姓名：李銘澤

職稱：特崗教授，博導(dǎo)

郵箱：mingze@whut.edu.cn

個人簡介：畢業(yè)于華中科技大學(xué)工商管理專業(yè)，獲管理學(xué)博士學(xué)位。荷蘭伊拉斯莫斯大學(xué)（Erasmus)鹿特丹管理學(xué)院訪問學(xué)者。北京大學(xué)光華管理學(xué)院訪問學(xué)者。主持國家自然科學(xué)基金 2 項，國家教育部人文社科項目 1 項，校級教研項目以及自主創(chuàng)新項目多項。發(fā)表論文 20 余篇，論文發(fā)表在 《Journal of Business Research》《Leadership & Organizational Development journal》、《Journal of Management & Organization》、《Journal of Organizational Change Management》、《科研管理》、《管理評論》等國內(nèi)外權(quán)威期刊上。

研究方向：領(lǐng)導(dǎo)力; 工作激情與能量; 團隊創(chuàng)新; 企業(yè)文化

?

代表性科研項目：

[1] 國家自然科學(xué)基金面上項目，“職場偏差行為的微觀權(quán)力干預(yù)：職場義警的形成、作用及存續(xù)機制研究（72172114）“，48萬，2022/-2025/12，（國家級）

[2] 國家自然科學(xué)青年基金項目，“自戀型領(lǐng)導(dǎo)對團隊創(chuàng)造力形成的影響：基于聚合觀、過程觀和社會網(wǎng)絡(luò)的多視角研究（71802154）”，19萬，2019/1-2021/12，（國家級）

[3] 教育部人文社會科學(xué)青年基金項目，“時間領(lǐng)導(dǎo)對創(chuàng)新績效的多層次影響機制研究：基于注意焦點理論（18YJC630073）“，8萬，2018/1-2021/12，（國家級）

代表性論文：

[1] Guanglei Zhang; Huaying Wang; Mingze Li ; Leader narcissism, perceived leader narcissism, and employee outcomes: The moderating effect of goal congruence, Journal of Business Research, 2023.

[2] Guanglei Zhang; Huaying Wang; Mingze Li ; “A Little Thanks Changes My World”: When and why dirty work employees feel meaningfulness at work, Journal of Business Research, 2023.

[3] Mingze L, Pengcheng Z (2016). Stimulating learning by empowering leadership: Can we achieve cross-level creativity simultaneously? Leadership & Organizational Development, Vol. 37(08), p. 1168-1186.

[4] Mingze L, Wenxing L, Yi H, Pengcheng Z. (2016). Linking empowering leadership and change-oriented organizational citizenship behavior: the role of thriving at work and autonomy orientation, Journal of Organizational Change Management,Vol. 29(05), p.732-750.

[5] Li, M., Zhang, P., Xia, Y., & Liu, W. (2019). Shaping the shared mental model: How leader humility helps teams to learn. Journal of Management & Organization, 25(5), 653-671.

[6] Ying X, Li Z, Mingze Li.(2019) Abusive leadership and helping behavior: a dual process model. Current psychology . Vol. 38, p.50-58.

[7] Wan, M. M., Zhang, Y., & Li, M. (2021). Do narcissistic employees remain silent? Examining the moderating roles of supervisor narcissism and traditionality in China. Asian Business & Management, 1-25.

[8] Zhang, G., Wang, H., Ma, R., & Li, M. (2021). High performance yet ethically risky? A self‐regulation perspective on the double‐edged sword effects of the performance‐oriented human resource system. Business Ethics, the Environment & Responsibility. 10.1111/beer.12397

[9] Kong Z. Wenxing L. Mingze L. et al., The Relationship Between Narcissism and Taking Charge: The Role of Energy at Work and Hierarchical Level. Psychological Reports, 123(2), 472-487.

[10] Peng, J., Li, M*., Wang, Z., & Lin, Y. (2021). Transformational Leadership and Employees’ Reactions to Organizational Change: Evidence From a Meta-Analysis. The Journal of Applied Behavioral Science, Vol57(3):369-397.

[11] Mingze L, Pengcheng, Z, (2018) More Stable Ties or Better Structure? An Examination of the Impact of Collaborative Networks on Team Knowledge Creation, Frontiers in Psychology . Vol.2018(9), p.1-9.

[12]Li, M., & Ye, H. (2021). Temporal Leadership and Bootlegging Behavior of Employees: The Mediating Effect of Self-Efficacy. Frontiers in Psychology, 4134.

[13]Li, M., Huang, Y., & Han, M. (2019). How to Maintain a Sustainable Environment? A Spatial Evolution of Urban Atmospheric Pollution and Impact Factors in China. Sustainability, 11(16), 4376. [14] Mingze L, Lv, J., Chen, X., & Jiang, N. (2015). Provincial evaluation of vulnerability to geological disaster in China and its influencing factors: a three-stage DEA-based analysis. Natural?Hazards, 79(3), p. 1649-1662.

[15] Pengcheng Z, Mingze L. Guanglei Z. Challenge-hindrance stressor and employee voice: the role of multi-level empowerment. Academy of Management Proceedings. Volume 2018, Issue 102 Jul 2018.

[16] Min W. Junyi Z. Margarat. Saffer, Mingze L. The Influence of Interpersonal Conflict and Support on Work-Family Balance: A Diary Study. Academy of Management Proceedings.Volume 2018, Issue 102 Jul 2018.

[17] Guanglei Zhang; Rong Ma; Mingze Li, A Self-Regulation Perspective on the Double-Edged Sword Effects of the Performance-Oriented HRS, Academy of Management Annual Meeting, Vancouver, 2020-8 至 2020-8.

[18]李銘澤,葉慧莉&張光磊.2020(09),自戀型領(lǐng)導(dǎo)對團隊創(chuàng)造力形成過程的多視角研究. 心理科學(xué)進展.1437-1453.

[19] 張鵬程, 李銘澤, 劉文興, 彭堅. (2016), 科研合作與團隊知識創(chuàng)造：一個網(wǎng)絡(luò)交互模型. 科研管理, Vol.37: 51-59。

[20] 張鵬程, 李銘澤*, (2016), 劉文興, 彭堅. 科研合作與團隊知識創(chuàng)造：一個網(wǎng)絡(luò)交互模型. 科研管理, Vol.37: 51-59.

[21] 張光磊, 程歡, & 李銘澤*. (2019). 非工作時間電子溝通對員工主動性行為影響研究. 管理評論, 31(3), 154-165.

[22] 張光磊, 楊依藍, 李銘澤*, & 吳健. (2019). 領(lǐng)導(dǎo)憤怒與員工主動性行為——一個非線性關(guān)系的檢驗. 經(jīng)濟管理, 41 (10), 108-22.

?

主要榮譽及學(xué)術(shù)任職：

[1] 湖北省“楚天學(xué)子”人才

[2] 武漢理工大學(xué)“青年拔尖”人才

[3] 湖北省人力資源管理學(xué)會理事

[4] 美國管理學(xué)會會員（Academic of Management Conference）（2015-）

[5] 美國工業(yè)心理學(xué)會會員（The Society for Industrial and Organizational Psychology）（2017-）

[6] 中國管理學(xué)年會會員（International Association for Chinese Management Research）(2014-)

[7] 擔(dān)任Leadership & Organizational Development journal, Journal of Organizational Change Management, Frontiers in Psychology, Asian Business & Management 等SSCI 期刊審稿人。??