一、科研项目
纵向科研项目
主持各类纵向科研项目近20项,包括国家自然科学基金重点项目1项、教育部哲学社会科学研究重大课题攻关项目1项、国家自然科学基金重点项目子课题1项、国家自然科学基金面上项目3项、教育部人文社科基金项目1项、其它省部级/市级/校级项目10余项。代表性纵向科研项目包括:
[1] 主持(首席专家). 教育部哲学社会科学研究重大课题攻关项目,“我国高校0到1基础研究和基础创新战略研究”(21JZD056),项目经费80万元,2021/12-2024/12.
[2] 主持. 国家自然科学基金重点项目,“基于跨界共享的组织竞合与突破性创新机制研究”(71832004),项目经费288万元,2019/01-2023/12. (结题“优秀”)
[3] 子课题负责人. 国家自然科学基金重点项目,“和谐劳动关系:分享型领导、员工心理契约和组织人力资源政策研究”(71232001),项目经费240万元,2013/01-2017/12. (结题“优秀”)
[4] 主持. 国家自然科学基金面上项目,“核心成员间地位差对团队产出的影响:第三方依赖视角”(71672070),项目直接经费48万元,2017/01-2020/12. (后评估“优秀”)
[5] 主持. 国家自然科学基金面上项目,“高地位群体地位冲突对组织有效性的影响:分化与统整效应机制研究”(71272123),项目经费60万元,2013/01-2016/12. (后评估“特优”)
[6] 主持. 国家自然科学基金面上项目,“组织内地位竞争对创造性产出的影响机制研究”(70972017),项目经费25万元,2010/01-2012/12. (后评估“优秀”)
[7] 主持. 教育部人文社科基金,“知识员工职业停滞的形成机理与治理对策研究”(08JC630029),2009/01-2011/12.
企业横向项目
主持企业横向项目10余项。代表性企业横向项目包括:
[1] 主持. 深圳市水务局水务人力资源规划
[2] 主持. 江苏省出版印刷物资公司现代人力资源管理体系设计
[3] 主持. 东莞以纯集团有限公司郑州办事处人力资源管理咨询与策划
[4] 主持. 湖北省人福药用辅料有限公司组织发展咨询项目
[5] 主持. 郑州纳兰尔服饰有限公司组织发展与人力资源管理方案设计
二、科研论文
发表论文130余篇,其中英文SSCI/SCI论文50余篇,包括UTD24国际顶级期刊论文2篇、FT50国际一流期刊论文9篇、ABS 3星以上JCR一区期刊论文26篇;中文CSSCI论文60余篇,包括国家自科基金委管理科学部认定的A类重要期刊论文28篇,含《管理世界》论文3篇;国际会议论文20余篇,包括美国管理学会(AOM)会议论文19篇。
代表性英文论文
[1] Liu, Z., Huang, Y., & Kim, T.-Y. (2024). Perceived Overqualification and Employee Outcomes: The Dual Pathways and the Moderating Effects of Dual-Focused Transformational Leadership. Human Resource Management. (In press). (FT50, ABS 4星, JCR一区SSCI)
[2] Kim, T.-Y., Wang, X., Schuh, S. C. & Liu, Z*. (2024). Effects of Organizational Innovative Climate within Organizations: The Roles of Managers’ Proactive Goal Regulation and External Environments. Research Policy. (In press). (FT50, ABS 4*星, JCR一区SSCI)
[3] Liu, Z., & Xu, Y. (2024). Stretch Goals and Radical Creativity: Cognitive Flexibility as a Key Contingency. Management and Organization Review. (In press). (ABS 3星, SSCI)
[4] Liu, Z., Zhou, K., & Wang, J. (2024). How Narcissism, Promotion Criteria, and Empowering Leadership Jointly Influence Creativity through Diverse Information Searching: An Expectancy Perspective. Human Relations. 1-20. (Online). (FT50, ABS 4星, JCR一区SSCI)
[5] Liu, Z., Ozer, M., & Zhou, K. (2024). The Role of Status Diversity in the Innovative Performance of R&D Teams. R & D Management. 55(1), 60-75. (ABS 3星, JCR一区SSCI)
[6] Schuh, S. C., Kim, T.-Y., Wang, X., & Liu, Z*. (2023). Effects of Entrepreneurial Orientation Within Organizations: The Role of Passion for Inventing and Organizational Identification. Journal of Management. 1-34. (Online). (FT50, ABS 4*星, JCR一区SSCI)
[7] Liu, Z., Ouyang, X., Kim, T.-Y., & Chen, Y. (2023). Workplace Status Difference and Proactive Behavior: The Role of Perceived Insider Status and Promotion Criteria. Journal of Occupational and Organizational Psychology. 1-20. (Online).(ABS 4星, JCR一区SSCI)
