Jie Wang

Director of PhD Programme, Professor in Organisational Behaviour

Nottingham University Business School China
Staff Profile Portrait Image


Contact

Office

Room 264, Trent Building

Campus

University of Nottingham Ningbo China

Address

199 Taikang East Road, Ningbo, 315100, China

Telephone

+86 (0)574 88180000 ext. 1459

Qualifications

PhD (City University of Hong Kong)

MPhil (City University of Hong Kong)

BSc (City University of Hong Kong)


Biography

Prof. Jie Wang (Fifi) is a Professor in Organisational Behaviour at Nottingham University Business School China. She received her PhD in Management from City University of Hong Kong. Her current research is in the areas of interpersonal and team dynamics, social exchange, and creativity, with a particular interest in Chinese indigenous management issues. She has published academic articles in journals such as Journal of Applied Psychology, Journal of Organizational Behavior, Human Relations, Human Resource Management, and Journal of Business Ethics. She is a member of the editorial boards of Human Relations, Journal of Organizational Behavior, and Work, Aging and Retirement.


Teaching

Undergraduate

  • Organisational Behaviour 
  • Organising and Managing in Practice 

Postgraduate

  • Cross-Cultural Management
  • Business Research
  • Further Quantitative Research Methods
  • Managing People and Organisations
  • Introduction to Research Methods (quantitative) 

Research interests

Past

  •  Proactive socialisation behaviour
  •  Proactive personality

Present and future

  • Interpersonal harmony
  • Social exchange
  • Creativity and innovative behaviour 

Publications

  • Zhu, Y., Chen, T., Wang, J., Wang, M., Johnson, R. E., & Jin, Y. (2021). How critical activities within COVID-19 intensive care units increase nurses’ daily occupational calling. Journal of Applied Psychology, 106, 4-14.
  • Zhou, Y., Asante, E. A., Zhuang, Y., Wang, J., Zhu, Y., & Shen, L. (2021). Surviving an infectious disease outbreak: How does nurse calling influence performance during the COVID-19 fight? Journal of Nursing Management, 29, 421-431.
  • Bai, Y., Wang, J., Chen, T., & Li., F. (2020). Learning from supervisor negative gossip: The reflective learning process and performance outcome of employee receivers. Human Relations, 73, 1689-1717.
  • Liu, P. C. Y., Zhu, F., & Wang, J. (2019). From no body to some body: A resource based view approach for the branding of a manufacturer. In M. J. Liu & J. Luo (Eds.), China branding: Cases from Zhejiang (pp. 31-43). Singapore: Palgrave Macmillan.
  • Wang, J., Cheng, G. H.-L., Chen, T., & Leung, K. (2019). Team creativity/innovation in culturally diverse teams: A meta-analysis. Journal of Organizational Behavior40, 693-708.
  • Kim, T. Y., Wang, J., Chen, T., Zhu, Y., & Sun, R. (2019). Equal or equitable pay? Individual differences in pay fairness perceptions. Human Resource Management58, 169-186.
  • Ou, Z., Wang, J., & Chen, T. (2018). Managing organizational entry in China: The roles of newcomer–supervisor exchange, incumbent support, and perceived insider status. International Journal of Human Resource Management29, 485-509.
  • Kim, T.-Y., Wang, J., & Chen, J. (2018). Mutual trust between leader and subordinate and employee outcomes. Journal of Business Ethics149, 945-958.
  • Leung, K., Wang, J., & Deng, H. (2016). How can indigenous research contribute to universal knowledge? An illustration with research on interpersonal harmony. Japanese Psychological Research, 58, 110-124.
  • Leung, K., & Wang, J. (2015). Social processes and team creativity in multicultural teams: A socio-technical framework. Journal of Organizational Behavior, 36, 1008-1025.
  • Leung, K., Deng, H., Wang, J., Zhou, F. (2015). Beyond risk-taking: Effects of psychological safety on cooperative goal interdependence and prosocial behavior. Group & Organization Management, 40, 88-115.
  • Leung, K., & Wang, J. (2015). A cross-cultural analysis of creativity. In C. E. Shalley, M. A. Hitt, & J. Zhou (Eds.), The Oxford handbook of creativity, innovation, and entrepreneurship. New York: Oxford University Press.
  • Wang, J., Leung, K., & Zhou, F. (2014). A dispositional approach to psychological climate: Relationships between interpersonal harmony motives and perceived safety in communication. Human Relations, 67, 489-515.
  • Leung, K., Wang, J., & Deng, H. (2014). Challenges of conducting global research. In R. L. Griffith, L. F. Thompson, & B. K. Armon (Eds.), Internationalizing the curriculum in organizational psychology (pp. 283-305). New York: Springer.
  • Wang, J., & Kim, T.-Y. (2013). Proactive socialization behavior in China: The mediating role of perceived insider status and the moderating effect of supervisors’ traditionality. Journal of Organizational Behavior34, 389-406.
  • Crant, J. M., Kim, T.-Y., & Wang, J. (2011). Dispositional antecedents of demonstration and usefulness of voice behavior. Journal of Business and Psychology26, 285-297.
  • Kim, T.-Y., Cable, D., Kim, S., & Wang, J. (2009). Emotional competence and work performance: The mediating effect of proactivity and the moderating effect of job autonomy. Journal of Organizational Behavior90, 983-1000.
  • Kim, T.-Y., & Wang, J. (2008). Proactive personality and feedback seeking behaviors: The effects of supervisor feedback and overall fairness. In M. A. Rahim (Ed.), Current topics in management (vol. 13, pp. 91-108). New Brunswick & London: Transaction.

