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QIAN Shanshan
2022-11-02 10:33  



Name: QIAN Shanshan

Gender: Female

Email: 202210019@oamail.gdufs.edu.cn



Organizational Behavior (work stress, leadership, proactive behavior)



2016.09—2020.12, PhD, Department of Human Resource Management, Nankai University

2014.09—2016.07, MA in Business Administration, Harbin Institute of Technology

2010.09—2014.06, BA in Human Resource Management, Northeast Agricultural University



June 2022 - now: School of Business, Guangdong University of Foreign Studies



1. Qian, S., Lim, V.K.G., & Gao Y. (2022). Can qualitative job insecurity instigate workplace incivility? The moderating roles of self-compassion and rumination. Career Development International. DOI:10.1108/CDI-11-2021-0280.

2. Qian, S., Yan, L., & Yan, C. (2022). Leader humility as a predictor of employees’ feedback-seeking behavior? The intervening role of psychological safety and job insecurity. Current Psychology, 41,1348-1360.

3. Qian, S., Yuan, Q., Lim, V.K.G., Niu, W., & Liu, Z. (2020). Do job insecure leaders perform less transformational leadership? The roles of emotional exhaustion and trait mindfulness. Journal of Leadership & Organizational Studies, 27(4): 376-388.

4. Qian, S., Yuan, Q., Niu, W., & Liu, Z. (2019). Is job insecurity always bad? The moderating role of job embeddedness in the relationship between job insecurity and job performance. Journal of Management & Organization, 1-17. DOI:10.1017/jmo.2018.77.

5. Yuan, Q.,Qian, S., & Wang, C. (2017). Review and Prospect of Employer Turnover Research. Human Resource Development of China, 4, 6-14.

6. Zhang, L., Qian, S., & Lin, Y. (2016). Model Construction and Its Empirical Test of the Complex Effects of Social Support on Turnover Intention. Science of Science and Management of S.& T, 37(1), 171-180.

Scientific Research Projects

Research on Intrinsic Attributes, Activation Mechanism and Resource Value of the Social Connections between Ex-employees and Organizations: Perspective of Legacy Identification (72072096) (Participant)

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