ZHANG Xiaomeng

Phone: + 86-10-85188858 ext. 8116
E-mail: xmzhang@ckgsb.edu.cn

Associate Professor of Organizational Behavior, Associate Dean for Inclusivity, Diversity and Equity, Academic Director for Executive Education, Director of the Research Center for Leadership, Behavioral Science & Inclusivity

PhD, the R.H. Smith School of Business at University of Maryland, College Park

Areas of Expertise: Corporate Governance, Creativity and Innovation, C-suite Motivation, Empowerment, Interactional Relationships, Leadership, Leader Support, Motivation

Biography

Professor Zhang Xiaomeng is Associate Professor of Organizational Behavior, Associate Dean for Inclusivity, Diversity and Equity, Academic Director for Executive Education, and Director of the Research Center for Leadership, Behavioral Science & Inclusivity at Cheung Kong Graduate School of Business. Prior to joining CKGSB, she was a tenured Associate Professor at the Kogod School of Business at American University in Washington DC. Her research interests are in the areas of creativity, leadership and motivation, with a desire to understand the relationships between all those areas.

Professor Zhang has published articles in multiple top academic journals including the Academy of Management Journal, Journal of Applied Psychology, Organizational Science, Organizational Behavior and Human Decision Processes, Personnel Psychology, Journal of Management, Journal of Management Studies and Human Resource Management Review.

Professor Zhang has taught Principles of Management, Organizational Behavior, Management of Organization and Human Capital, Business Policies, International Business Practices in China, and HR Management. She earned a BA with emphasis in Economics and Business Administration from Sun Yat-sen University, China and a PhD in Organizational Behavior/Human Resource Management from the R.H. Smith School of Business at University of Maryland, College Park with a Paine Award for outstanding academic achievement and several teaching awards.

“Highly Cited Chinese Researchers of 2020” by Elsevier

“Highly Cited Chinese Researchers of 2019” by Elsevier

Special column of the Research Centre of Leadership, Behavioral Science & Psychology (Chinese & English)

• Best Proceeding Paper Award, Academy of Management (2015)
• Kogod Business School Faculty Award for Outstanding Research (2014, 2012, 2011, 2009, 2008)
• Kogod Research Grant Award (2012, 2011, 2010)
• Best International Paper Award from the OB Division of the Academy of Management, Nominated for the Dexter Award, Academy of Management award for the best international paper (2010)
• Outstanding Reviewer Award, OB Division of the Academy of Management (2010)
• IACMR Best Micro Paper Award (2010)
• Frank T. Paine Award-Outstanding Academic Achievement, R. H. Smith of Business (2007)
• Krowe Teaching Award Finalist (Rank #1) (2007)
• Top 15% Teaching Award, R. H. Smith School of Business (2005-2007)
• National Science Foundation Grant (NSF) (2005-2007)
• Dean’s Research Fellowship, R. H. Smith of Business (2005-2006)
• Dean’s Fellowship, R. H. Smith of Business (2002-2004)

Selected Publications

• Zhang, X. M. (2020-October forthcoming). H.E.R. leadership: Bridging the gender gap by degendering. Harvard Business Review (China).

• Huang, G., Zhang, Y., Zhang, X.M., & Long, L. (forthcoming). Job Insecurity, commitment, and proactivity toward the organization and one’s career: Age as a condition. Human Resource Management Journal.

• Sharon, N. S., Zhang, H., & Zhang, X. M. (forthcoming) Emotional labor and employee creativity: A multi-level investigation of psychological attachment/detachment and team creative efficacy. Creativity Research Journal.

