Independence Climate and Corporate Ethical Values. Journal of Business Ethics.2020, 166: 505–521.
  • Li, Y., Wei, F.* , Chen, S. and Yan, Y.  Effects of CEO humility and relationship conflict on entrepreneurial performance, International Journal of Conflict Management, 2020, 31(3): 489-508.
  • Zhang, S. *, Wang, Y., Rauch, A., &Wei, F. *  Unprecedented disruption of lives and work: Health, distress and life satisfaction of working adults in China one month into the COVID-19 outbreak. Psychiatry Research, 2020, 288: 112958.
  • Zhang, S. X.*, Huang, H., & Wei, F. *. Geographical distance to the epicenter of Covid-19 predicts the burnout of the working population: Ripple effect or typhoon eye effect? Psychiatry Research, 2020, 288: 112998.
  • Cheng, K., Wei, F.,& Lin, Y.  The trickle-down effect of responsible leadership on unethical pro-organizational behavior: The moderating role of leader-follower value congruence. Journal of Business Research. 102: 34-43.
  • Zhang, Y.,Wei, F., & Van Horne. Individual Ambidexterity and Antecedents in a Changing Context. International Journal of Innovation Management. 23(3): 1-25.
  • Wang, L., Wei, F.,& Zhang, X. Why Does Energy-Saving Behavior Rise and Fall? A Study on Consumer Face Consciousness in the Chinese Context. Journal of Business Ethics, 2019. 160(2): 499-513.
  • Peng H., Wei, F.*Trickle-Down Effects of Perceived Leader Integrity on Employee Creativity: A Moderated Mediation Model. Journal of Business Ethics.150(3): 837-851.
  • Wei, F., Li, Y.*, Zhang, Y., and Liu, S.B., The Interactive Effect of Authentic Leadership and Leader Competency on Followers' Job Performance: The Mediating Role of Work Engagement.Journal of Business Ethics, 2018. 153(3): 763-773.
  • Garden, R., Hu, X., Zhan, Y., & Wei, F. The Role of Workplace Popularity: Links to Employee Characteristics and Supervisor-Rated Outcomes.Journal of Leadership & Organizational Studies, 2018, 25(1): 19-29.
  • Lee, J. & Wei, F.* The moderating effect of leadership on perceived organizational justice and affective commitment: a study in China. International Journal of Human Resource Management.2017, 28(5): 679-702.
  • Wei, F.*, Lee, J., & Kwan, H. Impact of active constructive leadership and passive corrective leadership on collective organizational commitment. Leadership & Organization Development Journal.37(7): 822-842.
  • Hu, X., Gilmore, P., Tetrick, L., Wei, F., & White, A. On the functioning of reciprocity in organizations: The moderating effects of relationship orientation and power distance. The Psychologist-Manager Journal,2016, 19 (3): 123-147.
  • Li, Y., Wei, F.*, Ren, S. & Di, Y. Locus of control, psychological empowerment and intrinsic motivation relation to performance. Journal of Managerial Psychology. 2015, 30(4): 422-438.
  • Hu, X., Kaplan, S., Wei, F.*, Vega, R. Do Employees Know How Their Supervisors View Them? A Study Examining Metaperceptions of Job Performance.Human performance. 2014, 27(5): 435-457.
  • 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(3):  675-697.
  • Hu, X., Kaplan, S., Wei, F.*, Vega, R. Employees’ Metaperceptions of Supervisor Ratings on Job Performance. The Psychologist-Manager Journal, 2014, 17(1), 30-48.
  • 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. 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.
  • Ren, S., Wang, L., Yang, W., & Wei, F. The effect of external network competence and intrafirm networks on a firm’s innovation performance: The moderating influence of relational governance. Innovation: Management, Policy & Practice.2013, 15(1), 17-34.
  • Si, S., & Wei, F.* . Transformational and Transactional Leaderships, Empowerment Climate, and Innovation Performance: A Multi-level Analysis in the Chinese context. European Journal of Work and Organizational Psychology. 2012, 21(2): 299-320.
  • Lee, J., & Wei, F.The mediating effect of psychological empowerment on the relationship between participative goal setting and team outcomes--a study in China. International Journal of Human Resource Management. 2011, 22(2): 279-295.
  • Si, S., Wei, F.,& Li, Y. Effects of Psychological Contract Violation on Manager’s Exit, Voice, Loyalty and Neglect in Transactional Economy: In the Chinese Context. International Journal of Human Resource Management.5.
  • Wei, F., Yuan, X., & Di, Y. Effects of transactional leadership, psychological empowerment and empowerment climate on creative performance of subordinates: A cross-level study. Frontiers of Business Research in China.2010, 1, 25-34.
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