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(1) 不確定情境下個(gè)體與組織之間的互動(dòng)過(guò)程

工作場(chǎng)所中的工作與雇傭不安全感、組織變革、技術(shù)浸入、數(shù)智化轉(zhuǎn)型等事件的一個(gè)核心特征是不確定性。在這樣的不確定情境下，組織如何激勵(lì)、留住員工？個(gè)體如何適應(yīng)、主動(dòng)應(yīng)對(duì)？我們課題組重點(diǎn)從動(dòng)態(tài)的視角來(lái)探討個(gè)體與組織在不確定情境下的互動(dòng)過(guò)程及其機(jī)制。

(2) 壓力情境下個(gè)體/團(tuán)體的主動(dòng)行為

在面臨職場(chǎng)中的壓力情境時(shí)，個(gè)體與團(tuán)體并不只是消極、被動(dòng)地適應(yīng)，也會(huì)采取積極、主動(dòng)的行為。我們課題組主要基于挑戰(zhàn)性-阻斷性壓力模型 (challenge-hindrance stressor framework)，重點(diǎn)關(guān)注個(gè)體與團(tuán)體在工作壓力(包括技術(shù)壓力-technostress, 數(shù)字化工作要求等)情境下的主動(dòng)行為及其影響因素。

(3) 壓力的溢出 (spillover)和傳遞 (crossover)效應(yīng)

信息技術(shù)的發(fā)展讓工作與家庭之間邊界變得模糊，使得個(gè)體在工作與家庭領(lǐng)域的行為相互滲透。我們課題組重點(diǎn)關(guān)注工作-家庭沖突、工作-生活平衡、技術(shù)-工作-生活領(lǐng)域的互動(dòng)關(guān)系，以及相關(guān)的跨文化/地區(qū)比較研究等。

 

科研課題：

1. 信息技術(shù)壓力下的員工信息安全行為、管理對(duì)策及作用效果的機(jī)制研究 (國(guó)家自然科學(xué)基金) 主持
2. 工作壓力影響員工績(jī)效的雙重機(jī)制研究：基于壓力分類(lèi)的視角 (國(guó)家自然科學(xué)基金) 主持
3. 雇傭不安全影響員工績(jī)效與留任的作用機(jī)制及對(duì)策的縱向研究 (國(guó)家自然科學(xué)基金) 主持
4. 工作中支持系統(tǒng)和自我效能感影響職業(yè)緊張的作用機(jī)制研究 (國(guó)家自然科學(xué)基金) 主持
5. 我國(guó)若干重點(diǎn)職業(yè)人群壓力和職業(yè)枯竭的評(píng)估、預(yù)警與干預(yù)示范研究 (國(guó)家科技支撐計(jì)劃課題) 子課題負(fù)責(zé)人
6. 基于“情景-應(yīng)對(duì)”的國(guó)家應(yīng)急平臺(tái)體系基礎(chǔ)科學(xué)問(wèn)題集成升華研究平臺(tái) (國(guó)家自然科學(xué)基金重大研究計(jì)劃集成項(xiàng)目) 項(xiàng)目成員
7. 無(wú)領(lǐng)導(dǎo)小組討論題庫(kù)開(kāi)發(fā) 委托課題 負(fù)責(zé)人
8. International Study of Work and Family (ISWAF) 國(guó)際合作
9. An International Evaluation of Work-Family Balance: Validation of the Work-family Balance Measures and Theoretical Model 國(guó)際合作
10. Collaborative International Study on Managerial Stress Second Phase (CISMS2): Work/ Family Demand and Resources 國(guó)際合作

英文論著 (* 為通訊作者)

Xu, X. M*., Cropanzano, R., McWha-Hermann, I., & Lu, C. Q*. (2024). Multiple salary comparisons, distributive justice and employee withdrawal. Journal of Applied Psychology.

Beham, B., Ollier-Malaterre, A., Allen, T. D., ... Lu, C. Q et al. (2023). Humane orientation, work–family conflict, and positive spillover across cultures. Journal of Applied Psychology, 108(10), 1573–1597.

