研究领域

组织行为与人力资源管理

教育背景

博士：2013/09-2018/07 中山大学，岭南学院，管理学博士学位

硕士：2010/09-2013/07 广东财经大学，工商管理学院，管理学硕士学位

本科：2006/09-2010/07 西南政法大学，商学院，管理学学士学位

学术经历

访问学者：2015/12-2016/03 School of Business, University of South Australia

博士后：2018/07-2021/05 暨南大学管理学院，工商管理博士后流动站

学术论文

[1] Wu H., Wang H^*. Is being intrinsically motivated a mixed blessing? The differential effects of daily intrinsic motivation on employee functioning. Tourism Management. 2025. DOI: https://doi.org/10.1016/j.tourman.2024.105073. (ABS 4, Q1 SSCI)

[2] Wang H., Li S*, Yan M*, Zhao T. When is there a cost associated with task crafting? An investigation into the interpersonal consequences of task crafting. International Journal of Hospitality Management. 2024. DOI: 10.1016/j.ijhm.2024.103751. (ABS 3, Q1 SSCI)

[3] Chen, M., Wu, M., Wang, X., Wang, H^*. The Differential Effects of Human Resource Management Practices on Organizational Innovation: A Meta-Analytic Examination. International Journal of Manpower. 2023. DOI: 10.1108/IJM-08-2021-0487. (Q1 SSCI)

[4] Wang, H., Zhang, H., Xie, J. Seeing the big picture during the COVID‑19 pandemic: The spillover effects of visionary leadership on employees’ work‑to‑family conflict. Current Psychology, 2022. DOI: 10.1007/s12144-022- 04080-0. (Q2 SSCI)

[5] Wang, H., Zhu, Y., Liang Y., & Xie J. Does customer mistreatment hinder employees from going the extra mile? The mixed blessing of being conscientious. International Journal of Hospitality Management, 2022, 103155. (ABS3, Q1 SSCI)

[6] Liang, Y., Yan, M., Law, K. S., Wang, H., & Chen, Y. Integrating the bright and dark sides of leadership: An investigation of the intragroup and intergroup effects of leader group prototypicality. Journal of Business Research, 2021, 133: 89-97. (Q1 SSCI)

[7] Liang, Y., Wang, H^*., Yan, M., & Xie, J. Add fuel to the fire: Investigating the relationship between leader group prototypicality and intergroup conflict. International Journal of Conflict Management, 2021, 32(4): 537-553. (Q2 SSCI)

[8] Wang, H., Wang, X., & Li, J. Is new generation employees’ job crafting beneficial or detrimental to organizations in China? Participative decision-making as a moderator. Asia Pacific Business Review. 2018, 24(4): 543-560. (Q4 SSCI)

[9] Wang, X., & Wang, H^*. How to survive mistreatment by customers: Employees’ work withdrawal and their coping resources. International Journal of Conflict Management, 2017, 28 (4): 464-482. (Q2 SSCI)

[10] 严鸣, 李晟雯, 王海波^*, 马粤娴. 基于基本需求满足视角的道德型领导作用机制研究. 管理评论, 2022, 34(4): 173-184.

[11] 王海波, 严鸣, 吴海波, 黎金荣, 王晓晖. 恶意报复还是认同驱动？新员工的角色社会化程度对其职场排斥行为的作用机制. 心理学报, 2019, 51(1): 128-140.

[12] 严鸣, 邬金涛, 王海波^*. 认同视角下新员工组织社会化的结构及其作用机制. 管理评论, 2018, 30(6): 149-162.

[13] 张艳清, 王晓晖, 王海波. 组织情境下的不道德行为现象：来自道德推脱理论的解释. 心理科学进展, 2016, 24 (7): 1107-1117.

[14] 王晓晖, 王海波, 张艳清. 广东医务人员工作与生存状况调查及启示. 中国国情国力, 2016, (5): 69-71.

科研项目

[1] 主持国家自然科学基金青年项目1项 （在研）

[2] 主持广东省自然科学基金青年项目1项 （已结项）

[3] 主持中国博士后科学基金面上项目1项 （已结项）

讲授课程

《人力资源管理》、《战略管理》、《管理学》、《人力资源管理咨询》和

《创业管理》

学术任职

中国人力资源开发研究会教学与实践分会理事，中国管理研究国际学会（IACMR）和美国管理学年会（AOM）会员，担任《International Journal of Hospitality Management》、《Journal of Hospitality and Tourism Management》、《International Journal of Conflict Management》、《Chinese Management Studies》、《Current Psychology》、《Asia Pacific Business Review》等期刊的审稿人。

奖励情况

[1] 广东外语外贸大学2023年度本科优秀教学奖二等奖

[2] 广东外语外贸大学2022年度本科优秀教学奖二等奖

[3] 广东外语外贸大学2022-2023学年度优秀本科生导师

[4] 广东外语外贸大学2023年度优秀科研业绩奖三等奖

[5] 广东外语外贸大学2022年度优秀科研业绩奖三等奖

[6] 广东外语外贸大学2021年度优秀科研业绩奖三等奖

[7] 广东省人力资源研究会2022年度优秀人力资源成果奖一等奖

[8] 广东省人力资源研究会2023年度优秀人力资源成果奖二等奖

Research Direction

Organizational behavior and human resource management

Courses Taught

Undergraduate Programs: Human Resource Management, Strategic Management, Management, Human Resource Management Counseling and Entrepreneurship Management