[8] Lee, B., Kim, T.-Y., Kim, S., Liu, Z*., & Wang, Y*. (2023). Socially Responsible Human Resource Management and Employee Performance: The Roles of Perceived External Prestige and Employee Human Resource Attributions. Human Resource Management Journal. 33 (4), 828-845. (ABS 4*星, JCR一区SSCI)
[9] Cheng, Y., Kim, Y.-K., Liu, Z*., & Wang, G*. (2023). Predictors of Employees’ Strike Attitudes in Multinational Corporations in China: A Multilevel Relational Model. International Journal of Human Resource Management. 34 (1), 28-67.(ABS 3星, JCR一区SSCI)
[10] Ouyang, X., Liu, Z., & Gui, C. (2023). The Interactive Effects of Intragroup Cooperation and Competition: Toward the Paradox Perspective. Management Decision. 61(3), 655-672. (SSCI)
[11] Abbas, S. M., Liu, Z*., & Khushnood, M. (2023). When Human Meets Technology: Unlocking Hybrid Intelligence Role in Breakthrough Innovation Engagement via Self-Extension and Social Intelligence. Journal of Computer Information Systems. 63(5), 1183-1200. (SSCI)
[12] Li, J., Liu, Z., Tao, X., Chen, S., & Chen, S. (2023). Abusive Supervision, Power Distance, and Creative Process Engagement: A Moderated Mediation Model in Confucian Societies. Current Psychology. (Online). (SSCI)
[13] Nabi, M. N., Liu, Z., & Hasan, N. (2023). Investigating the Effects of Leaders’ Stewardship Behavior on Radical Innovation: A Mediating Role of Knowledge Management Dynamic Capability and Moderating Role of Environmental Uncertainty. Management Research Review. 46 (2), 173-195. (SSCI)
[14] Nabi, M. N., Liu, Z., Hasan, N. (2023). Examining the Nexus between Transformational Leadership and Follower's Radical Creativity: The Role of Creative Process Engagement and Leader Creativity Expectation. International Journal of Emerging Markets. 18(10), 4383-4407. (SSCI)
[15] Liu, Z., Ouyang, X., & Pan, X. (2023). Experiencing Tensions, Regulatory Focus and Employee Creativity: The Moderating Role of Hierarchical Level. Chinese Management Studies. 17(1), 178-196. (SSCI)
[16] Kumar, N., Jin, Y., & Liu, Z. (2023). The Nexus between Servant Leadership and Employee's Creative Deviance for Creativity Inside Learning and Performance Goal-oriented Organizations. Management Decision. (Online). (SSCI)
[17] Liu, Z., Zhou, R., Wei, L., Ouyang, X., & Zhou, K. (2023). How and When does Leader Narcissism Hinder Team Radical Creativity?The Role of Team Information Elaboration and Inter-team Competition. Chinese Management Studies. 17(1), 46-63. (SSCI)
[18] Dong, M. C., Huang, Q., & Liu, Z*. (2022). Adjusting Supply Chain Involvement in Countries with Politician Turnover: A Contingency Framework. Journal of Operations Management. 68(8), 824-854. (UTD24, FT50, ABS 4*星, JCR一区SCI/SSCI)
[19] Kim, T., Y., Liden, B., Liu, Z*., & Wu, B. (2022). The Interplay of Leader–Member Exchange and Peer Mentoring in Teams on Team Performance via Team Potency. Journal of Organizational Behavior. 43 (5), 932-945. (ABS 4星, JCR一区SSCI)
