Professor | Yi Mo Shen | Asia Growth Partners

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Name	Yi Mo Shen
Contact Information	shenym1980@126.com
Language ability	Chinese, English
Province	Chongqing

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Name

Yi Mo Shen

Contact Information

shenym1980@126.com

Language ability

Chinese, English

Province

Chongqing

University/Lab Affiliation and Title	Southwest University
Faculty	Psychology
Academic Background & Achievements	2013/12–2014/12 Visiting Scholar: Michigan State University 2010/09–2013/06 PhD: Southwest University
Work Experience	2020/7–Present - Southwest University - Professor 2013/7–2020/6 - Southwest University - Associate Professor 2006/7–2013/6 - Southwest University - Lecturer

University/Lab Affiliation and Title

Southwest University

Faculty

Psychology

Academic Background & Achievements

2013/12–2014/12 Visiting Scholar: Michigan State University
2010/09–2013/06 PhD: Southwest University

Work Experience

2020/7–Present - Southwest University - Professor
2013/7–2020/6 - Southwest University - Associate Professor
2006/7–2013/6 - Southwest University - Lecturer

Areas of Focus	Organizational Behavior and Human Resource Management
Publications	A Dual-Stage Moderated Mediation Model Linking Authoritarian Leadership to Follower Outcomes, Schaubroeck, J. M., Shen, Y., Chong, S., 2017 Benevolent leadership, harmonious passion, and employee work behaviors: A multi-level moderated mediation model, Shen, Y., Chou, W., Schaubroeck, J. M., & Liu, J., 2023 The Roles of Relational Identification and Workgroup Cultural Values in Linking Authoritarian Leadership to Employee Performance, Shen, Y., Chou, W., & Schaubroeck, J. M., 2019 Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator, Shen, Y., Todd, J., Cody, D., Yuan, D., Zhao, L., Dou, Y., & Zhang, Q., 2014 Linking organizational identification with employee outcomes: A moderated mediation model, Ma, C., Yang, B., & Shen, Y., 2022 Humble Leadership Benefits Employee Job Performance: The Role of Supervisor–Subordinate Guanxi and Perceived Leader Integrity, Yang, B., Shen, Y., & Ma, C., 2022 Work Group Climate and Behavioral Responses to Psychological Contract Breach, Shen, Y., Schaubroeck, J. M., Zhao, L., & Wu, L., 2019 Neural time course of emotional conflict control: An ERP study, Shen, Y., Xu, S., Wang, K., & Qiu, J., 2013 团队差序氛围如何影响团队成员的工作表现？一个有调节的中介作用模型的构建与检验, 沈伊默，诸彦含，周婉茹，张昱城，刘军, 2019 辱虐管理与员工创造力：心理契约破坏和中庸思维的不同作用, 沈伊默, 马晨露，白新文, 诸彦含，鲁云林，张庆林，刘军, 2019 仁慈领导与员工创新行为：内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用, 沈伊默, 周婉茹, 张庆林, 2017 两种社会交换对组织公民行为的影响：组织认同和自尊需要的不同作用, 沈伊默，袁登华，张华，杨东，张进辅，张庆林, 2009 从社会交换的角度看组织认同的来源及效益, 沈伊默, 2007 心理契约破坏感对员工工作态度和行为的影响, 沈伊默, 袁登华, 2007 参与式领导如何影响团队成员的工作表现？——有调节的中介效应, 窦运来, 沈伊默, 2021

Areas of Focus

Organizational Behavior and Human Resource Management

Publications

A Dual-Stage Moderated Mediation Model Linking Authoritarian Leadership to Follower Outcomes, Schaubroeck, J. M., Shen, Y*., Chong, S., 2017
Benevolent leadership, harmonious passion, and employee work behaviors: A multi-level moderated mediation model, Shen, Y., Chou, W., Schaubroeck, J. M., & Liu, J., 2023
The Roles of Relational Identification and Workgroup Cultural Values in Linking Authoritarian Leadership to Employee Performance, Shen, Y., Chou, W., & Schaubroeck, J. M., 2019
Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator, Shen, Y., Todd, J., Cody, D., Yuan, D., Zhao, L., Dou, Y., & Zhang, Q., 2014
Linking organizational identification with employee outcomes: A moderated mediation model, Ma, C., Yang, B., & Shen, Y*., 2022
Humble Leadership Benefits Employee Job Performance: The Role of Supervisor–Subordinate Guanxi and Perceived Leader Integrity, Yang, B., Shen, Y*., & Ma, C., 2022
Work Group Climate and Behavioral Responses to Psychological Contract Breach, Shen, Y., Schaubroeck, J. M., Zhao, L., & Wu, L., 2019
Neural time course of emotional conflict control: An ERP study, Shen, Y., Xu, S., Wang, K., & Qiu, J., 2013
团队差序氛围如何影响团队成员的工作表现？一个有调节的中介作用模型的构建与检验, 沈伊默，诸彦含，周婉茹，张昱城，刘军, 2019
辱虐管理与员工创造力：心理契约破坏和中庸思维的不同作用, 沈伊默, 马晨露，白新文, 诸彦含，鲁云林，张庆林，刘军, 2019
仁慈领导与员工创新行为：内部人身份感知的中介作用和领导-部属交换关系差异化的调节作用, 沈伊默, 周婉茹, 张庆林, 2017
两种社会交换对组织公民行为的影响：组织认同和自尊需要的不同作用, 沈伊默，袁登华，张华，杨东，张进辅，张庆林, 2009
从社会交换的角度看组织认同的来源及效益, 沈伊默, 2007
心理契约破坏感对员工工作态度和行为的影响, 沈伊默, 袁登华, 2007
参与式领导如何影响团队成员的工作表现？——有调节的中介效应, 窦运来, 沈伊默*, 2021

Leadership Creativity Destructive Organizational Behavior Workplace Incivility Employee Performance Organizational Identification Psychological Contract Team Dynamics Cultural Values Employee Outcomes

Xiaomin Sun - Central China Normal University

Hongyu Li - Tianjin Normal University

Wenqi Wei - Nanjing Normal University

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