Human Resource Management

Weipeng LIN
Associate Professor
Human Resource Management
Tel: +86-22-2350-8439
  • Biography

  • Research & Achievement

  • Projects

  • Teaching

Research Areas

Leadership, Work Stress, Employee Well-Being, Organizational Citizenship Behavior 


2008.9-2014.6,PhD in Industrial and Organizational Psychology, Peking University

2011.9-2012.9, Joint PhD in Psychology, University of California atBerkeley

2004.9-2008.6,Bachelor in Bioengineering, South China Normal University

Professional Experience

2016.12-Present,Associate Professor, Department of Human Resource Management, Business Schoolof Nankai University
2014.7-2016.12, Assistant Professor, Department of Human Resource Management, Business School of Nankai University


  1. 2011-2014,Presidential Scholarship of PKU three times
  2. 2013.9, First Prize of CASC Scholarship

Social Service

  1. Member of Society for Industrial and OrganizationalPsychology (SIOP)
  2. Member of Academy of Management (AoM)
  3. Member of International Association for ChineseManagement Research (IACMR)
  4. Reviewer for Journal of Applied Psychology, Journal of Organizational Behavior, Applied Psychology, Personality and Individual Differences, European Journal of PsychologicalAssessment, Psychological Reports, Nankai Business Review International, SIOP, AoM, IACMR

Peer-reviewed Journal Publications(*denotes corresponding author) 

Lin, W.*
, Koopmann, J., & Wang, M. (online first). How does workplace helping behavior step up or slack off? Integrating enrichment-based and depletion-based perspectives. Journal of Management. (SSCI, FT50, IF=8.08)

 Li, G., Rubenstein, A., Lin, W.*, Wang, M., Chen, X. (online first). The Curvilinear Effect of Benevolent Leadership on Team Performance: The Mediating Role of Team Action Processes and the Moderating Role of Team Commitment. Personnel Psychology. (SSCI, IF=5.52)

 Lin, W.,* Ma, J., Zhang, Q., & Jiang, F. (2018). How is benevolent leadership linked to employee creativity? The mediating role of leader-member exchange and the moderating role of power distance orientation. Journal of Business Ethics, 152, 1099-1115. (SSCI, FT 50, IF=2.92)

 Wei, W., ... Lin, W. et al. (2017). Regional ambient temperature is associated with human personality. Nature Human Behaviour, 1, 890-895.

 Lin, W., Wang, L., Bamberger, A. P., Zhang, Q., et al. (2016). Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self salience to job performance. Journal of Vocational Behavior, 92, 145-156. (SSCI, Q1, IF=3.05)

 Bai, Q., Lin, W., & Wang, L. (2016). Family incivility and counterproductive work behavior: A moderated mediation model of self-esteem and emotional regulation. Journal of Vocational Behavior, 94, 11-19. (SSCI, Q1, IF=3.05)

 Yu, K., Lin, W., Wang, L., Ma, J., Wei, W. et al. (2016). The role of affective commitment and future work self salience in the abusive supervision-job performance relationship. Journal of Occupational and Organizational Psychology, 89, 28-45. (SSCI, Q1, IF=2.89)

 Zhou, M., Lin, W.* (2016). Adaptability and life satisfaction : The moderating role of social support. Frontiers in Psychology, 7, 1134. (SSCI, Q1, IF=2.09)

 Xiong, K., Lin, W.,* Li, C., & Wang, L. (2016). Employee trust in supervisors and affective commitment: The moderating role of authentic leadership. Psychological Reports, 118, 829-849. (SSCI, IF=0.67)

 Lin, W.
, Ma, J., Wang, L., & Wang, M. (2015). A double-edged sword: The moderating role of conscientiousness in the relationships between work stressors, psychological strain and job performance. Journal of Organizational Behavior, 36, 94-111. (SSCI, Q1, IF=4.23)

 Lin, W.
, Wang, L., & Chen, S. (2013). Abusive supervision and employee well-being: The moderating effect of power distance orientation. Applied Psychology: An International Review, 62, 308-329. (SSCI, IF=2.49)

 Wang, L., & Lin, W. (2011). Wording effects and the dimensionality of the General Health Questionnaire (GHQ-12). Personality and Individual Differences, 50, 1056-1061. (SSCI, IF=1.97)

Conference Proceedings

 Lin, W.
, Kong, Y., & Ma, J. (2016). How does helping self-sustain? A psychological safety perspective. Paper presented at the 76th Annual Meeting of the Academy of Management. Anaheim, CA.

