Human Resource Management

Xinjian LI
Human Resource Management
Tel: 022-23506903
  • Biography

  • Research & Achievement

  • Projects

  • Teaching

Research Areas

Human Resource Development andManagement,

Innovationon Human Resource Management in Chinese Organizations


1994.9-1998.7,PhD in Economics (Major: Population Economics)

Schoolof Economics, Nankai University

1986.9-1990.7,Master of Economics (Major: Population Economics)

Schoolof Economics, Nankai University

1977.5-1980.5,Bachelor of Economics (Major: Political Economy)

Departmentof Economics, Nankai University


Further Education andTraining Experience

1999.10-2000.4,Visiting Scholar, International Research Center, Universitat Autonoma deBarcelona, Barcelona, Spain (The 3rd China-European Higher EducationExchange Program)

1988.12-1989.10,Visiting Scholar, Department of Communication, Simon Fraser University, Canada(The United Nations Population Funded Program)

Professional Experience

2000.5-Present,Professor in Business School, Nankai University

1998.12-2000.5,Professor in School of Economics, Nankai University

1991.12-1998.12,Associate Professor in School of Economics, Nankai University

1986.12-1991.12,Lecturer in School of Economics, Nankai University

1984.9-1986.12,Teaching Assistant in School of Economics, Nankai University

1980.6-1984.9,Teacher in Department of Economics, Nankai University

Social Service

[1]    2009.7-Present, Standing director, ChineseAssociation of Teaching and Practice on Human Resource Development

[2]    2011.7-2013.1, Standing director, ChineseAssociation of Labor Relationship


Peer-ReviewedJournal Papers


[1]         Zhao B., LuanH., Li X., Bi X., Wei J. TechnicalPersonnel Proactive Innovation Behavior: Concept Definition and ScaleDevelopment. Studies in Science of Science. 2014, Vol. 32, No. 1:148-157,72. (Published in Chinese)

[2]         Li J., Li X., Wang Y. Multi-dimensionalAnalysis of Motives for Role Development of Human Resource Management andProspects. Foreign Economics & Management. 2014, Vol. 36, No. 5:40-49, 80. (Published in Chinese)

[3]         Li X., LiuX. Focus on‘Supra-Organization Man’: A Review of Research on IndependentContractor Feature and Function. Future and Development. 2014, No.5: 38-44,37. (Published in Chinese)

[4]         Li H., Ding G., Li X. The Impact of Leadership onEmployee Innovation Behavior in the Context of China: The Perspective ofPaternalistic Leadership Ternary Theory. Chinese Journal of Management. 2014,Vol. 11, No. 7: 1005-1013. (Published in Chinese)

[5]         Li X.Y., Li X. Study on Knowledge Workers’Multiple Commitment and Multi-Commitment Conflict: Concept, Configuration andResearch Future. Human Resources Development of China. 2014, Vol. 21, No. 11:58-65.(Published in Chinese)

[6]         Zhao B., ZhuP., Li X. A Research on Job-relatedWell-being of New Generation of Migrant Workers: From the Perspective ofPerson-organization Fit. East China Economic Management. 2014,Vol. 28, No. 8:124-131. (Published in Chinese)



[1]         Li X., Sun M.The Dual Formation Mechanism and Gender Difference of the Senior Talents’ Work-familyConflict from the Data of a Metropolis. Future and Development. 2013, Vol.237, No. 8:59-65. (Published in Chinese)

[2]         Zhao B., LuanH., Li X., Fu Q. The Study of GeneratingMechanism of Scientific and Technical Personnel Innovation Behavior Based on Theoryof Planned Behavior. Studies in Science of Science. 2013,Vol. 31, No. 2:286-297. (Published in Chinese)

[3]         Zhao B., WeiJ., Li X., Bi X. Constructing Affecting Factors Model of Scientific andTechnical Personnel Innovation Intention Based on Theory of Planned Behavior. Forecasting.2013, Vol. 32, No. 4:58-63. (Published in Chinese)



[1]    Li X., Su L. Proactive Behavior in the InnovativeSituation: A Review. Science of Science and Management of S.& T. 2012, Vol. 33, No. 12:144-152. (Published in Chinese)

[2]         Zhao B., Fu Q., Li X. A Study of PsychologicalCapital’s Impact on Innovative Behavior of Scientific and TechnologicalPersonnel: The Moderating Role of Knowledge Work Difficulty. Scienceof Science and Management of S. & T. 2012, Vol. 33, No. 3, 174-179.(Published in Chinese)

[3]         Li X. J., LiuX., Shi B. ‘Insiders’ or ‘Outsiders?’ Adoption, Staffing Pattern, and HRconfiguration of Temporary Agency Workers in the Chinese Context. Journalof Chinese Human Resource Management. 2012, No. 1:37-48.

[4]         Sun M., Li X. Studieson Groups of Interactive Memory System: A Review. Foreign Economics &Management. 2012, Vol. 34, No. 10, 30-38. (Published in Chinese)



[1]    Li X., Sun M. Multiple Employment and Its Impacts onHuman Resources Management Practice in Chinese Enterprises. Economic Management.2011, No. Z2: 36-39. (Published in Chinese)

[2]         Li J., Li X., Wang Y. Study on the Role ofHuman Resource Management: A Review. Foreign Economics & Management. 2011,No. 43-49. (Published in Chinese)



[1]    Li X., Su L. Enterprises ‘Human Resource FunctionOutsourcing Motivation and Function Structure Analysis. Modern Finance and Economics.2010, No. 10, 52-56. (Published in Chinese)

[2]         Meng F., Li X. Analysis on the Japanese Labor Dispatchand Related Concepts. Japanese Studies. 2010, No. 1,68-81. (Published in Chinese)

[3]         Meng F., Li X. The Research on the FormationMechanism Skill Flexibility: Based on the Shortage High-skilled Worker. EastChina Economic Management. 2010, No. 5, 79-81. (Published in Chinese)

[4]         Wang X., BaiX., Li X. A Research on DispatchedWorkers’ Cognition of the Employment Type and Their Work Attitudes. PsychologicalScience. 2010, No. 1:67-70.


Book and Chapters

[1]    Li X., Meng F., Su L. Introduction to CompensationManagement for Enterprise. Beijing: China Renmin University Press, 2012. (Editor-in-Chief)

[2]    Li X., Meng F., Wang J., etc. Research on Super Organization’sHuman Resources Management: Mechanism, Model and its Application. Xi’an: ShanxiPeople’s Publishing House, 2011. (Monograph)


[1]    2014.1-2017.12National Natural Science Foundation of China fundedproject , Research on Strategic Adaptation Mechanism and Implementation ofEmployment  Flexibility and SkillFlexibility in Chinese Corporations(PI)

[2]    2012.5-2016.5, Ministry of Education of General Humanities and Social Science ResearchPlanning funded project, Study on Adaptation Mechanism between Chinese Enterprises’Hiring Flexibility and Skill Flexibility and Countermeasure Transformation (PI)

[3]    2012.9-2013.12, Tianjin Social Science Foundation Major Funded Project, Study on AdaptationMechanism between Labor Market Flexibility and Hiring Ability and DevelopmentApproach Exampled with Tianjin (PI)

[4]    2009.9-2011.11, Ministry of Education of General Humanities and Social Science ResearchPlanning funded project, Research on Developmental Mechanism and Pattern of EmploymentFlexibility in Chinese Enterprises (PI)



Undergraduate:Compensation Management



Undergraduate:Compensation Management

Master:Human Resource Management

PhD:Human Resource Management



Undergraduate:Employee Relationship Management