Biography
Research & Achievement
Projects
Teaching
StrategicHuman Resource Management, Labor Relation,
Corporate Governance, Comparative Economics
1999.4-2002.3,PhD in Business Graduate School of Business Research, Hitotsubashi University
1996.10-1999.3,Master of Business Graduate School of Business Research,
OtaruUniversity of Commerce
1985.9-1989.7,Bachelor of Economics Department of Management,
NankaiUniversity
2006.12-Present,Professor of Human Resource Management Department in Business School of Nankai University
2003.5-2006.11,Associate Professor in Modern Management Research and Corporate Governance inBusiness School of Nankai University
2005.4-2005.8,Guest Associate Professor in Comprehensive Policy Research Department ofGraduate School in Chuo University
2002.5-2003.4,Research Assistant in Graduate School and Business School of Otaru University
1989.7-1996.6,Manager Assistant in Tianjin Materials Comprehensive Trade Company
[1] May2013, the first prize of Nankai University Teaching Award
[2] 2013.4,Ministry of Education, the second prize (about writing) of Award for OutstandingAchievements in Scientific Research in Institution of Higher Learning(Humanistic and Social Science).
[3] 2012.11,Award for Excellent Paper of Labor Relation Branch of China Human Resource DevelopmentAcademy
[1] 2009.7,Standing Director of Labor Relation Branch of China Human Resource DevelopmentAcademy
[2] 2008.7,Director of China Human Resource Development Teaching and Practice Seminar
[3] 2003.7,Part-time Researcher in Japan Research Institute, Nankai University
Presentations
[1] TheDevelopment and Stagnant of China Human Resource Management Research, Teachingand Practice Branch of China Human Resource Development Seminar, The 9th Annual Conference & Symposium, 2008.7.30-31, Hohhot, Inner Mongolia, China
Peer-ReviewedJournal Papers
2014
[1] Ma J., Yang B. The Path ofEvolution of Management Practice, Value Driver and Evaluation: A CGS SystemPerspective. Chinese Journal of Management. 2014, Vol. 11, No. 2:157-162. (Published in Chinese)
[2] Ma J., Yang B. The Thought ofConstructing High Performance Corporate University. Human Resource Development ofChina. 2014, No. 5:12-18.
2012
[1] Cong L., Yang B. Influence ofStrategic Human Resource Management on Strategic Formation. ChineseJournal of Management. 2012, Vol. 9, No. 11:1616-1626. (Published in Chinese)
[2] Yang B. Chen K. The DevelopmentDifficulties and Breakthrough Clue of Organizational Citizenship BehaviorConcept: Based on the Perspective of Concept Analysis, Evolution andComparison. Foreign Economies & Management. 2012, Vol. 34, No. 3:31-39,48. (Published in Chinese)
[3] Yang B., Li Y. TheDevelopment Tendency of Strategic Human Resource Management: The Analysis andOutlook based on Crossover Concept Conflict Dilemma. Human Resource Development ofChina. 2012, No.1:9-13 (Published in Chinese)
[4] Yang B. Rotating CEO inHuawei: Expedient or Unique? Managerialist. 2012, No. 4. (Published in Chinese)
[5] Yang B, Chen K. Refectionand Exploration on Organization and Human Resource Management for ChineseManagement Practices ：Review of the 1st Chinese HRM Forum. ChineseJournal of Management. 2012, No. 9:1405-1410. (Published in Chinese)
[6] Yang B. Respond to AgeChallenge and Explore the Way of Organization Innovation and Human ResourceManagement Evolution for Chinese Enterprises: Review of the 1st Chinese HRMForum. Chinese Journal of Management. 2012, No. 9:1298-1299 (Published in Chinese)
2010
[1] Meng F., Yang B. Study on LaborMarket Skills Formation Pattern and Manufacturing Competitive Advantage. Researchon Financial and Economic Issues. 2010, No. 6:119-124. (Published in Chinese)
ConferencePresentations
[1] Yang B. The StrategicFunction of Human Resource Management: the Distribution of Scarce Resources inStrategic Game. China Human ResourceManagement Forum, Nanjing University, Nanjing, China, 2014.6.
