个人简介
重庆大学经济与工商管理学院教授，博士生导师。研究方向为人力资源管理与组织行为，研究兴趣包括创新与创造力、绩效薪酬、压力、团队过程与绩效、员工关系管理等。研究成果发表于Journal
of Management, Human Resource Management, Journal of Organizational Behavior,
Journal of Business Ethics, Human Resource Management Journal, International
Journal of Human Resource Management, Asia Pacific Journal of
Management,《管理世界》，《心理学报》，《南开管理评论》等国内外知名管理学期刊。先后主持或承担国家自然科学基金重点国际（地区）合作项目、重点项目、面上项目、青年项目以及教育部人文社会科学项目。
教育经历 信阳师范学院--大学本科毕业 华中科技大学--硕士研究生毕业 华中科技大学--博士研究生毕业 工作经历 信阳林业学校, 1996—2004.
曲阜师范大学, 2004—2010. 华中农业大学, 2014—2018. 重庆大学, 2018—present.
近期论文
查看导师新发文章
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Xu,Y. L., Hao, Q, Ming, F., & Yong, Z*. Career calling and employee innovative behavior: the role of role breadth self-efficacy and supervisor innovation support. Chinese Management Studies, Published online. DOI 10.1108/CMS-03-2024-0208.
张勇, 吴玉兰, 庹艺雯. 领导力与创造力 — 基于CiteSpace的可视化分析. 人力资源管理评论, 2024, 1: 1-20.
张勇、杜雨欣. 快时代的竞争：在时间高压下发挥创造力. 清华管理评论, 2024, (5): 85-90.
Taolin, Wang, Hao Qu, Guanglei Zhang,Hao Zhou, Fengwen, Chen, Yong Zhang*. How and When Does Unethical Pro‐Organizational Behavior Lead to Organizational Deviance? A Moderated Dual‐Path Model. Business Ethics, the Environment & Responsibility, 2025, 34(4): 2408-2422. (SSCI, JCR 1区）
张勇、庹艺雯、张光磊. 人工智能驱动的组织创新与创造力研究：现状、挑战及未来研究展望.中国科学基金. 2024, 38(5): 853-866.
Qi Zhang, Kong Zhou, Yong Zhang*, Ping Zhou & Zhengtang Zhang.Reexamining the relationship between extrinsic rewards and creativity: a study from the creative process engagement perspective. The International Journal of Human Resource Management, 2024, 35(15): 2514-2541 (SSCI, JCR 1区）
晏渝，冯明，张勇*. 职场“佛系”：中国组织情境下的理论构建与实证检验. 心理学报, 2024, 56(5): 594-611.
Qu, H., Frank, W., Zhang, Y*., Zhang, X. M. Unpacking the role of job insecurity for employee creativity: A multidimensional perspective. Journal of Management, 2025, 51(4): 1514– 1546 (FT50 Journal, IF: 13.5, JCR一区, ABS4*级).
Zhang, Y., Qu, H., Frank, W., Liu, W., & Wang, M. X. A new perspective on time pressure and creativity: Distinguishing employees' radical versus incremental creativity. Journal of Organizational Behavior, 2023, 44(9): 1400-1418. (JCR 一区，ABS四星级）
Zhang, Y., He, W., Long, L. R., & Zhang, J. W. Does pay for individual performance truly undermine employee creativity? The different moderating roles of vertical and horizontal collectivist orientations. Human Resource Management. 2022, 61(1): 21-38 (SSCI, FT50 Journal, IF: 6.235, JCR一区, ABS四星级).
Roman, B., Hohmann, S., Walter, F., Lam, C. K., & Zhang, Y*. Formal supervisors’role in stimulating team members’ informal leader emergence: Supervisor and member status as critical moderators. Journal of Organizational Behavior. 2021, 42(7): 913-932. (SSCI, IF: 10.079, JCR一区, ABS四星级).
Ma, Z. X., Gong, Y. P., Long. L. R, & Zhang, Y. Team-level high-performance work systems, self-efficacy and creativity: differential moderating roles of person–job fit and goal difficulty. International Journal of Human Resource Management. 2021, 32(2): 478-511. (SSCI, IF: 6.026, JCR二区, ABS三星级)
Huang, G. H, Zhang, Y*, Zhang, X. M, & Long, L. R. Job insecurity, commitment, and proactivity toward the organization and career: Age as a condition. Human Resouce Management Journal, 2021, 31(2): 532-552. (SSCI, IF: 5.667,JCR一区,ABS四星级).
Zhang, Y., Li, G. Q., & Wang, M. X. How does a team make the most of its creative potential? The role of reward interdependence and knowledge sharing. Nankai Business Review International. 2020, 11(4): 617-634.
Zhang, Y., Long, L. R., Tsung-yu, Wu, & Huang, X. When is pay for performance related to employee creativity in the Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic motivation. Journal of Organizational Behavior, 2015, 36(5): 698-719. (SSCI, IF: 10.079,JCR一区,ABS四星级).
Wang, T. L., Long, L. R., & Zhang, Y.*, & He, W. A Social Exchange Perspective of Employee-Organization Relationships and Employee Unethical Pro-Organizational Behavior: The Moderating Role of Individual Moral Identity. Journal of Business Ethics, 2019, 159(2): 473-489. (SSCI, FT50 Journal, IF: 6.331，JCR一区，ABS三星级).
Ma, Z. X., Long L. R., Zhang Y. *, Zhang J. W., & Lam, C. K. Why do high-performance human resource practices matter for team creativity? The mediating role of collective efficacy and knowledge sharing. Asia Pacific Journal of Management, 2017, 34(3): 565-586. (SSCI, IF: 5.616，JCR二区，ABS三星级).
Zhang, Y., Long, L. R, & Zhang, J. W. Pay for performance and employee creativity: The importance of procedural justice and willingness to take risks. Management Decision. 2015, 53(7): 1378-1397. lead article. (SSCI, IF: 5.589，JCR二区，ABS二星级). Emerald Highly Commended Paper of 2016.
Junwei Zhang, P Matthijs Bal, Muhammad Naseer Akhtar, Lirong Long, Yong Zhang, Zixiang Ma. High-performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality. Asia Pacific Journal of Human Resources, 2019, 57(3): 369-395. (SSCI, IF: 4.143，JCR二区，ABS二星级).
张勇、王明旋、龙立荣. 目标导向如何影响员工创造力——基于创造力要素理论视角的分类研究. 南开管理评论，2022, 25(6): 205-215..（CSSCI）
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