[20] Liu, Z., Huang, Y., Huang, Y., Song, Y., & Kumar, A. (2022). How Does One-sided versus Two-sided Customer Orientation Affect B2B Platform's Innovation: Differential Effects with Top Management Team Status. Journal of Business Research. 141(2022), 619-632. (ABS 3星, JCR一区SSCI)
[21] Ouyang, X., Liu, Z., & Zhang, Y. (2022), Firm Size and Innovation: A Meta-analysis Based on the Awareness-motivation-capability Perspective. International Journal of Innovation Management. 26 (6), 1-27. (ESCI)
[22] Liu, Z., Yan, M., Fan, Y., & Chen, L. (2021). Ascribed or Achieved? The Role of Birth Order on Innovative Behaviour in the Workplace. Journal of Business Research. 134(2021), 480-492. (ABS 3星, JCR一区SSCI)
[23] Ouyang, X., Liu, Z. & Gui, C. (2021). Creativity in the Hospitality and Tourism Industry: A Meta-analysis. International Journal of Contemporary Hospitality Management, 33(10), 3685-3704. (ABS 3星, JCR一区SSCI)
[24] Kim, T.-Y., David, E. M., & Liu, Z*. (2021). Perceived Cognitive Diversity and Creativity: A Multilevel Study of Motivational Mechanisms and Boundary Conditions. Journal of Creative Behavior. 55(1), 168-182. (SSCI)
[25] Liu, Z., Pan, X., & Zhu, T. (2021). Striving Orientation, Creative Deviance Engagement and Employee Creativity: Perspective of Structural Strain. Chinese Management Studies. 15(4), 821-842. (SSCI)
[26] Gong, Y., Kim, T.-Y., Liu, Z*. (2020). Diversity of Social Ties and Creativity: Creative Self-Efficacy as Mediator and Tie Strength as Moderator. Human Relations. 73(12), 1664-1688. (FT50, ABS 4星, JCR一区SSCI)
[27] Zeng, F., Ye, Q., Dong, M. C., Huang, Z., & Liu, Z*. (2020). Legitimizing Actions in Dependence-Asymmetry Relationships: A Comparison between Chinese and Western Firms. Industrial Marketing Management. 88 (7), 163-172. (ABS 3星, JCR一区SSCI)
[28] Chen, Y., Kim, Y.-K., Liu, Z., Wang, G., & Zhao, G. (2018). Can HPWS and Unions Work Together to Reduce Employee Turnover Intention in Foreign MNCs in China? Advances in Industrial and Labor Relations. 24(1), 213-242. (Paper in books)
[29] Kim, T.-Y., & Liu, Z*. (2017). Taking Charge and Employee Outcomes: The Moderating Effect of Emotional Competence, International Journal of Human Resource Management, 28(5), 775-793. (ABS 3星, JCR一区SSCI)
[30] Dong, M. C., Liu, Z*., Yu, Y., & Zheng, J.-H. (2015). Opportunism in Distribution Networks: The Role of Network Embeddedness and Dependence. Production and Operations Management. 24 (10), 1657-1670. (UTD24, FT50, ABS 4星SCI/SSCI)
[31] Liu, Z., Yang, Z., Zeng, F., & Waller, D. (2015). The Developmental Process of Unethical Consumer Behavior: An Investigation Grounded in China. Journal of Business Ethics, 128(2), 411-432. (FT50, ABS 4星, JCR一区SSCI)