[2] Yang B., Wei Y., Cong L.The Configuration and Evolution of Chinese Labor Relation: from the Perspectiveof Exchanging Form. Labor Relation Branchof China Human Resources Development Seminar of the 5th Annual Conference,Chongqin, China, 2012.11.
[3] Yang B., Cong L.Discussion on the Influence of Strategic Human Resource Management to Strategy. China Human Resource Management Forum,Nankai University, Tianjin, China, 2012.5.
[4] Yang B., Wei Y. Researchon Governance Structure and Mechanism of Innovation-oriented Corporation: Basedon the Empirical Analysis of Chinese Information Technology Enterprises. The 6th International Symposiumon Corporate Governance, Dalian, Liaoning, China, 2011.8.
[5] Yang B., Dai X. TheTechnical Development’s Dynamic Adaptation to Labor Relation: Enlightenmentfrom Container Transportation Enterprises. Labor Relation Branch of China Human Resources Development Seminar ofthe 4th Annual Conference, Yantai, Shandong, China, 2011.8.
[6] Yang B., Chen K. The DevelopmentDifficulties and Breakthrough Clue of Organizational Citizenship BehaviorConcept: Based on the Perspective of Concept Analysis, Evolution and Comparison. Chinese Teaching and Practice of Human ResourcesDevelopment Seminar of the 12th Annual Conference, Wuhan, Hubei,China, 2011.7.
[7] Yang B. Labor MarketCharacter and Labor Relation Form in Inner-enterprises: With JapaneseExperience and Inspiration. LaborRelation Branch of China Human Resources Development Seminar of the 3th AnnualConference, Beijing, China, 2010.12.
[8] Yang B. Human ResourceManagement’s Balancing and Restricting Mechanism to Strategic Drift. Chinese Teaching and Practice of Human ResourcesDevelopment Seminar of the 11th Annual Conference, Guangzhou,China, 2010.7.
Books and Chapters
[1] Li W.A, Yang B. Institution Innovations and Developmentof China’s Private Economy. Beijing: Economic Science Press, 2009. (Editor-in-Chief)
[1] 2012.12-2014.5,Central Colleges and Universities--Nankai University Inter-DisciplineInnovation Team Construction Fund Project, Effect of Corporate Human ResourceManagement Mode on Strategy Dynamic Adaptability (PI)
[2] 2008.1-2008.12,Social Science Research Base Project of the Ministry of Education, ChinaCorporate Governance Research Paper. (Director of Sub-Topic “InstitutionalChange of Chinese Enterprises and Corporate Governance). (Collaborator)
[3] 2007.1-2008.12,Tianjin Social Science Research Project, Research on Microscopic Mechanism ofSustainable Development and Harmonious Society (Collaborator)
[4] 2007.6-2008.5,Project delegated by SASAC, Research on Board Construction of WhollyState-owned Corporate (Collaborator)
[5] 2007.6-2008.5,Project delegated by SASAC, Research on Evaluation Index System for Leader ofState-owned Corporate (Collaborator)
[6] 2007.6-2008.5,Project delegated by SASAC, “Research on Evaluation of the Board of State-ownedCorporate (Collaborator)
[7] 2007.3-2008.2,Soft Science Research Project of Ministry of Science and Technology, ClusterDevelopment of Private Technology Corporate and Political System (Collaborator)
Undergraduate:Introduction to Human Resource Management
StrategicHuman Resource Management and Human Resource Planning
LearningOrganization and Team Building
Master:Business History, Strategic Human Resource Management
CorporateGovernance Theory and Practice
HumanResource Management, Organizational Behavior (MBA)
PhD:Topic on Organizational Culture Research
