组织与战略管理系 教授、博士生导师
电子邮箱：jiangwan.008@163.com
研究方向：企业大数据分析、企业创新管理、企业社会责任、人智交互
蒋琬，天津大学管理与经济学部组织与战略管理系教授、博士生导师、上海交通大学管理学博士、香港科技大学访问学者。2015年12月入职学部，历任讲师、副教授(2019年)、英才副教授(2020年)、教授(2024年)。担任组织与战略管理系党支部书记、系副主任。主持3项国家自然科学基金项目，主持的国家自然科学基金面上项目结题绩效评估“特优”。作为第一作者或通讯作者，论文发表在Strategic Management Journal (UTD24、FT50、ABS4*)、Journal of Applied Psychology (FT50、ABS4*)、Human Resource Management Journal (ABS4*)、Journal of Occupational and Organizational Psychology(ABS4)、Journal of Vocational Behavior(ABS4)等。研究成果入选国家自然科学基金委优秀资助成果，荣获教育部高等学校科学研究优秀成果(人文社会科学)二等奖、教育部高等学校科学研究优秀成果(人文社会科学)三等奖、天津市社会科学优秀成果三等奖等。入选天津市首届青年社科人才、“131”创新型人才培养工程、天津大学“北洋学者英才计划”、天津大学“北洋学者-青年骨干教师”计划。主要研究方向：企业大数据分析与管理、企业创新管理、企业社会责任、人智交互。
作为第一作者或通讯作者，在Strategic Management Journal (UTD24、FT50、ABS4*)、Journal of Applied Psychology (FT50、ABS4*)、Human Resource Management Journal (ABS4*)、Journal of Occupational and Organizational Psychology(ABS4)、Journal of Vocational Behavior(ABS4)、Journal of Business Ethics、Journal of Business Research、Group & Organization Management、Business & Society、International Journal of Human Resource Management、Journal of Business and Psychology等UTD24、FT50、ABS4*、ABS4、ABS3期刊发表论文30余篇。
主持3项国家自然科学基金项目，1项国家自然科学基金面上项目结题绩效评估“特优”。主持天津市教委社会科学重大项目、中国工程科技发展战略天津研究院重点项目课题、天津市科技计划项目等。研究成果荣获教育部高等学校科学研究优秀成果(人文社会科学)二等奖、教育部高等学校科学研究优秀成果(人文社会科学)三等奖、天津市社会科学研究成果三等奖、CTTI智库研究优秀成果特等奖、CTTI智库研究优秀成果二等奖、WILEY高下载量论文奖、中国商业经济学会优秀课程一等奖、中国商业经济学会优秀研究成果一等奖、中国商业经济学会优秀研究成果二等奖、中国商业经济学会优秀教学成果二等奖、美国管理学会年会(AOM)Best Paper Finalist等。主讲课程《组织行为学》入选国家级一流本科课程、天津市一流本科建设课程。学术成果作为独立两章，编撰于Elsevier出版社学术专著《Monetary wisdom》并面向全球发行。咨政报告获正国级国家领导人肯定性批示，获中央和省级有关决策部门采纳。在新华社《经济参考报》、山西省委党报《山西日报》、陕西省委党刊《当代陕西》发表理论文章，获国家自然科学基金委报道、共青团中央机关报《中国青年报》专访。
担任International Journal of Tourism Research (SSCI Q1)期刊编委、Frontiers of Engineering Management (中国工程院院刊)特约通讯专家、UTD24/FT50/ABS4*/ABS4期刊评审专家;担任中国科学学与科技政策研究会企业创新与产业政策专委会委员、中国科学学与科技政策研究会青年工作委员会委员、中国管理现代化研究会管理思想与商业伦理专委会理事、天津市环境社会治理研究会理事;担任国家自然科学基金重点、面上、青年项目同行评议专家、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。
招收硕士和博士研究生，欢迎对企业大数据分析、创新管理、企业社会责任、人智交互等方向感兴趣的学生联系!团队氛围融洽，科研经费充足，提供国内外一流高校联合培养机会。
指导本科生：荣获国家级大创、挑战杯、校级本科优秀毕设;北大、清华、上海交大、复旦、浙大、南大、天大、中山等国内一流大学保研或直博;宾夕法尼亚大学、伊利诺伊大学、伦敦大学学院、曼彻斯特大学、新加坡国立大学、香港大学、香港中文大学等一流大学读研或读博。
指导硕士生和博士生：在Journal of Applied Psychology、Journal of Occupational and Organizational Psychology 、Journal of Vocational Behavior等FT50、ABS4*、ABS4 国际顶级期刊发表论文；获国家奖学金、天津市优秀硕士学位论文、天津大学优秀硕士学位论文；就职大型央企和国企、省选调生、高等院校以及美团、阿里、百度、海尔等知名企业。
[1] Wang, L., Lin, Y., Jiang, W.(通讯), Yang, H., & Zhao, H. (2023). Does CEO emotion matter? CEO affectivity and corporate social responsibility. Strategic Management Journal , 44(7), 1820-1835. (UTD24、FT50、ABS4*、工商管理国际顶级期刊).
