讲座嘉宾：黄旭 教授

讲座时间：2025年4月25日（星期五）下午14:30

讲座地点：重庆大学B区经济与工商管理学院101报告厅

专家简介：

黄旭教授毕业于香港岭南大学管理学专业，并在英国兰卡斯特大学获取组织行为与分析学文学硕士，在荷兰瓦赫宁根大学取得组织心理学博士。现任香港浸会大学工商管理学院副院长，管理学讲座（首席）教授，并兼任浸会大学DBA课程总监和人力资源策略及发展研究中心主任，也是Management and Organization Review顾问主编，Academy of Management Journal和Human Relations的编委成员，及佐丹奴国际的独立董事。

黄旭教授的研究兴趣十分广泛，包括领导力、权力，员工主动行为及非正常行为，员工幸福感与情绪、跨文化组织心理、以及中国组织当中的管理问题。他已在国际期刊发表了80多篇论文，包括Administrative Science Quarterly,Academy of Management Journal,Organization Science,Journal of Applied Psychology,Journal of International Business Studies,Personnel Psychology,Journal of Management,Leadership Quarterly,Journal of Organizational Behavior,Journal of Occupational and Organizational Psychology,Journal of Cross-Cultural Psychology。2024年,黄教授再次被斯坦福大学评为世界2%最有影响力的科学家之一。

讲座摘要：

How do upper-level managers exert leadership influence on lower-level employees? Existing leadership research addresses this question by theorizing a “trickle-down” effect, primarily grounded in social learning theory. This research generally predicts a “like father, like son” effect: effective (or ineffective) top managers are likely to cultivate effective (or ineffective) middle managers, who in turn support (or hinder) lower-level employees. In this seminar, I will present two papers that offer fresh insights into some underexplored mechanisms of these trickle-down effects. In Paper One, we demonstrate that the integrity displayed by upper-level managers can create normative pressure that reduces self-serving behaviors among middle managers, as observed by lower-level employees. In Paper Two, drawing from research on third-party metaperception, we show that direct interactions between upper-level leaders and lower-level employees—observed by middle managers—can send powerful signals that mitigate abusive supervision.