Human Resource Management

Qinghong YUAN
Professor
Human Resource Management
Email:qhyuan@nankai.edu.cn
Tel: 022-23503151(O)
中文
  • Biography

  • Research & Achievement

  • Projects

  • Teaching

Research Areas

HumanResource Development, Career Management

Employee Behavior and Knowledge Management inHigh-tech Firm


Positions

Director of human resource management department


Education

1997.9-2001.7,PhD in Business Administration, Liaoning University

1985.9-1988.6,Master in Management Engineering, Wuhan University of Technology

1981.9-1985.7,Bachelor in Shipping Engineering, Tianjin University


Professional Experience

2003.11-Present,Professor, Department of Human Resource Management,

BusinessSchool of Nankai University

2006.9-2007.8,Visiting scholar, Business School of Yonsei University of South Korea

2001.9-2003.11,Post-doctoral, Business School of Nankai University

1989.8-2001.6,Lecturer and Vice professor, Liaoning University


Awards

[1]    2013.5, 1st Prize of Teaching AchievementAward (collective)


Social Service

Consultant

[1]    2011-Present: Senior Consultant, TianjinHuman Resources Manager Club

Profession Related Experience:

[1]    2014-Present, Managing Director, China HumanResources Development Association Labor Relations Branch

[2]    2014, Conference Publication Reviewer,International Association for Chinese Management Research (IACMR)

[3]    2012-Present, Reviewer, Chinese Journal of Management,Management Review, Journal of Management Sciences

[4]    2010-Present, Editorial board member of HumanResources Management Review

[5]    2010, Conference Publication Reviewer,International Association for Chinese Management Research (IACMR)

[6]    2014.3-2014.12, Member of“Establishment of 131 Innovative Talents Project Evaluation Mechanism” Projectteam, Tianjin Municipal of humanresources and social security Bureau

 

ProfessionalActivities

[1]    2014.9.13-14,Attended to the 2nd Annual Meeting of Chinese Management ScholarsExchange Camp, School of Management of Huazhong University of Science andTechnology

[2]    2014.8.24-25,Attended to the Annual Meeting and 25th Symposium of the NationalAssociation of Behavioral Science, Dongbei University of Finance and Economics


Peer-Reviewed Journal Papers

2014

[1]    Yuan Q., DingG. and Li H. The Impact of Career Growth on Turnover Intention for KnowledgeWorker: The Moderating Role of Organizational Identification and ProfessionalIdentification (in Chinese). Science of Science and Management ofS.&T. 2014, Vol.35.No.1:155-164. (Published in Chinese)

[2]    Wang L. and Yuan Q. Research on Balancing Mechanism of Dual Learningunder Industry-University-Research Cooperative Model (inChinese). R&DManagement. 2014, Vol.26. No.2:17-24,76. (Published in Chinese)

[3]    Zhang H., Yuan Q., Wang Z. and Huang Y. Influenceof Core Self-evaluations and Leadership on R&D Professionals’Boundary-spanning Behavior (in Chinese). Chinese Journal of Management. 2014,Vol.3. No.8:1168-1176. (Published inChinese)

 

2013

[1]    Yuan Q., Wang C. and Chen L. Research on theCultivation of College Students' Employability Based on Career Success (inChinese). Nankai Journal (Philosophy, Literature and Social Science Edition).2013, No.3:152-157. (Published in Chinese)

[2]    Yuan Q., Wang L. and Ding G. The Impact of Network Position on Actor’sInstitutional Entrepreneurship (in Chinese). Chinese Journal of Management. 2013, No.11:1634-1640. (Published inChinese)

 

2012

[1]    Yuan Q. andWang C. Research on Mechanism of Reverse Knowledge TransferCaused By Employee Turnover Based on Social Capital Perspective (in Chinese). Scienceof Science and Management of S. & T. 2012, Vol.33. No.5:71-77. (Published in Chinese)

 