[32] Kim, T.-Y., Liu, Z*., & Diefendorff, J. (2015). Leader-Member Exchange and Job performance: The Effects of Taking Charge and Organizational Tenure. Journal of Organizational Behavior. 36(2), 216-231. (ABS 4星, JCR一区SSCI)
[33] Tang, G., Cai, Z., Liu, Z*., Zhu, H., Yang, X., & Li, J. (2015). The Importance of Ethical Leadership in Employees’ Value Congruence and Turnover. Cornell Hospitality Quarterly. 56(4), 397-410. (JCR一区SSCI)
[34] Chen, Y., Chen, Z., Zhong, L., Son, J., Zhang, X., & Liu, Z. (2015). Social exchange spillover in leader-member relations: A multilevel model. Journal of Organizational Behavior. 36(5), 673-697. (ABS 4星, JCR一区SSCI)
[35] Liu, Z., Zhu, H., Li, J., Cai, Z., & Wang, L. (2014). Chinese Firms’ Sustainable Development ---the Role of Future Orientation, Environmental Commitment and Employee Training. Asia Pacific Journal of Management. 31(1), 195-213. (ABS 3星, JCR一区SSCI)
[36] Liu, Z., Cai, Z., Li, J., Shi, S., & Fang, Y. (2013). Leadership Style and Employee Turnover Intentions: A social Identity Perspective. Career Development International. 18(3), 305-324. (SSCI)
[37] Moran, C. M., Diefendorff, J. M., Kim, T-Y., & Liu, Z. (2012). A Profile Approach to Self-determination Theory Motivations at Work. Journal of Vocational Behavior. 81(3), 354-363. (ABS 4星, JCR一区SSCI)
[38] Li, J., Huang, J., Liu, Z*., Zhu, H., & Cai, Z. Y. (2012). The Effect of Employee Training on the Relationship between Environmental Attitude and Firm Performance in Sustainable Development. International Journal of Human Resource Management. 23 (14), 2995-3008. (ABS 3星, JCR一区SSCI)
[39] Jian, Z. Q., Kwan, H. K., Qiu, Q., Liu, Z.., & Yim, F. H. (2012). Abusive Supervision and Frontline Employees’ Service Performance. Service Industries Journal, 32 (5), 683-698. (JCR一区SSCI)
[40] Li, J., Tang, G., Wang, X., Yan, M. & Liu, Z. (2012). Collectivistic –HRM, firm strategy and firm performance: An empirical test. International Journal of Human Resource Management. 23(1), 190-203. (ABS 3星, JCR一区SSCI)
[41] Liu, Z., Zeng, F. E, & Su, C. T. (2009). Does Relationship Quality Matter in Consumer Ethical Decision-Making? Evidence from China. Journal of Business Ethics, 88, 483-496. (FT50, ABS 4星, JCR一区SSCI)
(*Corresponding author)
代表性中文论文
[1] 刘智强, 严荣笑, 唐双双. (2021). 领导创新期望与员工突破性创新投入:基于悖论理论的研究,管理世界,37(10), 226-241.
[2] 刘智强, 卫利华, 王凤娟, 唐双双. (2018). 上下级GNS、激励机制选择与创造性产出,管理世界,34(9), 95-108.
[3] 刘智强, 李超, 廖建桥, 龙立荣. (2015). 组织中地位、地位赋予方式与员工创造性产出:来自国有企事业单位的实证研究,管理世界, 3, 86-101.
[4] 刘智强, 潘晓庆, 卫利华, 许玉平. (2021). 集体心理所有权与创造力:自我决定理论视角. 管理科学学报, 24 (11), 98-115.
[5] 刘智强, 邓传军, 廖建桥, 龙立荣. (2015). 组织支持、地位认知与员工创新:雇佣多样性视角,管理科学学报, 18(10), 80-94.
[6] 刘智强, 许玉平, 许建伟, 周蓉, 龙立荣. (2023). 创新期望差距与团队突破性创新:自我调节理论视角, 心理学报. 55(2), 272-285.
[7] 卫利华, 刘智强, 廖书迪, 龙立荣, 廖建桥. (2019). 集体心理所有权、地位晋升标准与团队创造力,心理学报,51(6), 677-687.
[8] 刘智强, 卫利华,周空,廖书迪. (2019). 地位冲突的“双面”特性与团队创新. 南开管理评论. 22(4), 177-186.
[9] 刘智强, 葛靓, 王凤娟. (2015). 组织任期与员工创新:基于地位属性和文化差异的元分析, 南开管理评论. 18(6), 4-15.
