Leadership and Organization Management

Faculty

YANG Baiying

Department of Leadership and Organization Management    Professor

Phone: (86) (10) 62796314

E-mail:yangby@sem.tsinghua.edu.cn

Office:327G Weilun Building

Office Hours:Tues. 14:00-17:00

Educational Background

Dr. Yang obtained B. S. in Mathematics from Nanjing University in 1982, M. Ed. in Continuing Education from University of Saskatchewan in 1992, and Ph. D. in Human Resource Development from the University of Georgia in 1996.

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Work Experience

He has taught at Auburn University, the University of Idaho, and the University of Minnesota. He is presently serving as the editor of Human Resource Development Quarterly (SSCI Indexing). He is also serving on editorial boards for several other journals including Human Resource Development International, and Adult Education Quarterly.


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Courses

He taught Research Methods in Management, Human Resource Development and Management, Strategic Human Resource Management, Ethics and Leadership, Leadership Development and Organizational Behavior.


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Research Areas

His research interests include creativity and innovation in organizations, adult and organizational learning, organizational culture, leadership and management development, power and influence tactics, cross-cultural management, theory-building methodology, and quantitative research methods. He has polished a number of research articles in domestic and international scholarly journals.


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Publications

Journal Articles [In English]:
1.Li, Y., Fu, F., Sun, J., & Yang, B. (2015 accepted). Leader-member exchange differentiation and team creativity: An investigation of nonlinearity. Human Relations, 43(x), xxx-xxx. [SSCI]
2.Wang, Y., & Yang, B. (2015 accepted). Hard influence tactics in the power distance context: Evidence from China and the United States. Social Behavior and Personality, 43(x), xxx-xxx. [SSCI]
3.Chen, L., Yang, B., & Jing, R. (2015 accepted). CEO paternalistic leadership and TMT decision effectiveness: The mediating role of team conflicts. Management and Organization Review (SSCI).
4.Jiang, J., & Yang, B. (2015). Roles of creative process engagement and leader–member exchange in critical thinking and employee creativity. Social Behavior and Personality, 43(7), 1217–1232. [SSCI]
5.Yang, B., & Mei, Z. (2014). Employee suzhi in Chinese organizations: Organizational ownership behavior. Journal of Chinese Human Resource Management, 5(2), 144-157.
6.Joo, B. K., Yang, B., & McLean, G. (2014). The effects of perceived learning culture, leader-member exchange quality, job autonomy, and proactivity. Human Resource Development International, 17(3), 297-317.
7.Chen, C., & Yang, B. (2013). The structure and mechanism of organizational cultural identification: An exploratory study in Chinese business context. Social Behavior and Personality, 41(8), 1347-1358. [SSCI]
8.Zhang, M., Foley, S., & Yang, B. (2013). Work-family conflict among Chinese married couples: Testing spillover and crossover effects. International Journal of Human Resource Management, 24(17), 3213-3231. [SSCI]
9.Joo, B. K., McLean, G., & Yang, B. (2013). Creativity and human resource development: An integrative literature review and a conceptual framework for future research. Human Resource Development Review, 12(4), 390-421. [SSCI]
10.Yang, B. (2012). Confucianism, socialism and capitalism: A comparison of cultural ideologies and implied managerial philosophies and practices in the P. R. China. Human Resource Management Review, 22(3), 165-178. [SSCI]
11.Hung, R. Y., Lien, B. Y., Yang, B., Wu, C. M., &, Kuo, Y. M. (2011). Impact of TQM and organizational learning on innovation performance in the high-tech industry. International Business Review, 20(2), 213-225. [SSCI]