2010

[1]    Chen W. and Yuan Q. The Impact of Expatriate Technician’s Social CapitalMechanism on Inter-firm Knowledge Transfer (in Chinese). Science of Science and Managementof S. & T. 2010, Vol.31.No.1:90-93 (Published in Chinese)

 

Non-Peer-Reviewed Journal Papers

2014

[1]    Yuan Q. ZhangH. and Wang C. Research on Team Leadership Style Based on Group-EnvironmentRelation Perspective (in Chinese). Modern Management Science. 2014, No.8:18-20. (Published in Chinese)

 

2013

[1]    Chen L., Yuan Q. and Zhu W. Current Status and Suggestions of EnterprisesSocial Recruitment—Take a Recruitment Survey in Micro Blog and SocialNetworking Site as an Example (in Chinese). Human Resources Development ofChina. 2013, No.1:23-27,32. (Publishedin Chinese)

 

2012

[1]    Fan G. and Yuan Q. Rooting or Changing—Review of Research on OrganizationalKnowledge Transfer Caused by Key Employee Turnover Based on OrganizationalContext Perspective (in Chinese). Human Resource Management Review. 2012, No.1:64-73. (Publishedin Chinese)

[2]   Yuan Q. andFan G. Seeking back the "Intermediate Zone" from School to Work:analysis on types and meaning of University Undergraduate Internship (inChinese). China University Teaching. 2012, No.4:78-82. (Published in Chinese)

 

2011

[1]    Yuan Q. andWang C. Analysis on Knowledge Possession Characteristics of Core TechnicalStaff—Based on the Perspective of Employment Relationship in High TechEnterprises (in Chinese). Economic Management Journal. 2011, Vol.33. No.5:88-94. (Published in Chinese)

[2]         Wang L. and Yuan Q. Self-regulation Theory and College Students’ CareerCognition Development in Job Hunting (in Chinese). Talent Resource Development. 2011, No.7:43-45. (Published in Chinese)

 

2010

[1]    Yuan Q. andWang S. Research on the Influence of Psychological Empowerment and ProactivePersonality on Individual Innovation Behavior (in Chinese). ContemporaryFinance & Economics. 2010, No.11:69-76, (Published in Chinese)

[2]         Yuan Q. andWang S. Research on Knowledge Workers Turnover Based on Career Development. Futureand Development. 2010, No.4:57-60. (Published in Chinese)

 

Others

[1]    Yuan Q. Focuson Composite Features of Highly-talented Returnees, Establish and IntroducePerformance Evaluation System. Talents Seeking. 2014, No.8:14-15. (Published in Chinese)

 

ConferencePublications

[1]    Yuan Q., Lv L.and Wang J. Stones from Other Hills May Serve to Polish the Jade of This Hill:Analysis on “Ability-Opportunities-Willingness” that Influence the IntroductionEffectiveness of Oversee High-end Talents. ChinaHuman Resources Development Teaching and Practice Association 15th Annual Meeting. Kunming, 2014.8.8-9.

[2]    Yuan Q. andChen L. “Realistic Image” of Collective Turnover in IT and Financial Industry:Based on the Internet News Content Analysis Research. China Human Resources Development Teaching and Practice Association 15th Annual Meeting. Kunming, 2014.8.8-9.

[3]    Wang C. and Yuan Q. Analysis on the Influence of Government Talent Policy onEmployment System under the Background of Transition. China Human Resources Development Association Labor Relation Branch 7th Annual Meeting. Beijing, 2014.10.25-26.

[4]    Zhang H., Yuan Q, and Huang y. Research on the Influence of Core SelfEvaluation and Leadership Style on Research Staff’s Transboundary Behavior. International Association for ChineseManagement Research (IACMR) Annual Meeting. Beijing, 2014.6.18-24

[5]    Wang C. and Yuan Q. Changes in Organizations Employment Mode and Staff CareerDevelopment Mode. China Human ResourcesDevelopment Association Labor Relation Branch 6th Annual Meeting. Guangzhou, 2013.11.9-10.

