關浩光

研究方向

人力資源管理；家族企業管理和酒店管理

人物經歷

教育經歷

美國德雷塞爾大學，組織行為學博士
香港中文大學，管理學碩士
香港中文大學，環球商業碩士
香港科技大學，工商管理碩士
澳洲昆士蘭大學，工商管理學士後文憑
香港中文大學，文學士

工作經歷

2017.10至今同濟大學經濟與管理學院組織管理系研究員、系主任
2015.06 - 2017.09 上海財經大學國際工商管理學院人力資源系副教授
2014.06–2017.09上海財經大學國際工商管理學院人力資源系系主任
2012.06 - 2015.05 上海財經大學國際工商管理學院人力資源系助理教授

學術成果

研究項目

國家自然科學基金面上項目，71672108，家庭支持型領導的內涵、跨層次影響機制及其影響：一項追蹤研究，2017/01-2020/12，48萬元，在研，主持
國家自然科學基金面上項目，71672127，中國情境下高管團隊互動記憶系統內涵、形成機制與影響，2017/01-2020/12，44萬元，在研，參與
國家自然科學基金青年項目，71202001，職場負面謠言的影響後果：一項追蹤研究，2012/01-2015/12，5萬元，結題，參與

著作

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 PacificJournal 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 自我管理對大學生職業適應性的影響——基於自我概念理論的實證研究.Finance and Economics of Xinjiang新疆財經, 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 工作設計革命：工作重塑的研究進展及展望.Human Resources Development of China中國人力資源開發, 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 PacificJournal 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 與同事多打交道會增強員工創造力嗎? 一個被調節的中介模型.Forecasting預測, 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 員工為什麼熱衷於構建職場關係網路——基於特質激發理論的實證研究.Foreign Economics and Management外國經濟與管理, 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 PacificJournal 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 授權型領導對員工家庭質量的影響.Foreign Economics and Management外國經濟與管理, 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 領導—部屬交換對員工家庭貶損的影響研究：一個有調節的中介模型.Journal of Psychological Science心理科學, 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 顧客性騷擾對員工服務績效影響機制的追蹤研究——員工傳統性與團隊情緒氛圍的調節作用.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,

關浩光

基本介紹

研究方向

人物經歷

教育經歷

工作經歷

學術成果

研究項目

著作

榮譽獎項

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