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陈雅如

CHEN Yaru

哥伦比亚大学心理学博士
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Email:
yrchen@ckgsb.edu.cn

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教授简介:

陈雅如是康奈尔大学约翰逊管理学院 Nicholas H. Noyes 管理学与全球商务讲席教授及新兴市场研究中心的创始人. 现任约翰逊管理学院中国EMBA项目学术主任及中国事务副院长,享有终身讲席正教授。陈教授拥有哥伦比亚大学心理学的博士学位。多年以来她在哥伦比亚商学院(Columbia Business School),纽约大学斯特恩商学院(Stern School of Business at New York University),以及罗格斯商学院(Rutgers Business School) 教授过的课程包括全球经理人与谈判者;全球领导力;跨文化管理;组织与团队管理等。

陈教授与“谈判”及“领导力”领域的高级经理人有着广泛的联系,她的客户包括海航集团,复星集团,IBM, ,辉瑞公司,AT&T,摩托罗拉,花旗银行,葛兰素史克,摩根士丹利,高盛,台湾的联发科技,以及中国的联想、强生、联通和米其林公司。她的著作被全球顶级学术刊物录用。其著作分别于2002年获得过美国管理学会颁发的组织行为最佳论文奖,2008年中国管理研究国际学会颁发的最佳微观管理论文奖,2011年约翰逊管理学院教授学术研究奖,及2014年中国千人计划管理学专家奖。

聆听陈教授课程的高级管理人员经常对她在培训中表现出的富于挑战性的教学方式和热情的互动交流倍加赞赏。陈教授相信,高质量的培训课程应该不仅能促使学员深入理解谈判与领导力的基本要领,而且也能帮助他们深化对自身能力及个性上优势及劣势的认知。

主要研究领域

陈教授潜心研究“谈判”及“全球领导力”的知识以及这些知识在实际商场和生活上的最佳实践。此外,她对团体组织内部权力地位的关系互动和维持,以及内部权力地位结构对公司运行的影响的研究也同样声名卓著。陈教授的著作发表在相关研究领域内的各主要国际著名刊物上,包括 Administrative Science Quarterly《行政学季刊》、Management Science《管理科学》、Organization Behavior and Human Resource Management《组织行为与人类决策过程》以及Journal of Personality and Social Psychology《人格与社会心理》等。其著作分别于2002年获得过美国管理学会颁发的组织行为最佳论文奖,以及2008年中国管理研究国际学会颁发的最佳微观管理论文奖。

学术成就

Dr. Chen Yaru has published dozens of essays and papers in various academic and business journals. She also served as an editorial board member in Academy of Management Review and Management and Organization Review.

Honors and Awards

  • 2008 Best Micro Paper Award, International Association of Chinese Management Research
  • 2006 Faculty Research Grant Award, Rutgers Business School
  • 2004 Research Award, Stern School of Business, New York University
  • 2003 Research Award, Stern School of Business, New York University
  • 2002 Best Paper Award, OB Division of Academy of Management
  • 1997 Research Grant, Columbia Business School Chazin Institute
  • 1996 Research Grant, Center for International Business Education, Columbia
  • 1996 Research Grant, Citicorp Behavioral Sciences Research Council
  • 1994 Research Grant, Columbia Business School Chazin Institute
  • 1991-96 International Graduate Student Scholarship, Columbia University

Professional Activities

  • Editorial Board: Academy of Management Review, 2003 - present
  • Editorial Board: Management and Organization Review, 2002 - present
  • Committee Chair: AMR Best Paper Selection Committee, 2006
  • Guest Editor: Upcoming Special Issue on “Attaining, Maintaining, and Experiencing Status in Organizations and Markets”, Organization Science