[2] Jiang, W., Qin X., Daan v. K., Song, Z., Liang, B., Wang, L, & Yuan Y. Do family rituals help or hurt? The ripple effect of family rituals on employee change-oriented behaviors. Journal of Applied Psychology, in press. (FT50、ABS4*、工商管理国际顶级期刊).
[3] Jiang, W., Wang, L., & Ma, X. (2023). Why and when family-supportive supervisor behaviours influence newcomer organizational socialization. Human Resource Management Journal, 33(4), 922-939. (ABS4*)
[4] Jiang, W., Liang, B., van Knippenberg, D., Wang, L., & Qin, X. (2026). The Janus face of after‐hours work‐related interruptions: A daily investigation of their influence on leader behavior. Journal of Occupational and Organizational Psychology, 99(2), 1-33. (ABS4)
[5] Jiang, W., An Y., Wang, L., & Zheng, C. (2021). Newcomers’reaction to the abusive supervision toward peers during organizational socialization. Journal of Vocational Behavior, 128, 1-15. (ABS4)
[1] 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. (ABS3)
[2] 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. (ABS3)
[3] 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. (ABS3)
[4] 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)
[5] 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. 45(3), 386-416. (ABS3)
[6] Du X., Liu J., Lu W., Jiang W (通讯). Do Rivals Matter? An Examination of a Competitor CEO’s Award-Winning Event and Corporate Financial Misconduct. Business & Society, online (ABS3)
[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, 71, 1891-1899. (ABS3)
[8] Jiang, W., Zhang, H., & Wang, L. (2020). Adverse effects of leader family-to-work conflict on team innovation. IEEE Transactions on Engineering Management, 69(6), 3101-3110. (ABS3)
[9] 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, 69(5), 2415-2425. (ABS3)
[10] Jiang, W., Wang, H., Bai, Y., Ma, X., & Wang, L. (2024). The “ripple effect”: The effect of family-work conflict on mentor-protégé relationship. Human Performance, 37(4), 184-200. (ABS3)
[11] 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. 28(6), 929-938. (ABS3)
[12] Yuan, M., Wang, X., Suo, X., Lin, H., Yu, M., & Jiang, W. (2025). Affective orchestration at the helm! Unraveling CEO affects' effect on corporate ESG performance. Business Ethics, the Environment & Responsibility. (ABS3)
[13] 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)
[14] 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)
[15] 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)
[16] 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)
[17] 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, 24(9), 2107-2125. (SSCI 1区)
[18] 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)
[19] 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. Project Management Journal. 52(4), 340-353. (SSCI)
[20] Wang, L., Jiang, W. (通讯), & Ma X. (2021). The effect of CEO entrepreneurial orientation on firm strategic change: The moderating roles of managerial discretion. Journal of Engineering and Technology Management (SSCI)
[21] 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)
[22] 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)
[23] 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)
[24] 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)
[25] 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)
[26] Wang, L., & Jiang, W. (通讯) (2017). How CEO underpayment influences strategic change: the equity perspective. Management Decision, 55(10), 2277-2292. (SSCI)
[27] 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)
[28] 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)
[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] Jiang W., Qin X., Song Z., Liang B, Wang L., Yuan Y. Do Family Rituals Help or Hurt? The Ripple Effect of Family Rituals on Employee Change-Oriented Behaviors. Presented at International Association for Chinese Management Research Conference, Xi'an, China.