[10] 刘智强, 廖建桥. (2004). 人力资源再造:改写组织命运的革新工程. 南开管理评论, 4, 88-93.
[11] 刘智强, 卫利华, 周空, 廖书迪. (2022). 社会距离视角下集体心理所有权对团队突破性创造力的影响研究. 中国工业经济. 12, 166-184.
[12] 刘智强,邓传军,廖建桥,龙立荣. (2013). 地位竞争动机、地位赋予标准与员工创新行为选择. 中国工业经济. 10, 83-95.
[13] 刘智强, 廖建桥. (2007).员工职业停滞的理论分类与现实判定. 中国工业经济. 6, 21-29.
[14] 廖建桥, 张凌, 刘智强. (2006). 基尼系数与企业内部薪酬分配合理性研究.中国工业经济, 2, 98-105.
[15] 刘智强, 廖建桥. (2004). 管理者提升商数通用性测度指标的确立与模糊评价. 中国工业经济, 8, 82-89.
[16] 刘智强, 王子婧,程欢,许玉平,倪佳豪. (2024). 迎难而上:知觉资源稀缺对员工突破性创造力的影响机制研究. 管理工程学报. 38 (1), 88-100.
[17] 张永军, 李亚, 邓传军, 刘智强*. (2023). 团队间竞争对亲团队非伦理行为的影响:一个跨层模型的检验,管理工程学报. 37(1), 47-56.
[18] 赵君, 张永军, 刘智强*, 刘钰婧. (2022). 绩效考核政治结构及其对反生产行为的影响. 管理工程学报. 36(1), 99-110.
[19] 赵君,刘钰婧,梅伟,刘智强*. (2020). 真实型领导、内部人身份认知与顺从型组织公民行为:一个有调节的U型中介效应模型. 管理工程学报,35(1), 36-46.
[20] 常涛,刘智强,周苗. (2018). 团队中成员间人际竞争维度解构:调节聚焦视角,管理工程学报,32(4), 28-36.
[21] 刘智强, 廖建桥, 李震. (2006). 员工自愿离职倾向关键性影响因素分析. 管理工程学报. 4, 142-145.
[22] 许玉平, 严荣笑,刘智强, 程欢, 卫利华. (2023). 独特性需求对员工突破性和渐进性创造力的影响,管理评论. 35(6), 193-204.
[23] 邓传军, 刘智强*. (2021). 非正式地位对员工主动变革行为的影响机制研究. 管理评论, 33(4), 215-224.
[24] 邓传军, 刘智强, 王凤娟. (2017). 非正式地位、错误管理文化与员工创新行为选择. 管理评论, 29(4), 154-195.
[25] 刘子军,刘智强,廖建桥. (2011). 上市公司高管团队薪酬差距影响因素与影响效应:基于本土特色的实证研究. 管理评论. 23 (9), 119-127.
[26] 亓寿伟,刘智强. (2009). “天花板效应”还是“地板效应”:探讨国有与非国部门性别工资差异的分布与成因. 数量经济技术经济研究, 11, 63-77.
[27] 吕倩,刘智强,廖建桥. (2010). 工资指导线制度影响因素研究-----宏观经济分析视角. 管理科学, 23 (5), 114-121.
[28] 刘智强,荆波. (2008). 组织政治行为对组织沉默的影响实证研究. 预测. 3, 36-42.
[29] 赵君, 汪惠玉, 刘智强,王彦. (2023). 高管团队异质性对突破性创新的影响机制研究. 管理学报. 20 (9),1303-1312.
[30] 周空, 应雪晴, 张兆国, 刘智强. (2023). 领导自恋对团队突破性创造力的双刃剑效应研究. 管理学报. 20 (11), 1649-1659.
[31] 张永军, 孙亚笛, 刘智强. (2022). 剥削型领导对员工强制性公民行为的影响机制研究. 管理学报. 19(04), 525-533.
[32] 常涛,李雅馨,刘智强. (2022). 地位冲突不对称与团队创造力的曲线关系研究. 管理学报. 19(1), 46-55+84.