[6]    Yuan Q.Organization Context Creating in Teaching of Human Resources Management:Teaching Experience of Performance Management Course. China Human Resources Development Teaching and Practice Association 14th Annual Meeting. Xinjiang. 2013.8.8-9.

[7]    Yuan Q. andDing G. Research on the Influencing Mechanism of Composite Character Featuresof College Highly-talented Returnees on its Knowledge Transfer Behaviors. International Symposium for Social NetworkAnalysis and the 9th Meeting of Social Network and RelationshipManagement Symposium. Xi’an. 2013.7.12-14.

[8]    Yuan Q. and Ding G. Environmental Changes’ Influenceon the Generation & Development of Organizations: Some Cases from China. 10th Sino-Korea InternationalSymposium between Nankai University and Keimyung University, Daegu, SouthKorea, 2013.4.7-8.

[9]    Yuan Q. Ding Gand Wang L. Integrated Research on the Factors Influencing Staff KnowledgeSharing Behavior: Organizational Embeddedness Perspective. China Human Resources Management Forum. Tianjin, 2012.5.26-27.

[10]     Yuan Q., Wang L. and DingG. Research on the Influence of Individual Social Network Position within anOrganization on Its Institutional Entrepreneurship Behavior. China Human Resources Management Forum. Tianjin,2012.5.26-27.

[11]     WangL., Yuan Q. and Zhao Y. Research onCollege Students' Employment Education—Preliminary Exploration on the Influencein College Students' Internship and Job Hunting. China Human Resources Development Teaching and Practice Association 12th Annual Meeting. Wuhan, 2011.7.16-17.

[12]     Wang C.and Yuan Q. Key Employee Knowledgeand Organizational Dynamic Capabilities Interactive Migration Model—Based onOrganizational Learning Mechanism. The 5th Annual Meeting of the China Management Association, Branch of Organization andStrategy. Dalian, 2010.11.13-14.

 

Books and Chapters

[1]    Li W., Cheng X, Yuan Q. Chinese Corporate Governance: Road to Transition andPerfection. Beijing: China Machine Press, 2013. (Chapter 6, Editor-in-Chief)

[2]    “Chinese Enterprises Best Practice” YunTian Hua Case Study Group. The Best Practice of Yun Tian Hua. Beijing: ChinaMachine Press, 2012. (Chapter 9, Participate in Writing)

Projects

[1]    2015.1-2018.12, China National NaturalScience Foundation funded project, Research on the Process Mechanism of JointCollective Turnover (PI)

[2]    2013.1-2015.12, Humanities and SocialScience Research Foundation of Ministry of Education funded Project, Researchon the Influence Mechanism of the Composite Character Features ofHighly-talented Overseas Returnees in Colleges and Universities on TheirKnowledge Transfer (PI)

[3]    2013.12-2014.11, Asian Studies Center ofNankai University funded project, Research on the Tianjin Binhai New Area’sAbility to Attract and Aggregate High-end Talents (PI)

[4]    2013.3-2013.12, Tianjin Hi-tech HoldingGroup entrusted project. Research on the Establishment of Talent CultivatingMechanism and Training System in Tianjin Hi-tech Holding Group (PI)

[5]    2013.5-2013.12, Bohai Securities Co., Ltd.entrusted project, Research on the Researcher Competency Model Design in BohaiSecurities Co. Ltd (PI)

[1]     2010.1-2013.12, Philosophy and SocialSciences Research Key Projects of Ministry of Education, Research on CollegeStudents' Employment and Entrepreneurship Education (4th Sub-topic“Long Term Career Success Oriented College Students' Employment Ability:Content Structure, Formation Mechanism and Effect Evaluation”). (Collaborator)

[6]    2008.1-2011.1, China National NaturalScience Foundation funded project, The Organizational Knowledge Transfer Led bythe Key Technical Employees Turnover in High-tech Firms (PI)

Teaching

Undergraduate:Performance Management, Career Management

Master:Performance Management, Human Resource Management

HumanResource Management(MBA)

PerformanceAppraisal and Motivation Mechanism(MPAcc)
PhD: Organizational Behavior Research