[2] Jiang W., Qin X., Liang B, Wang L. Unpacking the Double-Edged Sword Effect of Work Group Rituals on Employee Radical Creativity. Presented at Academy of Management Annual Meeting, Copenhagen, Denmark.
[3] Jiang W., Qin X., Liang B, Wang L. The Promises and Perils of Artificial Intelligence in Newcomer Socialization. Presented at Academy of Management Annual Meeting, Copenhagen, Denmark.
[4] Meng K. L. Jiang W. How Does Mentor Workplace Anxiety Influence Protégé OCB Presented at Academy of Management Annual Meeting, Chicago, U.S.
[5] Liang B. Q. Jiang, W. Does Unethical Pro-organizational Behavior Really Benefit the Organization? Presented at Academy of Management Annual Meeting, Chicago, U.S.
[6] 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).
[7] Wang, L., & Jiang, W. CEO entrepreneurial orientation, managerial discretion, and strategic change. Presented at Academy of Management Annual Meeting, Atlanta, U.S.
[8] 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.
[9] Jiang, W., Gu, Q., & Wang, 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] 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] 教育部第十届高等学校科学研究优秀成果(人文社会科学)三等奖;
[3] 天津市社会科学优秀成果三等奖;
[4] 国家级一流本科课程;
[5] CTTI智库研究优秀成果特等奖;
[6] CTTI智库研究优秀成果二等奖;
[7] WILEY高下载量论文奖;
[8] 中国商业经济学会优秀研究成果一等奖;
[9] 中国商业经济学会优秀研究成果二等奖;
[10] 中国商业经济学会优秀教学成果二等奖;
[11] 中国商业经济学会优秀课程一等奖;
[12] 天津市首届青年社科人才培育计划;
[13] 天津市“131”创新型人才培养工程第三层次人选;
[14] 天津市一流本科建设课程;
[15] 天津市优秀硕士学位论文指导教师;
[16] 天津大学青年教工示范岗;
[17] 天津大学“北洋学者-英才计划”;
[18] 天津大学“北洋学者-青年骨干教师计划”;
[19] 天津大学沈志康奖教金;
[20] 天津大学校级优秀硕士论文指导教师;
[21] 天津大学校级优秀毕业设计(论文)指导教师;
[22] 天津大学本科毕业设计(论文)优秀指导教师;
[23] 天津大学工会积极分子;
[24] 天津大学管理与经济学部“优秀共产党员”;
[25] 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：企业算法管理对创新行为的影响机制研究：基于任务和关系双重视角，72472111，2025-01至2028-12，40万，项目主持人;
[2] 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，结题绩效评估“特优”;
[3] 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，结题绩效评估“优”;
[4] 京津冀协同创新共同体建设的战略路径与对策研究，中国工程科技发展战略天津研究院重点项目，2025-2027，100万，课题主持人(课题一主持人凌文院士、课题二主持人邵安林院士、课题三主持人蒋琬);
[5] 京津冀协同创新生态培育机制与路径研究，天津市教委社会科学重大项目，2025-2027，项目主持人;
[6] 天津市推动京津冀协同创新共同体建设的战略路径与对策研究，天津市科技计划项目，2025-2026, 5万，项目主持人;
[7] 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;
[8] 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;
[9] 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;
[10] 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;
[11] 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;
[12] 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;
[13] 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] International Journal of Tourism Research (SSCI Q1)期刊编委;
[2] Frontiers of Engineering Management (中国工程院院刊)期刊特约通讯专家;
[3] 国家自然科学基金重点、面上、青年项目同行评审专家;
[4] UTD24/FT50/ABS4*/ABS4期刊评审专家;
[5] 中国科学学与科技政策研究会企业创新与产业政策专委会委员;
[6] 中国科学学与科技政策研究会青年工作委员会委员;
[7] 中国管理现代化研究会管理思想与商业伦理专委会理事;
[8] 天津市环境社会治理研究会理事;
[1] 咨政报告获正国级国家领导人肯定性批示，获中央和省级有关决策部门采纳;
[2] 理论文章发表在新华社《经济参考报》、山西省委党报《山西日报》、陕西省委党刊《当代陕西》等国家和省级党报党刊，获共青团中央机关报《中国青年报》采访;
[3] 发表于UTD24、FT50、ABS4*国际顶级期刊论文获得国家自然科学基金委、天津大学、南开大学、香港中文大学等官方媒体报道.
