主要教育经历

2013.09-2018.07 清华大学经济管理学院（博士生）

2016.09-2017.09 美国马里兰大学史密斯商学院（访问学者）

2009.09-2013.07 外交学院（本科生）

主要工作经历

2024.09-至今 中国人民大学商学院 教授（破格）

2021.09-2024.08 中国人民大学商学院 副教授（校聘）

2020.09-2021.08 中国人民大学商学院 副教授（院聘）

2018.09-2020.08 中国人民大学商学院 助理教授

创新、领导力、人工智能

组织行为学（本科）；创造力研究前沿（硕博）

主要学术论文

(*代表通讯作者；†代表共同贡献)

国际顶级期刊（UTD 24期刊/领域顶刊）

1. Venkataramani, V., Derfler-Rozin, R., Liu*, X., Mao, J.-Y. (2023, in press). Keep off my turf! Low-status managers’ territoriality as a response to employees’ novel ideas. Organization Science.

2. Liu, X., Zhang, L., Gupta, A., Zheng*, X., Wu, C. (2022). Upper echelons and intra-organizational learning: How executive narcissism affects knowledge transfer among business units. Strategic Management Journal, 43(11), 2351-2381.

3. Liu*†, X., Liao†, H., Derfler-Rozin†, R., Zheng†, X., Wee, E., & Qiu, F. (2020). In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity. Journal of Applied Psychology, 105(12), 1447-1465.

4. Yang†, L., Zheng†, X., Liu*, X., Lu*, C., Schaubroeck, J. (2020). Abusive supervision, thwarted belongingness, and workplace safety: A group engagement perspective. Journal of Applied Psychology, 105(3), 230-244.

5. Li†, N., Zheng†*, X., Harris, T. B., Liu, X., & Kirkman, B. L. (2016). Recognizing “me” benefits “we”: Investigating the positive spillover effects of formal individual recognition in teams. Journal of Applied Psychology, 101(7), 925-939.

6. Venkataramani, V., Bartol, K., Zheng*, X., Lu, S., & Liu, X. (2022). Not very competent but connected: Leaders’ use of employee social networks as prisms to make delegation decisions. Journal of Applied Psychology, 107(3), 458–480.

7. Lu, S., Bartol, K., Venkataramani, V., Zheng, X., & Liu, X. (2019). Pitching novel ideas to the boss: The interactive effects of employees’ idea enactment and influence tactics on creativity assessment and implementation. Academy of Management Journal, 62(2), 579-606.

FT50期刊

8. Liu, X., Derfler-Rozin, R., Mao*, J-Y, Schaubroeck, J., & Zhou*, Q. (2024, in press). Unraveling mentors’ positive and negative reactions to protégés’ taking charge. Journal of Management.

9. Liu, X., Zheng, X., Yu*, Y., Zhang, Y., & Schaubroeck, J. (2024, in press). A functional model of social loafing: When and how does social loafing enhance job performance? Journal of Business Ethics.

10. Liu, X., Lee, B., Kim, Tae-Yeol, Gong, Y., Zheng*, X. (2023). Double‑edged effects of creative personality on moral disengagement and unethical behaviors: Dual motivational mechanisms and a situational contingency. Journal of Business Ethics, 185, 449-466.

11. Liu, X., Zheng*, X., Li, N., Yu, Y., Harms, P., & Yang, J. (2022). Both a curse and a blessing? A social cognitive approach to the paradoxical effects of leader narcissism. Human Relations, 75(11), 2011-2038.

12. Zhang, Y., Liu*, X., Xu*, S., Yang, L. & Bednall, T. (2019). Why abusive supervision impacts employee OCB and CWB: A meta-analytic review of competing mediating mechanisms. Journal of Management, 45(6), 2474-2497.

13. Qin*†, X., Liu†, X., Brown†, J., Zheng†, X., & Owens†, B. (2021). Humility harmonized? Exploring whether and how leader and employee humility (in)congruence influences employee citizenship and deviance behaviors. Journal of Business Ethics, 170(1), 147-165.

14. Zheng†, X., Qin*†, X., Liu†, X., &, Liao†, H. (2019). Will creative employees always make trouble? Investigating the roles of moral identity and moral disengagement. Journal of Business Ethics, 157(3), 653-672.

15. Lee, B. Y., Kim, Tae-Yeol, Gong, Y., Zheng*, X., & Liu, X. (2020). Employee well-being attribution and job change intentions: The moderating effect of task idiosyncratic deals. Human Resource Management, 59(4), 327-338.

16. Hu, J., Zheng, X., Tepper, B. J., Li*, N., Liu, X., & Yu, J. (2022). The dark side of leader-member exchange: Observers’ reactions when leaders target their teammates for abuse. Human Resource Management, 61(2), 199–213.