Practitioner article publications

  • Wang, J. (2015). Do you really understand the new generation of employees? CEOCIO, vol. 409. (In Chinese).
  • Wang, J. (2015). The magic of workplace gossip. CEOCIO, vol. 404. (In Chinese).

Conference presentations

  • Bai, Y., Wang, J., Chen, T., & Li, F. (2019, August). Learning from supervisor negative gossip: The reflective learning process. Paper presented at the 79th Academy of Management Annual Meeting, Boston, U.S.A.
  • Kim, T. Y., Wang, J., Chen, T., Zhu, Y., Sun, R. (2018, June). Equal or equitable pay? Individual differences in pay fairness perceptions. Paper presented at the 8th International Association for Chinese Management Research Conference, Wuhan, China.
  • Wang, J., Cheng, G. H.-L., & Leung, K. (2017, August). Cultural diversity and team creativity: A meta-analysis. Paper presented at the 77th Academy of Management Annual Meeting, Atlanta, U.S.A.
  • Tekleab, A., Wang, J., & Kim, T. Y. (2017, August). Organizational and individual resources and outcomes of self-verification: A time-lagged study. Paper presented at the 77th Academy of Management Annual Meeting, Atlanta, U.S.A.
  • Lin, L., Kirkman, B. L., Tsui, A. S., & Wang, J. (2016, August). Goal orientation and team creativity? Examining materialism and assertiveness in China and Germany. Paper presented at the 76th Academy of Management Annual Meeting, Anaheim, U.S.A.
  • Lin, L., Tsui, A. S., Wang, J., & Kirkman, B. L. (2016, June). How do teams “bounce back” from low performance to being creative? Examining the roles of psychological safety and organizational virtuousness. Paper presented at the 7th International Association for Chinese Management Research Conference, Hangzhou, China. (Best Conference Micro Paper Award Finalist)
  • Wang, J., & Chen, T. (2016, June). How to communicate critique to subordinates? Effects of negative gossip and negative feedback from supervisors. Paper presented at the 7th International Association for Chinese Management Research Conference, Hangzhou, China.
  • Kim, T.-Y., Wang, J., & Chen, J. (2014, August). Multi-facets of trust and employee outcomes: Trust in supervisor, felt trust, and mutual trust. Paper presented at the 74th Academy of Management Annual Meeting, Philadelphia, U.S.A.
  • Wang, J., Chen, T. (2014, June). How to make Chinese newcomers feel included? Paper presented at the 6th International Association for Chinese Management Research Conference, Beijing, China.
  • Wang, J., Leung, K., & Liu, Z. (2014, May). Realizing creative ideas: Performance and social considerations. Paper presented at the 29th Society of Industrial and Organizational Psychology Annual Conference, Honolulu, U.S.A.
  • Wang, J., & Leung, K. (2013, August). Harmony: A Chinese construct for extending the social exchange framework. Paper presented at the 73rd Academy of Management Annual Meeting, Orlando, U.S.A.
  • Leung, K., Wang, J., & Deng, H. (2012, June). How can indigenous research contribute to universal knowledge? An illustration with research on interpersonal harmony. Paper presented at the 2012 International Conference on New Perspectives in East Asian Studies, Taiwan.
  • Leung, K., Wang, J., & Deng, H. (2011, September). From harmony – an indigenous concept to a dualistic model of harmony and social exchange regulation motives (in Chinese). Paper presented at the 7th Chinese Psychologist Conference, Taiwan.
  • Leung, K., Deng, H., & Wang, J. (2011, September). Beyond interpersonal risk taking: Effects of psychological safety on prosocial behaviors and the mediating role of cooperative goal interdependence. Paper presented at the 7th Chinese Psychologist Conference, Taiwan.
  • Wang, J. (2011, August). Gossip from the top: The relationships between negative gossip from supervisor and employee outcomes. Paper presented at the 71st Academy of Management Annual Meeting, San Antonio, U.S.A.
  • Wang, J., Leung, K., & Zhou, F. (2011, August). The antecedents and consequence of individual psychologically safe communication climate. Paper presented at the 71st Academy of Management Annual Meeting, San Antonio, U.S.A.
  • Wang, J., & Leung, K. (2010, June). From adjustment to performance during organizational entry: The moderating role of organizational tenure. Paper presented at the 4th International Association for Chinese Management Research Conference, Shanghai, China.
  • Wang, J., & Kim, T.-Y. (2009, April). Proactive behaviors and employee outcomes among Chinese employees. Paper presented at the 24th Society of Industrial and Organizational Psychology Annual Conference, New Orleans, U.S.A.
  • Kim, T.-Y., & Wang, J. (2008, April). Proactive personality and feedback seeking behaviors: The effects of supervisor feedback and overall fairness. Paper presented at the 23rd Society of Industrial and Organizational Psychology Annual Conference, San Francisco, U.S.A