组织与战略管理系 英才副教授、博士生导师
电子邮箱：jiangwan.008@163.com
研究方向：企业创新管理、企业伦理和社会责任
蒋琬，天津大学管理与经济学部组织与战略管理系英才副教授、特聘研究员、博士生导师、管理学博士、香港科技大学访问学者。入选天津市“131”创新型人才培养工程、天津大学“北洋学者英才计划”、“北洋学者-青年骨干教师”计划。主要研究方向：企业创新管理、企业伦理和社会责任等。
近年来，在UTD24、FT50、ABS4*、ABS4等高水平期刊发表论文40余篇，包括Strategic Management Journal (UTD24)、Journal of Business Ethics(FT50)、Human Resource Management Journal (ABS4*)、Journal of Vocational Behavior(ABS4)以及Journal of Business Research、Group & Organization Management、International Journal of Human Resource Management、Journal of Business and Psychology、Personality and Individual Differences等SSCI论文30余篇。承担2项国家自然科学基金面上项目和青年项目，参与多项国家社科基金重大项目、国家自然科学基金重点项目和面上项目。荣获教育部第八届高等学校科学研究优秀成果(人文社会科学)二等奖、“ESI高被引论文”、美国管理学会年会(AOM)Best Paper Finalist等。担任国家自然科学基金同行评议专家、全国研究生教育评估监测专家库专家、全国本科毕业论文(设计)抽检评审专家库专家、中国社会科学评价研究院推荐专家以及Journal of Business Ethics、International Journal of Human Resource Management、R & D Management、Applied Psychology: An International Review、管理学季刊、AOM、IACMR审稿专家。
欢迎报考学术型硕士和博士研究生，鼓励本科生参与各类科研竞赛和项目!
[1] Wang, L., Lin, Y., Jiang, W.(通讯), Yang, H., & Zhao, H. (2022). Does CEO emotion matter? CEO affectivity and corporate social responsibility. Strategic Management Journal (UTD24、FT50、ABS4*)
[2] Jiang, W., Liang, B., & Wang, L. (2022). The double-edged sword effect of unethical pro-organizational behavior: The relationship between unethical pro-organizational behavior, organizational citizenship behavior, and work effort. Journal of Business Ethics, 1-14. (FT50)
[3] Jiang, W., Gu, Q., & Tang, T. L. P. (2019). Do victims of supervisor bullying suffer from poor creativity? Social cognitive and social comparison perspectives. Journal of Business Ethics, 157(3), 865-884.(FT50)
[4] Gu, Q., Tang, T. L. P., & Jiang, W. (2015). Does moral leadership enhance employee creativity? Employee identification with leader and leader–member exchange (LMX) in the Chinese context. Journal of Business Ethics, 126, 513-529. (FT50)
[5] Jiang, W., Wang, L., & Ma, X. (2023). Why and when family-supportive supervisor behaviours influence newcomer organizational socialization. Human Resource Management Journal. (ABS4*)
[6] Jiang, W., Yilin An, Wang, L. & Chundong Zheng (2021). Newcomers’ reaction to the abusive supervision toward peers during organizational socialization. Journal of Vocational Behavior (ABS4)
[7] Jiang, W., & Wang, L. (2022). How and when leader job insecurity influences engineer in-role and extra-role behaviors. IEEE Transactions on Engineering Management.(ABS3)
[8] Wang L., Lin H., & Jiang W. (通讯) (2021). Effects of Project Leader Workplace Anxiety on Project Team Member Organizational Citizenship Behavior: A Moderated Mediation Model (in press). Project Management Journal. (SSCI)
[9] Wang Linlin, Jiang Wan (通讯), & Ma Xifang (2021). The effect of CEO entrepreneurial orientation on firm strategic change: The moderating roles of managerial discretion. Journal of Engineering and Technology Management (SSCI)
[10] Jiang, W., Zhang, H., & Wang, L. (2020). Adverse Effects of Leader Family-to-Work Conflict on Team Innovation. IEEE Transactions on Engineering Management.(ABS3)
[11] Jiang, W., Zhang, H., Wang, L., & Zheng, C. (2020). Team Leader Job Anxiety and Team Innovation: The Roles of Self-Serving Behavior and Psychological Entitlement. IEEE Transactions on Engineering Management. (ABS3)
[12] Wang, L., Chu, Z., Jiang, W. (通讯), & Xu, Y. (2020). Minding the gap: the effect of CEO underpayment on firm-specific knowledge. Journal of Knowledge Management. (SSCI 1区)
[13] Wang, L., Jiang, W. (通讯), Zhang, H., & Lin, H. (2020). Leader information seeking, team performance and team innovation: Examining the roles of team reflexivity and cooperative outcome interdependence. Information Processing & Management, 57(6), 102343. (SSCI 1区)