主要学术成果

Journal Publications

  • Chen, Y., Chen, X., & Portnoy, R. (2009). To whom do the positive and negative reciprocity apply? Inequitable offers: Culture, emotion, and reciprocity. Journal of Experimental Social Psychology, 45, 24-34.
  • Brewer, M.B., & Chen, Y. (2007). Where (and who) are collectives in collectivism: Toward conceptual clarification of individualism and collectivism. Psychological Review, 114, 133-151.
  • Brockner, J., De Cremer, D., van den Bos, K., & Chen, Y. (2005). To whom does the relational model of procedural fairness apply? The moderating influence of interdependent self-construal. Organizational Behavior and Human Decision Processes, 96, 155-167.
  • Chen, C., Chen, Y., & Xin, K. (2004). Guanxi practices and trust in management: A procedural justice perspective. Organization Science, Special Issue on Corporate Transformations in the People's Republic of China.
  • Morrison, E.W., Chen, Y., & Salgardo, S. (2004). Cultural differences in newcomer feedback seeking: A comparison of the United States and Hong Kong. Applied Psychology: An International Review, 53, 1-22.
  • Chen, Y., Brockner, J., & Greenberg, J. (2003). When is it "a pleasure to do business with you?" The effects of relative status, outcome favorability, and procedural Fairness. Organization Behavior and Human Decision Processes, 92, 1-15. Chen, Y., Mannix, E.A., & Okumura, T. (2003). The importance of who you meet: Effects of self-versus other-concerns among negotiators in the United States, the People's Republic of China, and Japan. Journal of Experimental Social Psychology, 39, 1-15.
  • Chen, Y., Brockner, J., & Chen, X. (2002). Individual-collective primacy and ingroup favoritism: Enhancement and protection effects. Journal of Experimental Social Psychology, 38, 482-491.
  • Mezias, S., Chen, Y., & Murhpy, P. (2002). Aspiration-level adaptation in an American financial services organization: A field study. Management Science, 48, 1285-1300. (equal authorship between the first two authors)
  • Mezias, S., Chen, Y., Murphy, P., Biaggio, A., Chuawanlee, W., Hui, H., Starr, S., & Okumura, T. (2002). National cultural distance as liability of foreignness: The issue of level of analysis. Journal of International Management, 8, 407-421. (equal authorship between the first two authors)
  • Brockner, J., Chen, Y., Mannix, E. A., Leung, K., & Skarlicki, D. (2000). Culture and procedural justice: When the effects of what you do depend upon how you do it. Administrative Science Quarterly, 45, 138-159. (equal authorship between the first two authors)
  • Chen, Y., Brockner, J., & Katz, T. (1998). Toward an explanation of cultural differences in ingroup favoritism: The role of individual versus collective primacy. Journal of Personality and Social Psychology, 75, 1490-1502.
  • Mezias, S., Chen, Y., & Murphy, P. (1999). Toto, I don't think we're in Kansas anymore: Some footnotes to cross-cultural research. Journal of Management Inquiry, 8, 323-333. (equal authorship between the first two authors)
  • Brockner, J., & Chen, Y. (1996). The moderating roles of self-esteem and self-construal in reaction to a threat to the self: Evidence from the People's Republic of China and the United States. Journal of Personality and Social Psychology, 71, 603-615.
  • Chen, Y., & Church, A. (1993). Reward allocation preferences in groups and organizations. International Journal of Conflict Management, 4, 25-59.

Working Papers

  • Bartel, C. & Chen, Y. Competition in work teams and organizational identification: The effects of unity, performance, and status.
  • Blader, S. & Chen, Y. What influences how higher status people respond to lower status others? Effects of procedural fairness, outcome favorability, and status sensitivity.Under review at Organization Science.
  • Chen, Y., Peterson, R., Philips, D., Podolney, J. & Ridgeway, C. Bringing status to the table:Attaining, maintaining, and experiencing status in organizations and markets. (A perspective paper invited by Organization Science)

Book Publication

  • Chen, Y., Leung, K., & Chen, C.C. (forthcoming). Bringing culture to the table: Advancing behavioral research through cross-cultural lenses. In A. Brief & J. Walsh (Ed.), The Academy of Management Annals (Vol. 3).
  • Chen, Y. (2006). Theme Editor for Research on managing groups and teams: National culture and groups (Volume 9, with Serial Editors: Mannix, E.A. and Neale, M.)

Book Review

  • Chen. Y. (2007). Social Psychology and Economics, by David DeCremer, Marcel Zeelenberg, and J. Keith Murnighan (Eds.), Administrative Science Quarterly.

Conference Best Paper Proceedings

  • Chen, Y., Brockner, J., & Greenberg, G. (2002). When is it "a pleasure to do business with you?" The effects of relative status, outcome favorability, and procedural fairness. Academy of Management Best Papers Proceedings 2002. (OB Division Best Paper Award)
  • Chen, Y., & Brockner, J. (1996). The moderating roles of self-esteem and self-construal in reaction to a threat to the self: Evidence from the People's Republic of China and the United States. Academy of Management Best Papers Proceedings 1996.