Master's program: Research Methods in Management

Education Background

1. Doctor of Philosophy (Management), Lingnan College, Sun Yat-sen University, 2018

2. Master of Management, School of Business Administration, Guangdong University of Finance and Economics, 2013

3. Bachelor of Management, Business School, Southwest University of Political Science and Law, 2010

Academic Experience

Visiting Scholar: 2015/12-2016/03 School of Business, University of South Australia

Postdoctor: 2018/07-2021/05 School of Management, Jinan University, Postdoctoral Mobile Station of Business Administration

Academic Papers

[1] Wang H., Wang H^*. Is being intrinsically motivated a mixed blessing? The differential effects of daily intrinsic motivation on employee functioning. Tourism Management. 2025. DOI: https://doi.org/10.1016/j.tourman.2024. 105073. (ABS 4, Q1 SSCI)

[2] Wang H., Li S*, Yan M*, Zhao T. When is there a cost associated with task crafting? An investigation into the interpersonal consequences of task crafting. International Journal of Hospitality Management. 2024. DOI: 10.1016/j.ijhm.2024.103751. (ABS3, Q1 SSCI)

[3] Chen, M., Wu, M., Wang, X., Wang, H^*. The Differential Effects of Human Resource Management Practices on Organizational Innovation: A Meta-Analytic Examination. International Journal of Manpower. 2023. DOI: 10.1108/IJM-08-2021-0487. (Q1 SSCI)

[4] Wang, H., Zhang, H., Xie, J. Seeing the big picture during the COVID‑19 pandemic: The spillover effects of visionary leadership on employees’ work‑to‑family conflict. Current Psychology, 2022. DOI: 10.1007/s12144-022- 04080-0. (Q2 SSCI)

[5] Wang, H., Zhu, Y., Liang Y., & Xie J. Does customer mistreatment hinder employees from going the extra mile? The mixed blessing of being conscientious. International Journal of Hospitality Management, 2022, 103155. (ABS 3, Q1 SSCI)

[6] Liang, Y., Yan, M., Law, K. S., Wang, H., & Chen, Y. Integrating the bright and dark sides of leadership: An investigation of the intragroup and intergroup effects of leader group prototypicality. Journal of Business Research, 2021, 133: 89-97. (Q1 SSCI)

[7] Liang, Y., Wang, H^*., Yan, M., & Xie, J. Add fuel to the fire: Investigating the relationship between leader group prototypicality and intergroup conflict. International Journal of Conflict Management, 2021, 32(4): 537-553. (Q2 SSCI)

[8] Wang, H., Wang, X., & Li, J. Is new generation employees’ job crafting beneficial or detrimental to organizations in China? Participative decision-making as a moderator. Asia Pacific Business Review. 2018, 24(4): 543-560. (Q4 SSCI)

[9] Wang X., & Wang, H^*. How to survive mistreatment by customers: Employees’ work withdrawal and their coping resources. International Journal of Conflict Management, 2017, 28 (4): 464-482. (Q2 SSCI)

[10] Yan, M., Li, S., Wang, H*, Ma, Y. Research on the underlying mechanisms of ethical leadership from the perspective of needs satisfaction. Management Review, 2022, 34(4): 173-184.

[11] Wang, H., Yan, M, Wu, H., Li, J., Wang, X. Hostile retaliation or identity motivation? The mechanisms of how newcomers’ role organizational socialization affects their workplace ostracism. Acta Psychologica Sinica, 2019, 51(1): 128-140.

[12] Yan, M., Wu, J., Wang, H*. An identity perspective of newcomer’s organizational socialization. Management Review, 2018, 30(6): 149-162.

[13] Zhang, Y., Wang, X., Wang, H. Unethical behaviors in organizational context: The explanation from moral disengagement theory. Advances in Psychological Science, 2016, 24 (7): 1107-1117.

[14] Wang, X., Wang, H., Zhang, Y. Survey on the working and survival conditions of medical staff in Guangdong and its implications. China National Conditions and Strength, 2016, (5): 69-71.

Scientific Research Projects

[1] 1 project of National Natural Science Foundation of China (under research)

[2] 1 project of Guangdong Provincial Natural Science Foundation (completed)

[3] 1 project of China Postdoctoral Science Foundation (completed)

Awards

[1] Second Prize of Guangdong University of Foreign Studies 2023 Undergraduate Teaching Excellence Award

[2] Second Prize of Guangdong University of Foreign Studies 2022 Undergraduate Excellent Teaching Award

[3] Outstanding Undergraduate Tutor, Guangdong University of Foreign Studies, Academic Year 2022-2023

[4] Third Prize of Guangdong University of Foreign Studies 2023 Outstanding Research Performance Award

[5] Third Prize of Outstanding Research Performance Award of Guangdong University of Foreign Studies 2022

[6] Third Prize of the 2021 Outstanding Research Performance Award of Guangdong University of Foreign Studies

[7] First Prize of 2022 Outstanding Human Resource Achievement Award of Guangdong Human Resource Research Association

[8] Second Prize of 2023 Outstanding Human Resources Achievement Award of Guangdong Human Resources Research Association

Contact

Office: Room 331A, Faculty Building, GDUFS South Campus

E-mail: wanghb3@gdufs.edu.cn