12.Chen, X., & Yang, B. (2010). Copying from others or developing locally? Successes and challenges of MBA education in China (1990-2010). Journal of Chinese Human Resource Management, 1(2), 128 – 145.
13.Zheng, W., Yang, B., & McLean, G. (2010). Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management. Journal of Business Research, 63(7), 763-771. [SSCI].
14.Hung, R. Y., Yang, B., Lien, B. Y., McLean, G. N. (2010). Dynamic capability: Impact of process alignment and organizational learning culture on performance. Journal of World Business, 45(3), 285-294. [SSCI]
15.Yang, B., Wang, Y., & Drewry, A. W. (2009). Does it matter where to conduct training? Accounting for cultural factors. Human Resource Management Review, 19(4), 324–333. [SSCI]
16.Yang, B., Zheng, W., & Viere, C. (2009). Holistic views of knowledge management models. Advances in Developing Human Resources, 11(3), 273-289.
17.Zheng, W., Qu, Q., & Yang, B. (2009). Toward a theory of organizational cultural evolution. Human Resource Development Review, 8(2), 151-173.
18.Yang, B., & Wang, X. (2009). Success and lessons of developing human capital in the P. R. China. Human Resource Development International, 12(1), 3-14.
19.Wang, X., Yang, B., & McLean, G. N. (2007). Influence of demographic factors and ownership type upon organizational learning culture in Chinese enterprises. International Journal of Training and Development, 11(3), 154-165.
20.van der Merwe, L., Chermack, T. J., Kulikowich, J. M., & Yang, B. (2007). Strategic conversation quality and engagement: Assessment of new measure. International Journal of Training and Development, 11(3), 214-221.
21.Wang, X., & Yang, B. (2007). The culture of learning organizations in Chinese state-owned and privately-owned enterprises: An empirical study. Frontiers of Business Research in China, 1(2), 275-299.
22.Yang, B., Zheng, W., & Li., M. (2006). Confucian view of learning and implications for developing human resources. Advances in Developing Human Resources, 8(3), 346-354.
23.Lien, B. Y., Hung, R. Y., Yang, B., & Li, M. (2006). Is learning organization a valid concept in Taiwanese context? International Journal of Manpower, 27(2), 189-203. [SSCI]
Journal Articles [In Chinese]:
1.Cao, J., Yang, Bin., & Yang, Baiyin. (2015). Top management team power distribution and firm performance: Evidence from listed firms in Shanghai and Shenzhen stock exchange. Science of Science and Management of S. & T., 36(7), 135-145. (in Chinese)
2.Cao, J., Yang, Bin., & Yang, Baiyin. (2015). The dynamics of collective leadership and firm performance: The moderating role of industrial environment. Chinese Journal of Management, 15(7), 993-1000. (in Chinese)
3.Chen, L., Yang, B., & Jing, R. (2015). Strategic leadership and TMT members’ creativity: An empirical study on high technology firms. Management Review, 27(3), 142-152, 121. (in Chinese)
4.Tu, X., Yang, B., & Yang, J. (2015). Ternary knowledge in the complex management contexts: Problem, epistemology and legitimacy. Journal of Tsinghua University (Philosophy and Social Sciences), 30(1), 166-175, 184. (in Chinese)
5.Shan, X., & Yang, B. (2014). Paths to civilization: The logic and contribution of Confucianism’s ideology on social governance. Strategy and Management, 2014(11/12), 210-217. (in Chinese)
6.Shan, X., & Yang, B. (2014). Creation and innovation of personal knowledge in organization: On the interpretation of holistic theory of knowledge. Science of Science and Management of S. & T., 35(12), 119-127. (in Chinese)
7.Yang, B. Wang, N., & Zhang, Z. (2014). An exploratory examination of the theoretical foundation of collectivistic leadership. Chinese Journal of Management, 11(10), 1428-1435. (in Chinese)
8.Han, Y., & Yang, B. (2014). An exploratory examination of the theoretical foundation of collectivistic leadership. Science Research Management, 35(9), 147-153. (in Chinese)