Allen, T., Beham, B., Ollier-Malaterre, A., ... Lu, C. Q et al. (2023). Boundary management preferences from a gender and cross-cultural perspective. Journal of Vocational Behavior, 148, 103943.

Du, D. Y., Wu, Z. D., & Lu, C. Q*. (2023).Under what stressful context does self-efficacy promote job performance? The role of stressful situation strength. International Journal of Stress Management, 30(1), 27-37.

Wang, M, Y., Lu, L*., & Lu, C. Q*. (2023). The positive potential of presenteeism: An exploration of how presenteeism leads to good performance evaluation. Journal of Organizational Behavior, 44(6), 920-935.

Pellerin, S., Ollier-Malaterre, A., Kossek, E.E. ... Lu. C. Q et al. (2023). The right to disconnect. Stanford Social Innovation Review. https://ssir.org/articles/entry/the_right_to_disconnect

Chan, X. W., Shang, S., Brough, P., Wilkson, A., & Lu, C. Q. (2023). Work, life and COVID-19: A rapid review and practical recommendations for the post-pandemic workplace. Asia Pacific Journal of Human Resources, 61(2), 257-276.

Xu, X. M., Du, D. Y., Johnson, R. E., & Lu, C. Q*. (2022). Justice change matters: Approach and avoidance mechanisms underlying the regulation of justice over time. Journal of Applied Psychology, 107(7), 1070-1093.

Ma, J. C., Ollier-Malaterre, A., & Lu, C. Q*. (2021). The impact of techno-stressors on work–life balance: The moderation of job self-efficacy and the mediation of emotional exhaustion. Computers in Human Behavior, 122, 106811.

Yang, L.Q., Zheng, X.M., Liu, X*., Lu, C. Q*., & Schaubroeck, J. M. (2020). Abusive supervision, thwarted belongingness, and workplace safety: A group engagement perspective. Journal of Applied Psychology, 105(3), 230-244.

Wang, H. J., Chen, X., & Lu, C. Q*. (2020). When career dissatisfaction leads to employee job crafting: The role of job social support and occupational self-efficacy. Career Development International, 25(4), 337-354.

Wang, H. J., LeBlanc, P., Demerouti, E., Lu, C.Q*., & Jiang, L. X. (2019). A social identity perspective on the association between leader-member and job insecurity. European Journal of Work and Organizational Psychology, 28(6), 800-809

Du, D., Bakker, A.B., Derks, D., & Lu, C. Q*. (2018). Does homesickness undermine the potential of job resources? A perspective from the work-home resources model. Journal of Organizational Behavior, 39, 97-112.

Wang, H. J., LeBlanc, P., Demerouti, E., & Lu, C. Q. (2018). Crafting a job in “tough times”: When being proactive is more strongly related to work attachment. Journal of Occupational and Organizational Psychology, 91, 569-590.

Lu, C. Q*., Du, D.Y. Xu, X. M., & Zhang, R. M. (2017). Revisiting the relationship between job demands and job performance: The effects of job security and traditionality. Journal of Occupational and Organizational Psychology, 90, 28-50.

Jang, S., Kim, E., Cao, C. Allen, T. D., Cooper, C. L., ... Lu, C. Q., et al. (2017). Measurement invariance of the satisfaction with life scale across 26 countries. Journal of Cross-Cultural Psychology, 48, 560-576.

Lu, C. Q*., Du, D.Y., & Xu, X. M. (2016). What differentiates employees’ job performance under stressful situations: The Role of general self-efficacy. Journal of Psychology: Interdisciplinary and Applied, 150, 837-848.

Lu, C. Q*., Sun, J. W., & Du, D.Y. (2016). The relationships between employability, emotional exhaustion, and turnover intention: The moderation of perceived career opportunity. Journal of Career Development, 43, 37-51.

Lu, C. Q*., Lu, J. J., Du, D.Y., & Brough, P. (2016). The crossover effects of work-family conflict among Chinese couples: The role of family identity salience. Journal of Managerial Psychology, 31, 235-250.

Wang, H. J., Lu, C. Q*., & Siu, O.L. (2015). Job insecurity and performance: The moderating role of organizational justice and the mediating role of work engagement. Journal of Applied Psychology , 100, 1249-1258.

