姓名：李铭泽

职称：特岗教授，博导

邮箱：mingze@whut.edu.cn

个人简介：毕业于华中科技大学工商管理专业，获管理学博士学位。荷兰伊拉斯莫斯大学（Erasmus)鹿特丹管理学院访问学者。北京大学光华管理学院访问学者。主持国家自然科学基金 2 项，国家教育部人文社科项目 1 项，校级教研项目以及自主创新项目多项。发表论文 20 余篇，论文发表在 《Journal of Business Research》《Leadership & Organizational Development journal》、《Journal of Management & Organization》、《Journal of Organizational Change Management》、《科研管理》、《管理评论》等国内外权威期刊上。

研究方向：领导力; 工作激情与能量; 团队创新; 企业文化

代表性科研项目：

[1] 国家自然科学基金面上项目，“职场偏差行为的微观权力干预：职场义警的形成、作用及存续机制研究（72172114）“，48万，2022/-2025/12，（国家级）

[2] 国家自然科学青年基金项目，“自恋型领导对团队创造力形成的影响：基于聚合观、过程观和社会网络的多视角研究（71802154）”，19万，2019/1-2021/12，（国家级）

[3] 教育部人文社会科学青年基金项目，“时间领导对创新绩效的多层次影响机制研究：基于注意焦点理论（18YJC630073）“，8万，2018/1-2021/12，（国家级）

代表性论文：

[1] Guanglei Zhang; Huaying Wang; Mingze Li ; Leader narcissism, perceived leader narcissism, and employee outcomes: The moderating effect of goal congruence, Journal of Business Research, 2023.

[2] Guanglei Zhang; Huaying Wang; Mingze Li ; “A Little Thanks Changes My World”: When and why dirty work employees feel meaningfulness at work, Journal of Business Research, 2023.

[3] Mingze L, Pengcheng Z (2016). Stimulating learning by empowering leadership: Can we achieve cross-level creativity simultaneously? Leadership & Organizational Development, Vol. 37(08), p. 1168-1186.

[4] Mingze L, Wenxing L, Yi H, Pengcheng Z. (2016). Linking empowering leadership and change-oriented organizational citizenship behavior: the role of thriving at work and autonomy orientation, Journal of Organizational Change Management,Vol. 29(05), p.732-750.

[5] Li, M., Zhang, P., Xia, Y., & Liu, W. (2019). Shaping the shared mental model: How leader humility helps teams to learn. Journal of Management & Organization, 25(5), 653-671.

[6] Ying X, Li Z, Mingze Li.(2019) Abusive leadership and helping behavior: a dual process model. Current psychology . Vol. 38, p.50-58.

[7] Wan, M. M., Zhang, Y., & Li, M. (2021). Do narcissistic employees remain silent? Examining the moderating roles of supervisor narcissism and traditionality in China. Asian Business & Management, 1-25.

[8] Zhang, G., Wang, H., Ma, R., & Li, M. (2021). High performance yet ethically risky? A self‐regulation perspective on the double‐edged sword effects of the performance‐oriented human resource system. Business Ethics, the Environment & Responsibility. 10.1111/beer.12397

[9] Kong Z. Wenxing L. Mingze L. et al., The Relationship Between Narcissism and Taking Charge: The Role of Energy at Work and Hierarchical Level. Psychological Reports, 123(2), 472-487.

[10] Peng, J., Li, M*., Wang, Z., & Lin, Y. (2021). Transformational Leadership and Employees’ Reactions to Organizational Change: Evidence From a Meta-Analysis. The Journal of Applied Behavioral Science, Vol57(3):369-397.

[11] Mingze L, Pengcheng, Z, (2018) More Stable Ties or Better Structure? An Examination of the Impact of Collaborative Networks on Team Knowledge Creation, Frontiers in Psychology . Vol.2018(9), p.1-9.

[12]Li, M., & Ye, H. (2021). Temporal Leadership and Bootlegging Behavior of Employees: The Mediating Effect of Self-Efficacy. Frontiers in Psychology, 4134.

[13]Li, M., Huang, Y., & Han, M. (2019). How to Maintain a Sustainable Environment? A Spatial Evolution of Urban Atmospheric Pollution and Impact Factors in China. Sustainability, 11(16), 4376. [14] Mingze L, Lv, J., Chen, X., & Jiang, N. (2015). Provincial evaluation of vulnerability to geological disaster in China and its influencing factors: a three-stage DEA-based analysis. Natural Hazards, 79(3), p. 1649-1662.

[15] Pengcheng Z, Mingze L. Guanglei Z. Challenge-hindrance stressor and employee voice: the role of multi-level empowerment. Academy of Management Proceedings. Volume 2018, Issue 102 Jul 2018.

[16] Min W. Junyi Z. Margarat. Saffer, Mingze L. The Influence of Interpersonal Conflict and Support on Work-Family Balance: A Diary Study. Academy of Management Proceedings.Volume 2018, Issue 102 Jul 2018.

[17] Guanglei Zhang; Rong Ma; Mingze Li, A Self-Regulation Perspective on the Double-Edged Sword Effects of the Performance-Oriented HRS, Academy of Management Annual Meeting, Vancouver, 2020-8 至 2020-8.

[18]李铭泽,叶慧莉&张光磊.2020(09),自恋型领导对团队创造力形成过程的多视角研究. 心理科学进展.1437-1453.

[19] 张鹏程, 李铭泽, 刘文兴, 彭坚. (2016), 科研合作与团队知识创造：一个网络交互模型. 科研管理, Vol.37: 51-59。

[20] 张鹏程, 李铭泽*, (2016), 刘文兴, 彭坚. 科研合作与团队知识创造：一个网络交互模型. 科研管理, Vol.37: 51-59.

[21] 张光磊, 程欢, & 李铭泽*. (2019). 非工作时间电子沟通对员工主动性行为影响研究. 管理评论, 31(3), 154-165.

[22] 张光磊, 杨依蓝, 李铭泽*, & 吴健. (2019). 领导愤怒与员工主动性行为——一个非线性关系的检验. 经济管理, 41 (10), 108-22.

主要荣誉及学术任职：

[1] 湖北省“楚天学子”人才

[2] 武汉理工大学“青年拔尖”人才

[3] 湖北省人力资源管理学会理事

[4] 美国管理学会会员（Academic of Management Conference）（2015-）

[5] 美国工业心理学会会员（The Society for Industrial and Organizational Psychology）（2017-）

[6] 中国管理学年会会员（International Association for Chinese Management Research）(2014-)

[7] 担任Leadership & Organizational Development journal, Journal of Organizational Change Management, Frontiers in Psychology, Asian Business & Management 等SSCI 期刊审稿人。