9.Mei, Z., Yang, B., & Jing, S. (2014). Leader-member exchange, organizational ownership behavior and task performance. Chinese Journal of Management, 11(5), 675-682. (in Chinese)
10.Lim, S., Yang, B. (2014). A comparative analysis of paternalistic leadership, organizational support and organizational citizenship behavior between China and Korea. Management World, 30(3), 182-183. (in Chinese)
11.Yang, B., & Mei, Z. (2014). “Organizational ownership” or “organizational citizenship”? An analysis of employee behavior from the perspective of Chinese culture. Journal of Tsinghua University (Philosophy and Social Sciences), 29(3), 146-153. (in Chinese)
12.Jiang, J., Yang, B. (2014). Could critical thinking lead high creativity: The weakening effect of leader-member exchange in Chinese context. Nankai Business Review, 17(2), 117-128. (in Chinese)
13.Qian, X., Yang, B., & Chi, W. (2014). Psychological capital and regional innovation performance. China Soft Science Magazine, 2014(2), 179-192. (in Chinese)
14.Jiang, J., & Yang, B. (2014). Leader-member exchange, intrinsic motivation and employee creativity: The moderating role of job variety. Science of Science and Management of S. & T., 35(1), 165-172. (in Chinese)
15.Gao, A., Qu, Q. & Yang, B., & Zhao, X. (2014). The effect of paternalistic leadership on team performance: The moderating role of leaders' competency. Science of Science and Management of S. & T., 35(1), 100-108. (in Chinese)
16.Chen, L., Gao, A., Yang, B., & Jing, R. (2013). A study of the effects of paternalistic leadership on TMT members’ creativity. Chinese Journal of Management, 10(6), 831-838. (in Chinese)
17.Lian, X., Yang, B., & Ma, Y. (2013). The effect of organizational innovative climate on employees’ creative behavior: The mechanism of individual factors and work characteristics. Chinese Journal of Management, 10(7), 985-992. (in Chinese)
18.Yang, B., Lian, X., & Ma, Y. (2013). Development of an instrument measuring innovative climate in Chinese organizations. Science of Science and Management of S. & T., 34(4), 43-55. (in Chinese)
19.Yang, B., & Gao, A. (2013). Identifying effective approaches to innovation management and innovation performance. Science Research Management, 34(3), 41-49. (in Chinese)
20.Wang, X., Lin, Y. & Yang, B., & Ma, L. (2013). Double-sided sword of trust: The mediating effect of affect- and cognition- based trust on the relationship between transformational leadership and organizational knowledge sharing. Science of Science and Management of S. & T., 34(4), 158-171. (in Chinese)
21.Lim, S., & Yang, B. (2013). The effect of paternalistic leadership on employees’ job satisfaction: The moderating role of organizational support. Modern Management Science, 2, 3-5. (in Chinese)
22.Han, Y., Zhou, J., Sun, X., & Yang, B. (2013). The effect and influence factors of mentoring. Management Review, 25(7), 54-66. (in Chinese)
23.Tu, X., & Yang, B. (2013). A literature review of knowledge-based view of organization study. Science of Science and Management of S. & T., 34(4), 158-171. (in Chinese)
24.Han, Y., Yang, B. (2012). The impacts of mentor-protégé relationship on career success: A perspective of political skill. Management World, 28(5), 124-132, 188. (in Chinese)
25.Tu, X., & Yang, B. (2012). The whole balanced operation and management mode of “ternary” knowledge: The basis of design and application analysis. Studies in Science of Science, 30(11), 1684-1689. (in Chinese)
26.Chen, L., Yang, B., & Jing, R. (2012). CEO paternalistic leadership and TMT effectiveness: The mediating role of team cohesion. Journal of Industrial Engineering/Engineering Management, 26(1), 13-19, 34. (in Chinese)
27.Han, Y., Yang, B. (2011). The authentic leadership, the psychological capital and employees’ innovative behavior: The mediating of the leading members. Management World, 27 (12), 78-86, 188. (in Chinese)
28.Tu, X., & Yang, B. (2011). Holistic theory of knowledge and its applications in management studies. Journal of Tsinghua University (Philosophy and Social Sciences), 26(6), 125-135. (in Chinese)
29.Han, Y., Yang, B., Zhang, P. (2011). Organizational commitment leads to employee innovative performance: A moderated effect of goal orientation. Studies in Science of Science, 29(1), 127-137. (in Chinese)
30.Tu, X., & Yang, B. (2011). Organization dilemmas and solvents in its natural state: Based on the analysis of a framework of knowledge. An Academic Edition of ManaMaga, 5, 3-20. (in Chinese)
31.Zhang, M., Li, H., Wei, J., & Yang, B. (2011). Cross-over effects or direct effects? The mechanism linking work-family conflict with outcomes. Acta Psychologica Sinica, 43(5), 573-588. (in Chinese)
32.Chen, L., Yang, B., Jing, R., & Wang, G. (2010). Paternalistic leadership, conflict and TMT strategic decision outcomes. Nankai Business Review, 13(5), 4-11. (in Chinese)
33.Chen, L., Jing, R., & Yang, B. (2010). Paternalistic leadership, trust and TMT effectiveness: An indigenous study. Strategic Management, 2(2), 10-16. (in Chinese)
34.Li, H., Zhang, M., & Yang, B. (2010). The relationship between performance appraisal and organizational citizenship behavior: The mediating role of organizational commitment. Journal of Industrial Engineering/Engineering Management, 24(1), 146-151. (in Chinese)
35.Chen, L., Yang, B., Jing, R., & Liu, P. (2009). TMT internal social capital, conflict and decision effects: A literature review and theoretic framework. Nankai Business Review, 12(6), 42-50. (in Chinese)
36.Zhang, M., Wei, J., & Yang, B. (2009). Source of social capital: Antecedents of network centrality in workplace. Management World, 25(5), 119-127. (in Chinese)
37.Zhang, M., Wei, J., & Yang, B. (2009). Source of social capital: Antecedents of network centrality in workplace. Management World, 25(5), 119-127. (in Chinese)
38.Zeng, X., Xi, Y., & Yang, B. (2009). The logic of knowledge for organizational coordination: Application of Hexie management theory. An Academic Edition of ManaMaga, 4, 207-226. (in Chinese)
39.Han, Y., Yang, B. (2009). Authentic leadership: Theories, measurements and new development. Science of Science and Management of S&T, 30(2), 170-175. (in Chinese)
40.Wei, J., Zhang, M., & Yang, B. (2008). Does traditional culture impact organizational identification? A study of the perceived channels of Chinese employees’ identification. China Industrial Economics, 6(243), 118-126. (in Chinese)


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