[33] 刘智强, 周蓉, 周空, 严荣笑. (2021). OBHRM领域的突破性创新研究:现状、整合与展望,管理学报,18(9), 1401-1411.
[34] 包艳,廖建桥,刘智强. (2021). 新权力范式对组织行为管理的影响及对策研究. 管理学报,18(5), 695-703.
[35] 张永军, 赵君, 刘智强. (2020). 亲组织非伦理行为的私利风险及作用机制研究. 管理学报. 17(11), 1642-1650+1728.
[36] 赵书松, 王韵茹, 刘智强. (2020). 绩效工资强度和道德基础差异性对道德型领导下行效应的阻抑机制. 管理学报. 17(8), 1159-1168.
[37] 赵书松, 王子婧, 刘智强, 赵君. (2020). 绩效考核政治对下属伦理产出的影响机制研究. 管理学报. 17(2), 204-215.
[38] 刘智强, 周空, 倪佳豪. (2019). 组织内竞合的研究评述与未来展望. 管理学报. 16(8), 1245-1254.
[39] 邓传军,刘智强,邱洪华. (2017). 领导成员交换调节作用下中端正式地位和员工工作绩效关系研究. 管理学报,14(10), 1456-1464.
[40] 常涛,周苗,刘智强. (2017). “领导低估型”内在认同不对称对员工主动行为的影响研究,管理学报,14(8), 1172-1181.
[41] 刘智强, 葛靓, 潘欣, 刘芬. (2014). 可变薪酬支付力度、地位竞争动机与员工创新行为研究,管理学报, 11(10),1460-1468.
[42] 刘智强, 李超, 刘芬. (2012). 网络嵌入与个体创造性:关系、述评及拓展建议. 管理学报. 9 (9), 1397-1404.
[43] 常涛, 刘智强, 景保峰. (2016). 家长式领导与团队创造力:基于三元理论的新发现. 研究与发展管理. 28(1), 62-72.
[44] 刘智强,曾伏娥. (2006). 技术创新全球化趋势及其对国家创新系统边界的影响. 研究与发展管理, 18(1), 26-32.
[45] 赵君,刘钰婧,赵书松,刘智强*. (2021). 科研情绪耗竭如何诱发科研不端行为:基于自我损耗理论的解释. 科学学与科学技术管理. 42(2), 30-44.
[46] 常涛, 吴佳敏, 刘智强. (2019). 地位稳定性与团队创造力:任务相关特征的影响, 科学学与科学技术管理,40(9), 119-134.
[47] 常涛, 刘智强, 王艳子. (2014). 绩效薪酬对员工创造力的影响研究:面子压力的中介作用,科学学与科学技术管理,35(9), 171-180.
[48] 廖建桥, 闫云云, 刘智强. (2014). 强制分布法负面效应的规避方法研究, 工业工程与管理, 19(6), 1-6.
[49] 刘桃,李骥,刘敏,宋琪,刘智强*. (2019). 可持续发展战略对企业社会责任的影响:员工技能培训的调节作用. 中国人力资源开发. 36(5), 22-33.
[50] 刘智强. (2020). 基于跨界共享的组织竞合与突破性创新机制研究. 人力资源管理评论. 1, 1-2.
[51] 倪佳豪,刘智强,程欢. (2020). 组织间/内竞合研究的中外比较:基于知识图谱的可视化分析. 人力资源管理评论. 1, 14-26
[52] 刘智强. (2023). 中国企业人力资源管理实践的微观情境与发展契机. 管理学季刊. 8 (1), 32-40.
(*通讯作者)
代表性国际会议论文
[1] Academy of Management (AOM) Annual Conference (Chicago, Illinois, USA, Aug. 9-13, 2024). “Cognitive DA fit and employee creativity: The moderating effect of task idiosyncratic deals”.
[2] Academy of Management (AOM) Annual Conference (Boston, Massachusetts, Aug. 7 - August 11, 2023). “Stretch Goals and Radical Creative Engagement: Cognitive Flexibility as a Key Contingency”.