国内外权威核心期刊

17. Liu, X., Zhang*, Y., Chen*, W., Li, W., & Ni, D. (2023). Bringing contribution-receipt (im)balance to team-member exchange research: A moderated mediation model. Journal of Organizational Behavior, 44, 621-642.

18. Liu, X., Zheng, X., Ni*, D., & Harms, P. (2022). Employee voice and coworker support: The roles of employee job demands and coworker voice expectation. Journal of Organizational Behavior, 43(7), 1271-1286.

19. Liu, X., Zheng, X., Yu*, Y., Owens, B. P., & Ni, D. (2022). How and when team average individual mindfulness facilitates team mindfulness: The roles of team relational stress and team individual mindfulness diversity. Journal of Organizational Behavior, 43(3), 430-447.

20. Liu, X., Zheng, X., Lee, B. Y., Yu*, Y., & Zhang*, M. (2023). COVID-19 and employee job performance trajectories: The moderating effect of different sources of status. Journal of Vocational Behavior, 142, 103862.

21. Liu, X., Mao*, J-Y, Chiang, J. T-J, Guo, L., & Zhang, S. (2023). When and why does voice sustain or stop? The roles of leader behaviours, power differential perception and psychological safety. Applied Psychology, 72, 1209–1247.

22. Mao, J.-Y., Quan, J., Liu*, X., & Zheng, X. (2022). Too drained to obey! A daily study on how workplace envy fosters employee deviance and the buffering role of ethical leadership. Applied Psychology, 71(4), 1304–1325.

23. Liu, X., Mao, J.-Y., Zheng*, X., Ni, D., & Harms, P. D. (2022). When and why narcissism leads to taking charge? The roles of coworker narcissism and employee comparative identity. Journal of Occupational and Organizational Psychology, 95(4), 758-787.

24. Zheng, X., Ni, D., Liu*, X., Zhang, M. (2023). A mixed blessing? State mindfulness change, ego depletion and counterproductive work behaviour. Journal of Occupational and Organizational Psychology, 96, 308-331.

25. Zheng†, X., Zhao†, H. H., Liu*, X., & Li, N. (2019). Network reconfiguration: The implications of recognizing top performers in teams. Journal of Occupational and Organizational Psychology, 92(4), 825-847.

26. Ni, D., Liu*, X., & Zheng, X. (2024). Render good for evil? The relationship between customer mistreatment and customer-oriented citizenship behavior. Journal of Business Research, 170, 114349.

27. Zheng†, X., Liu†*, X., Liao†, H., Qin†, X., & Ni, D. (2022). How and when top manager authentic leadership influences team voice: A moderated mediation model. Journal of Business Research, 145, 144-155.

28. Zhang, Y., Liu*, X., Chen*, W. (2020). Fight and flight: A contingency model of third parties’ approach-avoidance reactions to peer abusive supervision. Journal of Business and Psychology, 35(6), 767-782.

29. Zhou, Q., Mao, J-Y, Liu*, X., & Ning, X. (2022). The impacts of distinct motives on promotive and prohibitive voice: The differential moderating role of perceived voice level. Journal of Business and Psychology, 37(3), 601–613.

30. Zheng, X., Ni, D., Liu*, X., & Liang, L. H. (2023). Workplace mindfulness: Multidimensional model, scale development and validation. Journal of Business and Psychology, 38, 777–801.

31. Ni, D., Liu*, X., Zheng, X. (2022). How and when does service performance improve positive emotions? An employee-customer social exchange perspective. European Journal of Work and Organizational Psychology, 31(3), 367-382.

32. Mao, J.-Y., Mu, X. & Liu*, X. (2021), Discouraging gender-biased job seekers by adapting job advertisements. Journal of Managerial Psychology, 36(2), 170-182.

33. Mao, J-Y., Zhang*, Y., Chen, L., & Liu, X. (2019). Consequences of supervisor self-interested behavior: A moderated mediation. Journal of Managerial Psychology, 34(3), 126-138.

34. Zhang, Y., Guo*, Y., Zhang, M., Xu, S., Liu, X., & Newman, A. (2022). Antecedents and outcomes of authentic leadership across culture: A meta-analytic review. Asia Pacific Journal of Management, 39(4), 1399–1435.

35. Zhang, Y., Zheng, Y., Zhang*, L., Xu, S., Liu, X., & Chen, W. (2021). A meta-analytic review of the consequences of servant leadership: The moderating roles of cultural factors. Asia Pacific Journal of Management, 38(1), 371–400.

36. Mao, J-Y., Xiao*, J., Liu, X., Qing, T., & Xu, H. (2023). Emulating coworkers: How and when coworker ideation facilitates employee ideation. Creativity Research Journal, 31, 99-115.