Lu, C. Q*., Wang, B., Siu, O.L., Lu, L., & Du, D.Y. (2015). Work-home interference and work values in Greater China. Journal of Managerial Psychology, 30, 801-814.

Siu, O. L., Bakker, A.B., Brough, B., & Lu, C. Q*., et al. (2015). A three-wave study of antecedents of work–family enrichment: The roles of social resources and affect. Stress and Health, 31, 306-314.

Lu, L., Lin, Y. H., Siu, O. L., & Lu, C. Q. (2015). The moderating role of intrinsic work value orientation on the dual-process of job demands and resources among Chinese employees. International Journal of Workplace Health Management, 8, 78-91.

Lu, C. Q*., Wang, H.J., Lu, J.J., Du, D.Y., & Bakker, A.B. (2014). Does work engagement increase person-job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior , 84, 142-152.

Wang, H. J., Lu, C. Q*., & Lu, L. (2014). Do people with traditional values suffer more from job insecurity? The moderating effects of traditionality. European Journal of Work and Organizational Psychology , 23, 107-117.

Brough, P., Timms, C., Siu, O.L., Kalliath, T., O’Driscoll, M. P., Sit, C., & Lu, C.Q. (2013). Validation of the Job Demands-Resources Model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement. Human Relation, 66, 1311-1335.

Siu, O.L., Lu, C. Q., & Spector, P.E. (2013). Direct and indirect relationship between social stressors and job performance in Greater China: The role of strain and social support. European Journal of Work and Organizational Psychology, 22, 520-531.

Yang, L. Q., Spector, P. E., Sanchez, J. I., Allen, T. D., Poelmans, S. A., ... Lu, C. Q., et al. (2012). Individualism-collectivism as a moderator of the work demands-strains relationship: A cross-level and cross-national examination. Journal of International Business Studies, 43, 424-443.

Masuda, A. D., Poelmans, S. A., Allen, T. D., Spector, P. E., Lapierre, C. ... Lu, C. Q., et al. (2012). Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction and turnover intentions: A comparison of three country clusters. Applied Psychology, 61, 1-29.

Lu, C. Q., Siu, O.L., Chen, W. Q., & Wang, H, J. (2011). Family mastery enhances work engagement in Chinese nurses: A cross-lagged analysis. Journal of Vocational Behavior , 78, 100-109.

Lu, L., Kao, S. F., Siu, O. L., & Lu, C. Q. (2011). Work stressors, Chinese work values, and work well-being in the Greater China. Journal of Social Psychology, 151, 767-783.

Siu, O.L.*, Lu, J.F., Brough, B., Lu, C. Q., et al. (2010). Role resources and work-family enrichment: the role of work engagement. Journal of Vocational Behavior, 77, 470-480.

Lu, L., Kao, S. F., Siu, O. L., & Lu, C. Q. (2010). Work stressors, Chinese coping strategies, and job performance in the Greater China. International Journal of Psychology, 45, 294-302.

Lu, L., Siu, O. L., & Lu, C. Q. (2010). Does loyalty protect Chinese workers from stress? The role of affective organizational commitment in the Greater China region. Stress and Health, 26, 161-168.

Lu, C. Q*., Siu, O. L., Au, T. A., & Leung, S.W. (2009). Manager’s occupational stress in state-owned and private enterprises in the People’s Republic of China. International Journal of Human Resource Management, 20, 1670-1682.

Zhong, J., You, J. Gan, Y., Zhang, Y., Lu, C. Q., & Wang, H (2009). The relationship of job stress, burnout, depression and physical health among Chinese university teachers. Psychological Reports, 105, 1248-1254.

Spector, P. E., Allen, T. D., Poelmans, S. A. Y., Lapierre, L. M., Cooper, C. L., ... Lu, C. Q., et al. (2007). Cross-national differences in relationships of work demands, job satisfaction and turnover intentions with work-family conflict. Personnel Psychology, 60, 805-835. [Top 20 Best of the Best finalist for the 2008 Kanter Award for work/family research]

Siu, O.L., Lu, C. Q., & Spector, P.E. (2007). Employee’s well-being in Greater China: The direct and moderating effects of general self-efficacy. Applied Psychology, 56 , 288-301.