[3] Academy of Management (AOM) Annual Conference (Boston, Massachusetts, Aug. 7 - August 11, 2023). “Trickle-Down Effects of Corporate Social Responsibility on Employee Outcomes: Leader Role Modeling”.
[4] Academy of Management (AOM) Annual Conference (online, July 29 - August 4, 2022). “Exploring the Flow of Entrepreneurial Orientation Within Firms: A Cross-Level, Cascading Effects”.
[5] Academy of Management (AOM) Annual Conference (online, July 29 - August 4, 2021). “How narcissism, promotions criterion, and empowering leadership jointly influence radical creativity”.
[6] Academy of Management (AOM) Specialized Conference in Bled, Slovenia (October 23 - 25, 2019). “Influencing Mechanism of Relational Leadership towards Employee Voluntary Green Behavior-A Multi-theory Perspective”.
[7] Academy of Management (AOM) Annual Conference in Boston, Massachusetts (August 9-13, 2019). “Based on the Theory of Territoriality: How Employees Respond to Status Distance”.
[8] Academy of Management (AOM) Annual Conference in Boston, Massachusetts (August 9-13, 2019). “The Incentive and Sorting Effects of Pay-for-Performance and Punishment-for-Underperformance”.
[9] Academy of Management (AOM) Annual Conference in Chicago, Illinois, USA (August 10 - 14, 2018). “Employees’ Attitudes Toward Strike in Multinational Corporations in China”.
[10] Academy of Management (AOM) Annual Conference in Atlanta, Georgia, USA (August 4-8, 2017). “Workplace Conflict, Status-conferral Criteria and Job Performance: Status Competition Perspective”.
[11] Academy of Management (AOM) Annual Conference in Anaheim, California, USA (August 5-9, 2016). "Horizontal Meets Vertical Social Exchange: The Interplay of Peer Mentoring network and Leader-member Exchange on Team Potency and Team Effectiveness"
[12] Academy of Management (AOM) Annual Conference in Vancouver, British Columbia, Canada (August 7-11, 2015), “Cognitive Diversity and Creativity: A Multilevel Investigation”.
[13] Academy of Management (AOM) Annual Conference in Orlando, Florida, USA. (August, 2013). “Linking Influence Centrality and Employee Outcomes: The Effects of Trust Centrality”.
[14] Academy of Management (AOM) Annual Conference in Boston, Massachusetts, USA. (August, 2012). “Leader-Member Exchange and Employee Outcomes: The Effects of Taking Charge”.
[15] Academy of Management (AOM) Annual Conference in San Antonio, Texas, USA. (August, 2011). “A Cross-Level Investigation of the Trust-Creativity Relationship”.
[16] Academy of Management (AOM) Annual Conference in Montreal, Canada. (August, 2010). “Career Self-Efficacy, Skill Development and Career Outcomes: A Social Cognitive Approach”.
[17] Academy of Management (AOM) Annual Conference in Montreal, Canada. (August, 2010). “High-Performance Work Systems and Employee Creativity”.
三、教材、专著与译著
出版教材/专著/译著8部:
[1] 刘智强 主编. 《薪酬管理》,高等教育出版社,2024年拟出(教材).
[2] 刘智强 副主编(杨治,胡艳华主编). 《管理学类课程思政案例教学设计与导引》,中国经济出版社. 2023年拟出(教材).
[3] 刘智强、刘容志、赵君 编著. 《薪酬管理案例集》,武汉大学出版社,2023年(教材).
[4] 刘智强、关培兰 主编. 《组织行为学》(第5版),中国人民大学出版社,2020.1.31(教材).
[5] 刘智强 独译,《西点军校的领导力》(钻石版),北京:电子工业出版社,2020.1(译著).
[6] 刘智强著,《知识员工职业停滞的测量与治理》,武汉:湖北人民出版社,2008.5(专著).
[7] 李超平,徐世勇.《管理与组织研究:常用的60个理论》. 刘智强、严荣笑. 社会契约理论. 北京大学出版社. 2019, 379-386(专著).