 Lin, W.
, & Zhang, A. (2016). Perish in comfort? The moderating role of conscientiousness in the curvilinear relationship between psychological safety and creativity. Paper presented at the 76th Annual Meeting of the Academy of Management. Anaheim, CA.

 Lin, W.
, Li, C., & Zhang, Q. (2016). Follower political Skill, leader-member exchange, and performance: A followership perspective. Paper presented at the 31th Annual Conference of the Society for Industrial and Organizational Psychology (Top-rated paper). Anaheim, CA.

 Yu, K., Lin, W., Wang, L., Ma, J. (2015). The role of affective commitment and future work self salience in the abusive supervision-job performance relationship. Paper presented at the 30th Annual Conference of the Society for Industrial and Organizational Psychology. Philadelphia, PA.

 Zhang, Q., Wang, L., Lin, W., Ma, J., & Yu, K. (2015). Communication frequency, quality and relationship satisfaction : A P-E fit approach. Paper presented at the 30th Annual Conference of the Society for Industrial and Organizational Psychology. Philadelphia, PA. 

 Lin, W., Zhang, Q., Wang, L., Yu, K., Ma, J., & Wei, W. (2014). Leader coaching and employee performance: A multilevel moderated mediation model. Paper presented at the 29th Annual Conference of the Society for Industrial and Organizational Psychology. Honolulu, Hawaii.

 Lin, W. (2014). The Moderating role of promotion-prevention focus in the relationships between supervisor coaching behaviors and performance. Paper presented at the 28th International Congress of Applied Psychology. Paris, France.

 Yu, K., Lin, W., Liu, C., Zhang, Q., & Wang, L. (2014). Ethical leadership and employee performance: A cross-level moderated mediation model. Paper presented at the 28th International Congress of Applied Psychology. Paris, France.

 Wang, L., Lin, W., & Ma, J. (2013). The moderating role of conscientiousness in the relationships between work stressors, psychological strain and job performance. Paper presented at the 28th Annual Conference of the Society for Industrial and Organizational Psychology. Houston, Texas.

 Lin, W. (2012). Political skill and locus of control as moderators of the relationships between work stressors and burnout. Paper presented at the 30th International Congress of Psychology. Cape Town, South Africa.

 Lin. W. (2010). Job burnout: The assessment, antecedents and interventions. Invited speaker at the 1st International Conference of Work Stress and Job Burnout. Beijing, China. 

 Lin, W. (2010). When is abusive supervision not related to employee psychological health: The moderating role of power distance orientation. Paper presented at the 27th International Congress of Applied Psychology. Melbourne, Australia.


  1. 2016.1-2018.12, The formation, development, and influence of team stress climates: A longitudinal research, Supported by Chinese National Natural Science Foundation (No. 71502086), Director.
  2. 2017.1-2019.12, The effects of subordinate voice on leader behavior: A multi-level longitudinal perspective, Supported by Chinese National Natural Science Foundation (No. 71602094), Chief member.
  3. 2017.1-2019.12, The effects of mentoring relationship on career flexibility, Supported by Chinese National Natural Science Foundation (No. 71602095), Chief member. 
  4. 2017.1-2019.12, The effects of previous failed entrepreneurial experience and subsequent entrepreneurial performance: A cognitive perspective, Supported by Chinese National Natural Science Foundation (No. 71672092), Chief member.
  5. 2017.1-2019.12, The decision making, evolutional path, and economic performance of organizational dual capacity, Supported by Chinese National Natural Science Foundation (No. 71672094), Chief member.
  6. 2017.1-2019.12, The effects of entrepreneurial cognitive ability on entrepreneurship decision makingSupported by Chinese National Natural Science Foundation (No. 71672091), Chief member.
  7. 2016.1-2020.12, Uncertainty, entrepreneurial decision-making and behavior rationality, Supported by Chinese National Natural Science Foundation (No. 71532005), Chief member.
  8. 2016.1-2019.12, Research on the competitive institutional logic, multi-conflict, and governance of mixed ownership enterprises, Supported by Chinese National Natural Science Foundation (No. 71572085), Chief member.
  9. 2015.1-2017.12, Ambivalent perception of stressors: An exploration of the influential mechanism of dialectical thinking on subjective well-being, Supported by Chinese National Natural Science Foundation (No. 71401190), Chief member.


Undergraduate:Recruitment and Selection, Research Methods in Social Science, Innovative Research and Training, Organizational Behavior

Master: Research Methods inBusiness Administration

Ph.D.: Quantitative Research Method, Research Methods in Human Resource Management