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WEI Feng
WEI Feng

Professor

Department: Organizational Management

021-65983569

fwei@tongji.edu.cn

 

  • 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

WORK EXPERIENCE

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)

RESEARCH FIELD

  • Leadership
  • Organizational Behavior
  • Innovation and Entrepreneur

TEACHING INTERESTS

  • Human Resource Management
  • Organizational Behavior

RESEARCH

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

Papers

  • 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.