Lu, C.Q.*, Siu, O.L., & Cooper, C. L. (2005). Managers’ occupational stress in China: The role of managerial self-efficacy. Personality and Individual Differences, 38, 569-578.

Siu, O.L., Spector, P.E., Cooper, C.L., & Lu, C. Q. (2005). Work Stress, self-efficacy, Chinese work values and work well-being in Hong Kong and Beijing. International Journal of Stress Management, 12, 274-288.

Siu, O.L., Lu, C. Q., & Cheng, K.H. (2003). Job stress and work well-being in Hong Kong and Beijing: The direct and moderating effects of organizational commitment and Chinese work values. Journal of Psychology in Chinese Societies, 4, 7-28.

中文論著

吳仲達(dá), 梁婧涵, 陸昌勤*. 可持續(xù)職業(yè)生涯：概念、管理策略與研究展望. 外國(guó)經(jīng)濟(jì)與管理, 2023, 45(6): 68–83

王貝，陸婧晶，陸昌勤．工作與家庭沖突：壓力的交叉?zhèn)鬟f效應(yīng)．心理與行為研究 ,  2012, 10(2): 149-153

官菊梅，王貝，陸昌勤．基于壓力分類(lèi)視角的社會(huì)支持調(diào)節(jié)作用探討．北京大學(xué)學(xué)報(bào) (自然科學(xué)版 ) ,  2011, 47(1): 166-174

張韞黎，陸昌勤．挑戰(zhàn)性-阻斷性壓力 (源 )與員工心理和行為的關(guān)系：自我效能感的調(diào)節(jié)作用．心理學(xué)報(bào)， 2009, 41(6): 501-509

馮冬冬，陸昌勤，蕭愛(ài)鈴．工作不安全感與幸福感、績(jī)效的關(guān)系：自我效能感的作用．心理學(xué)報(bào)， 2008, 40(4): 448-455

凌俐，陸昌勤．心理授權(quán)的研究現(xiàn)狀．心理科學(xué)進(jìn)展， 2007 , 15(4): 652-658

陸昌勤，凌文輇，方俐洛．管理自我效能感與管理者工作態(tài)度和績(jī)效的關(guān)系．北京大學(xué)學(xué)報(bào) (自然科學(xué)版 )， 2006,42(2): 275-279

陸昌勤． 21世紀(jì)的流感：幸福的殺手 (工作壓力 ) . 人民論壇 , 2006,6: 16-18

陸昌勤，凌文輇，方俐洛．管理自我效能感與一般自我效能感的關(guān)系．心理學(xué)報(bào)， 2004, 36(5): 586-592

陸昌勤．工作倦怠感研究及展望．中國(guó)心理衛(wèi)生雜志， 2004, 3: 221-223

陸昌勤，趙曉琳．影響工作倦怠感的社會(huì)與心理因素．中國(guó)行為醫(yī)學(xué)科學(xué)， 2004, 3: 345- 346

陸昌勤，方俐洛，凌文輇．組織行為學(xué)中自我效能感研究的歷史、現(xiàn)狀與思考．心理科學(xué) ,  2002, 3:345-346

陸昌勤，方俐洛，凌文輇．管理者的管理自我效能感．心理學(xué)動(dòng)態(tài) (心理科學(xué)進(jìn)展 ) , 2001, 2:179-185

陸昌勤，方俐洛，凌文輇． “組織學(xué)習(xí) ”研究的歷史、現(xiàn)狀與進(jìn)展．中國(guó)軟科學(xué) , 2001, 12: 115-118

陸昌勤，方俐洛，凌文輇． 360度反饋及其在人力資源管理中的效用．中國(guó)管理科學(xué) , 2001, 3: 74-80

陸昌勤，方俐洛，凌文輇．管理行為的復(fù)雜性 ——企業(yè)管理者的核心工作任務(wù)分析．中國(guó)管理科學(xué)， 2000(增刊 ): 302-309