姓  名:
李圭泉
职  称:
研究员、博士生导师
研究领域:
管理心理学、领导力
通信地址:
北京大学王克桢楼 100080
电子邮件:
liguiquan@pku.edu.cn

李圭泉研究员于2009年、2015年毕业于西安交通大学管理学院,分别取得学士学位与博士学位。2012年-2014年在哥伦比亚大学心理学系和哥伦比亚大学动机科学中心从事合作研究。2015年-2021年,李圭泉研究员先后就职于南开大学商学院与法国雷恩商学院,任助理教授、副教授。2021年5月,李圭泉研究员入职北京大学心理与认知科学学院。

招生与科研合作

李圭泉研究员实验室主要开展管理心理学领域相关研究,以定量和定性的方法研究组织管理活动中人的行为规律及其潜在心理机制,包括领导力、工作场所个体动机与行为、工作团队等。欢迎对这些话题感兴趣的同学加入实验室!

目前实验室欢迎博士后、博士研究生、硕士研究生以及研究助理加入。申请博士后工作机会请直接与李圭泉研究员联系。攻读博士学位(本科直博或硕士申请-考核制)请于每年七月底前联系,发送邮件至 liguiquan@pku.edu.cn,邮件主题为“申请博士-姓名”,并附上个人简历。对实验室研究感兴趣的本科、硕士在读同学亦可申请实验室研究助理岗位。研究助理岗位为提供实项目研究参与机会、增加科研经验而设立,一旦入选即有机会参与相关项目研究工作。

李圭泉研究员的研究方向是管理心理学,以定量方法研究组织管理活动中人的行为规律及其潜在心理机制,研究兴趣集中在组织中的领导力、追随力、个体动机与行为、以及工作团队等。

Lin, W., Shao, Y., Li, G., Guo, Y., & Zhan, X. (2021). The psychological implications of COVID-19 on employee job insecurity and its consequences: The mitigating role of organization adaptive practices. Journal of Applied Psychology, 106(3), 317–329.

Zhang, Y., Li, G., & Wang, M. 2020. Designing creative teams from creative members: The role of reward interdependence and knowledge sharing. Nankai Business Review International, 11, 617-634.

Zhang, Y., Li, J., Liu, C. H., Shen, Y., & Li, G. 2020. The effect of novelty on travel intention: The mediating effect of brand equity and travel motivation. Management Decision, published online.

Li, G., Rubenstein, A., Lin, W., Wang, M., & Chen, X. 2018. 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, 71, 369-397.

Li, G., Liu, H., & Luo, Y. 2018. Directive versus participative leadership: Dispositional antecedents and team consequences. Journal of Occupational and Organizational Psychology, 91, 645-664.

Liu, H., & Li, G*. 2018. Linking transformational leadership and knowledge sharing: The mediating roles of perceived team goal commitment and perceived team identification. Frontiers in Psychology, 9, 1331.

Zi, Wang., & Li, G*. 2018. You don’t actually want to get closer to the star: How LMX leads to workplace ostracism. Frontiers of Business Research in China, 12, 1-13.

Liu, H., & Li, G*. 2017. To gain or not to lose? The effect of monetary reward on motivation and knowledge contribution. Journal of Knowledge Management, 21(2), 397-415.

Li, L., Li, G*., Shang, Y., & Xi, Y. 2015. When does perceived leader regulatory-focused modeling lead to subordinate creativity? The moderating role of job complexity. International Journal of Human Resource Management, 26(22), 2872-2887.

Li, G., Shang, Y., Liu, H., & Xi, Y. 2014. Differentiated transformational leadership and knowledge sharing: A cross-level investigation. European Management Journal, 32(4), 554-563.

Li, G., Liu, H., Shang, Y., & Xi, Y. 2014. Leader Feedback and Knowledge Sharing: A Regulatory Focus Theory Perspective. Journal of Management & Organization, 20(06), 749-763.

Liu, H., Zhang, J., Liu, R., & Li, G. 2014. A model for consumer knowledge contribution behavior: The roles of host firm management practices, technology effectiveness, and social capital. Information Technology & Management, 15(4), 255-270.