[14] Ma, X., Jiang, W., Wang, L., & Xiong, J. (2020). A curvilinear relationship between transformational leadership and employee creativity. Management Decision, 58(7), 1355-1373.(SSCI)
[15] Jiang, W., Wang, L., Chu, Z., & Zheng, C. (2019). Does leader turnover intention hinder team innovation performance? The roles of leader self-sacrificial behavior and empathic concern. Journal of Business Research, 104, 261-270. (ABS3)
[16] Jiang, W., Wang, L., Chu, Z., & Zheng, C. (2019). How Does CEO Regulatory Focus Matter? The Impacts of CEO Promotion and Prevention Focus on Firm Strategic Change. Group & Organization Management. (ABS3)
[17] Han, M., Lin, H., Wang, J., Wang, Y., & Jiang, W. (通讯) (2019). Turning corporate environmental ethics into firm performance: The role of green marketing programs. Business Strategy and the Environment. (ABS3)
[18] Xie, Z., Li, N., Jiang, W., & Kirkman, B. L. (2019). The paradox of leader-member exchange (LMX) differentiation: How treating followers differently can both enhance and impede employee performance. Journal of Personnel Psychology, 18(4), 165–176. (SSCI)
[19] Jiang, W., Wang, L., Chu, Z., & Ma, X. (2018). How analyst recommendation change influences strategic change: The moderating role of CEO power and board’s informal hierarchy. Journal of Organizational Change Management, 31(6), 1234-1248. (SSCI)
[20] Ma, X., & Jiang, W. (2018). Transformational leadership, transactional leadership, and employee creativity in entrepreneurial firms. The Journal of Applied Behavioral Science, 54(3), 302-324. (SSCI)
[21] Bodla, A. A., Tang, N., Jiang, W., & Tian, L. (2018). Diversity and creativity in cross-national teams: The role of team knowledge sharing and inclusive climate. Journal of Management & Organization, 24(5), 711-729. (SSCI)
[22] Jiang, W., & Gu, Q. (2017). Leader creativity expectations motivate employee creativity: a moderated mediation examination. The International Journal of Human Resource Management, 28(5), 724-749. (ABS3)
[23] Wang, L., Jiang, W., (通讯) Liu, Z., & Ma, X. (2017). Shared leadership and team effectiveness: The examination of LMX differentiation and servant leadership on the emergence and consequences of shared leadership. Human Performance, 30(4), 155-168. (ABS3)
[24] Wang, L., & Jiang, W. (通讯) (2017). How CEO underpayment influences strategic change: the equity perspective. Management Decision, 55(10), 2277-2292. (SSCI)
[25] Jiang, W., Wang, L., & Lin, H. (2016). The role of cognitive processes and individual differences in the relationship between abusive supervision and employee career satisfaction. Personality and Individual Differences, 99, 155-160. (ABS3)
[26] Jiang, W., & Gu, Q. (2016). How abusive supervision and abusive supervisory climate influence salesperson creativity and sales team effectiveness in China. Management Decision, 54(2), 455-475. (SSCI)
[27] Gu, Q., Jiang, W., (通讯) & Wang, G. G. (2016). Effects of external and internal sources on innovation performance in Chinese high-tech SMEs: A resource-based perspective. Journal of Engineering and Technology Management, 40, 76-86. (SSCI)
[28] Jiang, W., Gu, Q., & Wang, G. G. (2015). To guide or to divide: The dual-side effects of transformational leadership on team innovation. Journal of Business and Psychology, 30(4), 677-691. (ABS3)
[29] Jiang, W., & Gu, Q. (2015). A moderated mediation examination of proactive personality on employee creativity: A person-environment fit perspective. Journal of Organizational Change Management, 28(3), 393-410. (SSCI).
[30] Song, W., Yu, H., Zhang, Y., & Jiang, W. (2015). Goal orientation and employee creativity: The mediating role of creative role identity. Journal of Management & Organization, 21(1), 82-97. (SSCI).
[1] Meng K. L. Jiang W. How Does Mentor Workplace Anxiety Influence Protégé OCB Presented at Academy of Management Annual Meeting, Chicago, U.S.
