马捷-5845威尼斯达人

个人简介

2013年毕业于美国state university of new york at albany（suny-albany），获硕士学位（人力资源/人事心理学），2018年毕业于美国纽约hofstra university，获应用组织心理学博士学位(ph.d.in applied organizational psychology)。曾在美国hofstra university心理学系任兼职教授、兰州大学管理学院任副教授。担任美国心理学会期刊international journal of stress management编委、顾问编辑。   

其主要研究领域为：  

      1、职业压力、心理健康与幸福感(job stress, occupational health & wellbeing)。其中包括挑战性与阻碍性压力源（challenge/hindrance stressors）、职场人际排斥（workplace ostracism）、应对资源与策略（resources & coping strategies）、适应过程的个体差异（individual differences in stress adaptation）等。

      2、员工优势、创造力、卓越体验（employee strength, creativity, transcendent experience）。其中包括好奇心（curiosity）、个体和团队创造力（creativity）、无常观 （insight into impermanence）、自我怜悯（self-compassion）等。

     3、人格的变化与社会化效应（personality change & interindividual implications）。该领域研究课题主要关注人格特质变异和在人际间的传递效果。

      本人为第一作者的研究成果已发表在organizational behavior and human decision processes (abs-4,ft-50), journal of organizational behavior (abs-4), journal of occupational health psychology (abs-4), journal of vocational behavior (abs-4)等应用心理学/组织行为学权威期刊。主编出版英文学术专著一本。主持自然科学基金青年项目和教育部人文社科青年项目各一项。招收心理学学术型硕士。

发表论文

ma, j. y. (2023). curious supervisor puts team innovation within reach: investigating supervisor trait curiosity as a catalyst for collective actions. organizational behavior and human decision processes, 175, 104236.

wang, y., ma, j. y.,* yuan, m., & chen, c. c. (2022). more pain, more change? the mediating role of presenteeism and the moderating role of ostracism. journal of organizational behavior. *通讯作者

peng, y., park, y., su, s., & ma, j. (2022). developing and testing a model of dynamic changes in work–school conflict and workplace deviance over time. journal of business and psychology, 1-17.

liu, c., li, l., li, h., bruk‐lee, v., ma, j., & liu, y. (2022). supervisor–employee task conflict and supervisor ostracism: the moderating effect of interpersonal harmony values. applied psychology: an international review.

zhu, y., nong, m., wang, y., & ma, j. (2022). when and why does prosocial rule-breaking behavior fall into dilemma? a moral balancing perspective. current psychology, 1-17.

bao, h., liu, c., ma, j., feng, j., & he, h. (2022). when job resources function as a stress buffer: a resource allocation perspective of the job demands-resources model. personality and individual differences, 192, 111591. *通讯作者

ma, j., liu, c., bao, h., & gu, x. (2022). how to ward off the threat of workplace ostracism? the merit of self-compassion. personality and individual differences, 187, 111396.

ma, j., zeng, z., & fang, k. (2022). emotionally savvy employees fail to enact emotional intelligence when ostracized. personality and individual differences, 185, 111250.

ma, j., peng, y., & wu, b. (2021). challenging or hindering? the roles of goal orientation and cognitive appraisal in stressor‐performance relationships. journal of organizational behavior, 42, 388-406.

ma, j., liu, c., peng, y., & xu, x. (2021). how do employees appraise challenge and hindrance stressors? uncovering the double-edged effect of conscientiousness. journal of occupational health psychology, 26(3), 243–257.

wang, y., ma, j.,  & wang, t. (2021). do all female directors have the same impact on corporate social responsibility? the role of their political connection. asia pacific journal of management. advanced online publication. (corresponding author). *通讯作者

ma, j., tu, h., zhang, p., fan, l., cheng, b., & ma, j. (2021). can work–family conflict influence purchase preference? experiential vs. material consumption. journal of business research, 135, 620-632.

peng, y., ma, j., zhang, w., & jex, s. (2021). older and less deviant? the paths through emotional labor and organizational cynicism. work, aging and retirement, 7(1), 20-30.

ma, j., sachdev, a.r, & gu, x. (2020). being oneself and doing great: the effect of self-authenticity on job performance and the role of supportive leadership. journal of personnel psychology, 19 (2), 75-85.

ma, j., kerulis, a. m., wang, y., & sachdev, a. r. (2020). are workflow interruptions a hindrance stressor? the moderating effect of time-management skill. international journal of stress management. 27. 252-261.

peng, y., xu, x., ma, j., & zhang, w. (2020). it matters! emotion regulation strategy use moderates the relationship between abusive supervision and supervisor-directed deviance. occupational health science, 4(4), 471-491.

peng, y., xu, x., matthews, r., & ma, j. (2020). one size fits all? contextualizing family-supportive supervision to help employees with eldercare responsibilities. journal of occupational health psychology, 25 (5), 368-383.

peng, y., jex, s., zhang, w., ma, j., & matthews, r. a. (2020). eldercare demands and time theft: integrating family-to-work conflict and spillover-crossover perspectives. journal of business and psychology, 35, 45-58.

ma, j., & liu, c. (2019). the moderating effect of emotional intelligence on the relationship between supervisor conflict and employees’ counterproductive work behaviors: a longitudinal study. international journal of conflict management, 30, 227-245.

ma, j., & peng, y. s. (2019). the performance costs of illegitimate tasks: the role of job identity and flexible role orientation. journal of vocational behavior, 110, 114-154. 

科研项目

国家自然科学基金，青年基金项目，72002090，创新工作要求的“双刃剑”效应及其作用机制:基于认知评估视角的多层次研，2021-1至2023-12，主持

教育部人文社科研究，青年基金项目，20xjc630005，动力还是压力:挑战性压力源双效应的 心理机制和个体差异研究，2020-1 至 2022-12，主持

 学术专著

liu, c., & ma, j. (eds.). (2021). workplace ostracism: its nature, antecedents, and consequences. palgrave macmillan, cham.