2015  香港理工大学  组织行为学与人力资源管理  博士 

2009  中国人民大学  人力资源管理  硕士         

2007  北京工商大学  市场营销  学士

2021.7-至今          best365体育app best365体育app 人力资源管理系 常任副教授

2018.8-2021.6      best365体育app best365体育app 人力资源管理系 副教授

2015.12-2018.7    best365体育app best365体育app 人力资源管理系 助理教授

Xu, E., Huang, X., Robinson, S. L., & *Ouyang, K. (2022). Loving or loathing? A power-dependency explanation for narcissists’ social acceptance in the workplace. Journal of Organizational Behavior. Advance online publication. doi: 10.1002/job.2603 (*corresponding author)

Tang, Y., Lam, C. K., *Ouyang, K., Huang, X., Tse, H. H. M. (2022). Comparisons draw us close: The influence of leader-member exchange dyadic comparison on coworker exchange. Personnel Psychology, 75(1), 215–240. doi: 10.1111/peps.12465 (*corresponding author)

Cangiano, F., Parker, S. K., & Ouyang, K. (2021). Too proactive to switch off: When taking charge drains resources and impairs detachment. Journal of Occupational Health Psychology, 26(2),142–154.

周晔, 黄旭, 欧阳侃. (2020). 主动抑或回避：职业污名、自我评价和任务绩效. 外国经济与管理, 42(8),50–67.

Xu, E., Huang, X., *Ouyang, K., Liu, W, & Hu, S. (2020). Tactics of speaking up: The roles of issue importance, perceived managerial openness, and managers' positive mood. Human Resource Management. 59(3), 255–269. (*corresponding author)

*Ouyang, K., Cheng, B. H., Lam, W., & Parker, S. K. (2019). Enjoy your night, stay proactive tomorrow: How off-job experiences shape daily proactivity. Journal of Applied Psychology, 104(8), 1003–1019. (*corresponding author)

*Ouyang, K., *Xu, E., Huang, X., Liu, W., & Tang, Y. (2018). Reaching the limits of reciprocity in favor exchange: The effects of generous, stingy, and matched favor giving on social status. Journal of Applied Psychology, 103(6), 614–630. (*equal contributions)

Zhu, J., Xu, S., Ouyang, K., Herst, D., & Farndale, E. (2018). Ethical leadership and employee pro-social rule-breaking behavior in China. Asian Business & Management, 17(1), 59–81.

*Ouyang, K., Lam, W., & Wang, W. (2015). Roles of gender and identification on abusive supervision and proactive behavior. Asia Pacific Journal of Management, 32(3), 671–691. (*corresponding author)

Lam, C. K., Walter, F., & Ouyang, K. (2014). Display rule perceptions and job performance in a Chinese retail firm: The moderating role of employees’ affect at work. Asia Pacific Journal of Management, 31(2), 575–597.

Xu, S., Wang, Q., Liu, C., Li, Y., & Ouyang, K. (2013). Content and construct of counterproductive work behavior in a Chinese context. Social Behavior and Personality: an international journal, 41(6), 921–932.

徐世勇, 欧阳侃. (2012). 基于参照认知理论视角的领导公平与信息公平对组织报复行为的影响研究. 管理学报, 9(10), 1457–1463.