教授簡介
陳雅如哥倫比亞大學心理學博士
長江商學院研究學者
E-mail: [email protected]
陳雅如教授是康柰爾大學詹森管理學院管理學與全球商務專業的終身全職正教授，同時也是長江商學院的研究學者。陳教授擁有哥倫比亞大學組織心理學專業的博士學位。在過去的幾年中，她也曾在紐約大學商學院教授《談判》、《跨文化管理》、《領導力》以及《組織與團隊管理》等課程，同時自2004以來一直為長江商學院高層管理培訓以及EMBA項目授課。
陳教授與“談判”及“領導力”領域的經理人有著廣泛的聯繫，她的客戶包括美國的IBM、輝瑞製藥、AT&T、通用電氣、摩托羅拉、花旗銀行、葛蘭素史克、摩根斯坦利、雷曼兄弟、高盛公司，台灣的聯發科技，以及中國的聯想、強生、聯通和米其林公司。
陳教授相信，高質量的培訓不僅可以使學員對談判及領導力的基本要素有著更深入的理解，同時也能幫助他們深化對自身能力及個性上優勢及劣勢的認知，因而達到超越自我的學習境界。
主要研究領域
陳教授潛心研究“談判”及“全球領導力”的知識以及這些知識在實際商場和生活上的最佳實踐。此外，她對團體組織內部權力地位的關係互動和維持，以及內部權力地位結構對公司運行的影響的研究也同樣聲名卓著。陳教授的著作發表在相關研究領域內的各主要國際著名刊物上，包括 Administrative Science Quarterly《行政學季刊》、Management Science《管理科學》、Organization Behavior and Human Resource Management《組織行為與人類決策過程》以及Journal of Personality and Social psychology《人格與社會心理》等。其著作分別於2002年獲得過美國管理學會頒發的組織行為最佳論文獎，以及2008年中國管理研究國際學會頒發的最佳微觀管理論文獎。學術成就
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
主要學術成果
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.