37. Liu, X., Zhang*, Y., & Liu, C. H. (2017). How does leader other-emotion appraisal influence employees? The multilevel dual affective mechanisms. Small Group Research, 48(1), 93-114.

38. Ni, D., Liu*, X., & Zheng, X. M. (2021). How do subordinates react to perceived narcissistic supervision? The roles of perceived interactional justice and need for belonging. Baltic Journal of Management, 16(4), 621-637.

39. Zheng, X. & Liu*, X. (2017). The buffering effect of mindfulness on abusive supervision and creative performance: A social cognitive framework. Frontiers in Psychology, 8, 1588.

40. Qin, X., Liao, H., Zheng, X., & Liu, X. (2019). Stock market exposure and anxiety in a turbulent market: Evidence from China. Frontiers in Psychology, 10, 328.

41. Kirkman, B. L., Li, N., Zheng, X., Harris, T. B., & Liu, X. (2016). Teamwork works best when top performers are rewarded. Harvard Business Review (on-line).

42. 郑晓明, 刘鑫*. (2016). 互动公平对员工幸福感的影响：心理授权的中介作用与权力距离的调节作用. 心理学报, 48(6), 693-709.

43. 郑晓明, 余宇*, & 刘鑫. (2022). 配偶情绪智力对员工工作投入的影响：员工生活幸福感的中介作用和性别的调节作用. 心理学报, 54(5), 1-19.

44. 刘鑫, 余宇, 秦昕, & 郑晓明. (2019). 高层服务型领导对基层员工服务绩效的涓滴效应：中层领导服务导向的调节作用. 科学学与科学技术管理, 40(9), 135-151.

45. 徐梦蝶, 刘鑫*, 郑晓明, 任娜. (2019). 组织变革意义认知对员工的影响：工作投入和工作倦怠的双中介机制. 科学学与科学技术管理, 40(5), 134-149.

46. 倪丹, 郑晓明, 刘鑫*, & 张梦怡. (2021). 团队正念如何及何时影响团队有效性？——以制造行业A公司为例. 科学学与科学技术管理, 42(6), 164-186.

47. 郑晓明, 倪丹, 刘鑫*. (2019). 基于体验抽样法的正念对工作-家庭增益的影响研究. 管理学报., 16(3), 360-368.

48. 郑晓明, 余宇*, & 刘鑫. (2020). 高绩效工作系统对情绪劳动的影响：一个多层次模型. 科学学与科学技术管理, 41(11), 132-145.

49. 周琦玮, 刘鑫*, & 李东红. (2022). 企业数字化转型的多重作用与开放性研究框架. 西安交通大学学报（社会科学版）, 42(3), 10-19.

50. 刘鑫* & 张梦怡. (2019). 自恋：领导者的一把双刃剑. 清华管理评论, 68, 73-81.

51. 刘鑫, 李丽源, & 郑晓明. (2022). 守正创新，行稳致远：企业如何兼顾创新与道德？清华管理评论, 6, 26-33.

主持或参与的科研项目与基金

1. 《领导钦佩型自恋与竞争型自恋对创意过程的影响：基于多过程、多视角、多方法的系列研究》，国家自然科学基金面上项目（72372151），项目主持人：刘鑫博士

2. 《团队-成员交换中的付出-获得平衡模式对员工工作绩效双面影响的形成机理研究》，国家自然科学基金青年项目（72002214），项目主持人：刘鑫博士

3. 《新发展阶段下企业数字化转型对员工工作绩效的“双刃剑”影响研究”》，教育部人文社会科学研究青年基金项目（21YJC630178），项目主持人：周琦玮博士

4.《真我型领导对知识型员工的健康及创新行为的影响：基于大数据的纵贯研究》，教育部人文社会科学研究项目青年科学基金项目（16YJC630171），项目主持人：张昱城博士

主要荣誉与获奖

2023, 2023年度最佳科研奖，中国人民大学商学院

2023, 2022年度优秀班主任, 中国人民大学

2022, 本科毕业论文优秀指导教师, 中国人民大学

2022, Responsible Research in Business and Management Honor Roll, RRBM

2021, 2020-2021学年标兵班主任, 中国人民大学

2020, 第八届高等学校科学研究优秀成果奖（人文社科）, 二等奖, 教育部

2018, 北京市优秀毕业生, 清华大学

2018, 清华大学优秀博士学位论文, 清华大学

2017, 小林实中国经济研究奖学金, 清华大学经济管理学院

2017, 魏杰经济学优秀论文奖学金, 清华大学经济管理学院

2017, 国家奖学金, 清华大学

2016, 国家奖学金, 清华大学

2016, 魏杰经济学优秀论文奖学金, 清华大学经济管理学院

2014, Emerald/IACMR Chinese Management Research Fund Award, Emerald Group Publishing Limited and International Association for Chinese Management Research