• Liu, X.-Y., Kwan, H. K., & Zhang, X. M. (2020). Introverts maintain creativity: A resource depletion model of gossip. Asia Pacific Journal of Management, 37: 325-344.
• Zhang, X. M. (2019). Chinese executive leadership transformation: Leading change by change. Harvard Business Review (China), 4: 138-140.
• Zhang, X. M., & Kwan, H. K. (2019). Team behavioral integration links team interdependence with team performance: An empirical investigation in R&D teams. Frontiers of Business Research in China, 13 (1): 7-26.
• Zhang, X. M., & Kwan, H. K. (2019). Empowering leadership and team creativity: The roles of team learning behavior, team creative efficacy, and team task complexity. In C. Mainemelis, O. Epitropaki, & R. Kark (Eds.), Creative leadership: Contexts and Prospects: 95-121. New York, NY: Routledge.
• Kwan, H., Zhang, X. M., Liu, J., & Lee, C. (2018) Workplace ostracism and employee creativity: An integrative approach incorporating pragmatic and engagement roles. Journal of Applied Psychology, 103 (12): 1358–1366.
• Zhang, X. M., & Kwan, H. (2018). Team learning goal orientation and innovation: Roles of transactive memory system and task interdependence. Journal of Business Management and Administration Affair, 1 (109): 2-10.
• Zhang, X. M., & Zhou, J. (2017). Configuring challenge and hindrance contexts for introversion and creativity: Joint effects of task complexity and guanxi management. Organizational Behavior and Human Decision Processes, 143: 54-68 (equal contribution).
• Zhang, X. M. & Bartol, K. M. (2015). Empowerment and employee creativity: A comprehensive review. In C. Shalley, M. Hitt, & J. Zhou (Eds.) The Oxford Handbook of Creativity, Innovation, and Entrepreneurship. New York: Oxford University Press, 31-45.
• Zhang, X. M., & Zhou, J. (2014) Empowering leadership, uncertainty avoidance, trust, and employee creativity: Interaction effects and a mediating mechanism. Organizational Behavior and Human Decision Processes, 124: 150-164 (equal contribution).
• Zhang, H. Kwan, H. K., Zhang, X. M., & Wu, L-Z. (2014). High core self-evaluations maintain creativity: A motivational model of abusive supervision. Journal of Management, 40 (4): 1151-1174.
• Seo, M., Taylor, S., Hill, S., Zhang, X. M., Tesluk, P., & Lorinkova, N. (2012) The role of affect and leadership during organizational change. Personnel Psychology, 65: 121-165.
• Wu, L., Yim, F., Kwan, H. K., & Zhang, X. M. (2012) Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies, 49 (1): 178-199.
• Wang, S., Zhang, X. M., & Martocchio, J. (2011) Thinking outside of the box when the box is missing: role ambiguity and its linkage to creativity. Creativity Research Journal, 23 (3): 211-221.
• Zhang, X. M., & Bartol, K. M. (2010). The influence of creative process engagement on employee creative performance and overall job performance: A curvilinear assessment. Journal of Applied Psychology, 95 (5):  862-873.
• Zhang X. M., & Chen, Y., & Kwan, M. (2010). Empowering leadership and creativity in R & D teams: The roles of team learning behavior, team creative efficacy, and team task complexity. Academy of Management Best Paper Proceedings.
• Zhang, X. M., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity:  The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1): 107-128.
• Zhang, X. M., Bartol, K. M., Smith, K. G., Pferrer, M., & Khanin, D. (2008). CEO on the edge: Earnings manipulation and stock-based incentive misalignment. Academy of Management Journal, 51 (2): 241-258.
• Pferrer, M., Smith, K. G., Bartol, K. M., Khanin, D, & Zhang, X. M. (2008). Coming forward: The effects of social and regulatory forces on the voluntary restatement of earnings. Organization Science, 19: 386-403.
• Somaya, D., Williamson, I. O., & Zhang, X. M. (2007). Combining patent law expertise with R & D for patenting performance. Organization Science, 18 (6): 922-937.
• Bartol, K. M., & Zhang, X. M. (2007) Networks and leadership development: Building linkages for capacity acquisition and capital accrual. Human Resource Management Review, 17: 388-401.
• Zhang, X. M., & Sims, H. P, Jr. (2005). Leadership, collaborative capital, and innovation. In M. Beyerlein, S. Beyerlein, & F. Kennedy (Eds.), Advances in Interdisciplinary Studies of Work Teams. Elsevier/JAI annual series, Volume 11. JAI Press.

Articles and Research

• Jul 13, 2020 – “New Criteria on Value Investment: Why Women CEO Should be Considered?”, Sina Finance.
• Apr 30, 2020 – “Life after Lockdown: How China Went Back to Work”, BBC.
• Apr – Jul, 2020 – “Psychological Resilience Before and After Work Resumption during COVID-19” (5 episodes), Business Insider, Marketwatch, Yahoo News, AP News, Business Insider, etc.
• Episode #1: Tracking Work Resumption
• Episode #2: Resuming work: Gender Differences
• Episode #3: Building Organizational Resilience
• Episode #4: Stress Management
• Episode #5: Accelerating the Recovery
• Apr 23, 2020 – “CKGSB Survey Finds Resilience, Optimism and Satisfaction Levels High Despite Current Climate (Summary of Survey: Psychological Resilience Before and After Work Resumption during COVID-19)”, Business Insider, Asia One and Yahoo News, etc.
• Mar 09, 2020 – “How Covid-19 led to a nationwide work-from-home experiment?”, BBC.
• Feb 25, 2020 – “CKGSB Survey Finds Over 60% of Chinese Entrepreneurs Are Doing Their Best to Stay Positive amidst COVID-19 Outbreak”, Business Insider, Asia One, The Daily Herald, etc.
• Nov 20, 2019 – Speech “Let HER Bloom” on 2019 Women in Leadership Forum, China News, CN Women, Sohu,etc.

Webinars [Total viewership: 1252833+]

• Sep 20, 2020 – “The Eight Hundred: Resilience and Symbiosis of ‘Culture Industry +'” [Viewership: 734833+] Sina Finance 365,000+, Baidu Live stream 302289+, Cheung Kong Dialogue 742+, Xiaoe-tech 2102+, Video-CCTV 4700+, Weibo Education 60000+.
• Sep, 1,2020 – “Dialogue with Harvard: Leadership in the Midst of Uncertainty” [Viewership: 478000+] Baidu Live 296,000+, ifeng.com 124000+, Cheung Keung Dialogue 1255+, Xiaoe-tech 2807+, Sina Finance 10,000+, Weibo Education 44,000+.
• Feb 18, 2020 – “Resuming work: The Choice between Confidence and Survival” [Viewership: 40000+] First issue of “CKGSB Online”, with two internal broadcast channels – Cheung Keung Dialogue (a channel for CKGSB Alumni) and Xiaoe-tech (a channel for both Alumni & Non-Alumni).