[8] 李超平,徐世勇. 《管理与组织研究必读的40个理论》. 刘智强译. 吸收能力理论. 北京大学出版社. 2017, 1-7(译著).
四、获奖与荣誉
获第十届、十二届、十三届湖北省社会科学优秀成果奖及第十届河南省社会科学优秀成果奖4项,获其它奖项若干项:
[1] 刘智强、卫利华、周空、廖书迪. “地位冲突的‘双面’特性与团队创新”,第十三届(2022)湖北省社会科学优秀成果奖三等奖,湖北省人民政府.
[2] 刘智强、卫利华、王凤娟、唐双双. “上下级GNS、激励机制选择与创造性产出”,第十二届(2020)湖北省社会科学优秀成果奖三等奖,湖北省人民政府.
[3] 邓传军、刘智强、邱洪华. “正式地位、领导成员交换和个体工作绩效”,第十届(2017)河南省人文社会科学优秀成果奖二等奖. 河南省人民政府.
[4] 刘智强、廖建桥、龙立荣、邓传军. “地位竞争动机、地位赋予标准与员工创新行为”,第十届(2016)湖北省社会科学优秀成果奖三等奖,湖北省人民政府.
[5] 刘智强、俞紫懿、潘晓庆、邵云飞. 突破性创新研究演进与前沿:基于SSCI和CSSCI期刊的可视化分析. 2021年湖北省人力资源学会年会论文特等奖.
[6] 袁春艳、刘智强. “团队学习目标导向对团队创造力的影响机制研究:团队创新自我效能的中介作用和领导实施支持的调节作用”. 2019年湖北省人力资源学会年会论文特等奖.
[7] 邓传军、刘智强、邱洪华. “正式地位、领导成员交换和个体工作绩效”,第五届(2016)中国人力资源管理年会最佳论文奖.
[8] 刘智强. “组织中的创造力与创新研究”, 华中科技大学2022年前沿研究成果奖二等奖.
[9] 刘智强、俞紫懿、黄雨琦. 资源保存视角下员工人工智能(AI)意识对突破性创造力的影响研究,第九届(2021)中国人力资源管理论坛曙明论文奖三等奖.
[10] 邵云飞、王江涛、刘智强. “企业突破性创新策略选择与政府补贴的博弈研究”,中国技术经济学会第二十七届学术年会(2020)优秀论文三等奖.
[11] 周二华、刘智强、丁秀好、龙立荣. 第二届(2022)湖北省高校教师教学创新大赛特等奖. 2022.6.
[12] 刘智强. 华中科技大学2023年度“三育人奖”
[13] 刘智强. 第八届(2023)中国大学生人力资源创新实践大赛总决赛,指导教师特等奖.
[14] 刘智强. 指导工商管理专业本科生获第七届(2021)HRU大学生人力资源职业技能竞赛国际赛区总决赛AAAA团队(最高等级),优秀指导教师.
五、社会服务
♦ Journal of General Management编委(2018-)
♦ Journal of Management and Strategy编委(2017-)
♦ 《西安交通大学学报》(社会科学版)编委(2022-2027)
♦ 中国人力资源开发研究会第七届理事会常务理事(2023-)
♦ 中国管理现代化研究会组织行为与人力资源管理专业委员会常务理事(2018-)
♦ 中国人力资源管理论坛学术委员会委员(2018-)
♦ 空军装备修理系统人力资源专家委员会委员(2023-2026)
♦ 中国科学学与科技政策研究会研发机构发展与变革专业委员会副主任(2023-)
♦ 湖北省人力资源学会副会长(2023-2027)
♦ 湖北省超频三科技产业有限公司新基建人工智能研究院学术顾问(2021.12-)
♦ 湖北人福药用辅料股份有限公司顾问(2022-2026)
♦ 国家自然科学基金委管理科学部会评专家
♦ 霍英东教育基金会高等院校青年科学奖及教育教学奖评审专家
♦ 企业人力资源管理师国家题库开发专家
♦ 武汉市预算绩效管理专家,……