[2] Liang B. Q. Jiang, W. Does Unethical Pro-organizational Behavior Really Benefit the Organization? Presented at Academy of Management Annual Meeting, Chicago, U.S.
[3] Wang, L., & Jiang, W. CEO promotion focus, prevention focus and firm strategic change. Presented at Academy of Management Annual Meeting, Atlanta, U.S. (AOM Best Paper Finalist).
[4] Wang, L., & Jiang, W. CEO entrepreneurial orientation, managerial discretion, and strategic change. Presented at Academy of Management Annual Meeting, Atlanta, U.S.
[5] Jiang, W., Gu, Q., & Tang, T. L. P. Do victims of supervisor bullying suffer from poor creativity? Social cognitive and social comparison perspectives. Paper presented at the Annual Conference of the Academy of Management, Anaheim, U.S.
[6] Jiang, W., Gu, Q., & Wang, G. G.. To Guide or to Divide: The Dual-Side Effects of Transformational Leadership on Team Innovation. Paper presented at the Annual Conference of the International Association for Chinese Management Research, Beijing, China
[1] 蒋琬、王健、郑春东. 海天教育-“寒门贵子”的创业之旅. 中国管理案例共享中心
[2] 蒋琬、孟凯莉、郑春东. 网易考拉：自营直采模式下的一路狂奔. 中国管理案例共享中心
[3] 蒋琬、孟凯莉、郑春东. 海康威视：抢占安防行业“C位”. 中国管理案例共享中心
[4] 蒋琬、孟凯莉、郑春东. 微信读书：“社交+阅读”打造第二个“朋友圈”. 中国管理案例共享中心
[1] 中华人民共和国教育部第八届高等学校科学研究优秀成果(人文社会科学)二等奖;
[2] 天津市“131”创新型人才培养工程第三层次人选;
[3] 天津大学“北洋学者-英才计划”;
[4] 天津大学“北洋学者-青年骨干教师计划”;
[5] 天津大学沈志康奖教金;
[6] 天津大学本科生毕业设计(论文)优秀指导教师(2020);
[7] 天津大学本科生毕业设计(论文)优秀指导教师(2018);
[8] 天津大学本科生毕业设计(论文)优秀指导教师(2017);
[9] 天津大学2018年度工会积极分子;
[10] 天津大学管理与经济学部“优秀共产党员”;
[11] 天津大学管理与经济学部青年教师讲课大赛三等奖
[1] 国家自然科学基金面上项目：创新明星的“双刃剑”效应：团队内部创新明星对团队创新的团队层和跨层次影响机制研究，71972144， 2020-01至2023-12，48万，项目主持人;
[2] 国家自然科学基金青年项目：知识型团队共享变革型领导形成机制及有效性的多层次研究，71602140，2017-01至2019-12，17万，项目主持人;
[3] 天津大学自主创新基金：CEO工作压力对企业战略决策影响研究，2021-01至 2021-12，2.5万，项目主持人;
[4] 天津大学“北洋青年学者骨干教师”计划：企业社会责任和员工伦理行为，2018XRG-0052, 2018-01至2018-12，3万，项目主持人;
[5] 天津大学自主创新基金：共享领导对知识型团队创造力的作用机制研究，2017XSC-0131，2017-01至 2017-12，1万，项目主持人;
[6] 国家自然科学基金面上项目：差序格局背后的故事?— —LMX差异化基础的内容、结构、测量、动态变化以及多层面影响机制研究，71872124，2019-01至2022-12，项目参与人;
[7] 国家社会科学基金重大项目：创新驱动下中国企业人力资源管理多模式比较及策略选择研究，17ZDA057，2017-12至2022-12，项目参与人;
[8] 国家自然科学基金面上项目：领导力从垂直到共享：创新团队共享领导内涵结构、形成机制及有效性的多层次研究，71472122, 2015-1至2018-12，项目参与人;
[9] 国家自然科学基金重点项目：组织文化与组织创造力研究:基于组织二元情境视角，71032003, 2011-1至2014-12，项目参与人。
[1] 天津大学学报(社会科学版)领域编辑
[2] 全国本科毕业论文(设计)抽检评审专家库专家
[3] 全国研究生教育评估监测专家库专家
[4] 中国社会科学评价研究院推荐专家
[5] 国家自然科学基金通讯评审专家
[6] 中国技术经济学会高级会员
[7] 10余本高水平中英文期刊审稿专家
