倪丹

助理教授

电子邮箱：nidan@mail.sysu.edu.cn

研究领域：领导力、正念、人工智能与组织行为

个人介绍

麻花传MDR免费版助理教授，清华大学经济管理学院管理学博士，美国佛罗里达大学沃灵顿商学院联合培养博士生(颁厂颁）。研究聚焦于领导力、正念、人工智能与组织行为等。研究成果发表在国内外知名期刊上。

研究领域

领导力、正念、人工智能与组织行为
 

教育背景

2015 华中师范大学，获管理学学士学位
2021 清华大学，获管理学博士学位    
海外经历
2019-2020 美国佛罗里达大学沃灵顿学院，联合培养

职业经历

2021-至今   麻花传MDR免费版，助理教授

科研服务

现主持1项国家自然科学基金项目；参与1项国家自然科学基金项目、1项国家社会科学基金项目、1项广东省自然科学基金项目

部分研究成果

（#表示共同第一作者；*表示通讯作者）

  1. Ni, D., Zheng, X. M.*, & Liang, L. H. (2022). How and when leader mindfulness influences team member interpersonal behavior: Evidence from a quasi-field experiment and a field survey. Human Relations (FT50), 76(12), 1940-1965.
  2. Li, N.#, Zheng, X.#, Ni, D.*, Kirkman, B. L., Zhang, M., Xu, M., & Liu, C. (2024). Leadership in a crisis: A social network perspective on leader brokerage strategy, intra-organizational communication patterns, and business recovery. Journal of Management (FT50). Advance online publication.
  3. Ni, D., Wu, S.*, Zheng, M. X., & Wu, W. (2024). Expatriate managers' personal financial insecurity indirectly thwarts team innovation: The role of state learning goal orientation. Human Resource Management (FT50). Advance online publication.
  4. Lu, S.#, Wang, L.#, Ni, D.#*, Shapiro, D. L.#, & Zheng, X. M.# (2022). Mitigating the harms of abusive supervision on employee thriving: The buffering effects of employees’ social network-centrality. Human Relations (FT50), 76(9), 1441-1473.
  5. Ni, D., Song, J. W., & Zheng, M. X.* (2025). Coworker support exceeding expectations as a double-edged sword: The role of workplace status. Journal of Management Studies (FT50). Accepted.
  6. Wu, W.#, Ni, D.#*, Barnes, C. M., Wu, S., Peng, X., Cheng, X., & Yu, Z. (2025). Are night owls more robust to commuting? The role of chronotypes in commuting. Human Relations (FT50). Advance online publication.
  7. Venkataramani, V., Lu, S.*, Bartol, K. M., Zheng, X.*, & Ni, D. (2024). Seeing value in novelty: Manager and employee social networks as keys in managers’ idea evaluation and implementation decisions. Journal of Applied Psychology (FT50). Advance online publication. 
  8. Yoon, S.*, Koopman, J., Dimotakis, N., Simon, L. S., Liang, L. H., Ni, D., Zheng, X., Fu, S. (Q.), Lee, Y. E., Tang, P. M., Ng, C. T. S., Bush, J. T., Darden, T. R., Forrester, J. K., Tepper, B. J., & Brown, D. J. (2023). Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency. Journal of Applied Psychology (FT50). Advance online publication. 
  9. Ni, D., Zheng, X. M.*, & Liang, L. H. (2022). Rethinking the role of team mindfulness in team relationship conflict: A conflict management perspective. Journal of Organizational Behavior, 43(5), 878-891.
  10. Ni, D., Wu, W.*, Wu, S. (E.), Zhang, Y., Chen, C., & Zhang, R. (2024). Adopting underdogs’ ideas triggers fairness? When and how underachievers’ voice endorsement promotes team voice. Journal of Organizational Behavior,45(8), 1287-1305.
  11. Ni, D., Yang, M.*, & Chen, W.* (2024). A dual‐path model of observers' responses to peer voice endorsement: The role of instrumental attribution. Journal of Organizational Behavior, 45(1), 39-56.
  12. Ni, D., & Zheng, X.* (2024). Do proactive peers inhibit employee innovative behavior? The roles of team cooperative climate and sense of power. Journal of Vocational Behavior, 152, 104017.
  13. Ni, D., & Zheng, X.* (2023). Does negative performance feedback always lead to negative responses? The role of trust in the leader. Journal of Occupational and Organizational Psychology. Advance online publication. 
  14. Ni, D.#, Song, J. W.#, Zheng, X. M.*, Zhu, J. L., Zhang, M. Y., & Xu, L. X. (2022). Extending a helping hand: How receiving gratitude makes a difference in employee performance during a crisis. Journal of Business Research, 149, 967-982.
  15. Ni, D., Chen, S., Wu, S.*, Kee, D. M. H., Yu, Z., Wu, W., & Chen, C. (2024). Hey, Boss, Please Share! An Exploitative Perspective on Supervisor Idea Credit Taking and Employees’ Reactions. Journal of Business Research,185, 114936.
  16. Ni, D., Yang, M.*, Luo, S., & Chen, W.* (2024). A third-party perspective for examining employee reactions to witnessing coworker incivility towards customers. Journal of Business Research, Advance online publication. 
  17. Ni, D., Zheng, X., & Lin, J.* (2025). Do employees benefit from engaging in status-striving strategies? The roles of leader hostility and leader trust in employees.Journal of Business Research, 192, 115299.
  18. Ni, D., Liu, X.*, & Zheng, X. (2024). Render good for evil? The relationship between customer mistreatment and customer-oriented citizenship behavior. Journal of Business Research, 170, 114349.
  19. Ni, D., Yang, M.*, Chen, W.*, & Che, Y. (2024). Who is to blame for incivility? The influences of family undermining on employee incivility towards customers. Journal of Business Research. Advance online publication.
  20. Ni, D., Zhang, Y., Wu, W.*, Peng, X., & Zheng, M. X. (2025). Deeds speak louder than words: Employees’ responses to supervisors’ word‐oriented and deed‐oriented voice endorsement. Applied Psychology, 74(1), e12602.
  21. Ni, D., Li, N., & Zheng, X. (2024). Why do women entrepreneurs behave dominantly in the workplace, and what does it mean?: A family embeddedness perspective. Group & Organization Management, 49(4), 860-901.
  22. Zheng, X.#, Ni, D.#, Liu, X.*, & Zhang, M. (2022). A mixed blessing? State mindfulness change, ego depletion and counterproductive work behaviour. Journal of Occupational and Organizational Psychology, 96(2), 308-331.
  23. Wu, W., Zhang, Y. H., Ni, D.*, Li, S., Wu, S. X., Yu, Z. Y., Du, Q. Y., & Zhang, X. Y. (2022). The relationship between idiosyncratic deals and employee workplace deviance: The moderating role of exchange ideology.Journal of Vocational Behavior, 135, 103726.
  24. Wu, W.#, Ni, D.#, Wu, S. X., Lu, L.*, Zhang, X. J.*, & Hao, S. Y. (2021). Envy climate and group performance in full-service hotels: The roles of intragroup relationship conflict and competitive climate. International Journal of Contemporary Hospitality Management, 33(10), 3494-3513.
  25. Liu, X., Zheng, X. M., Ni, D.*, & Harms, P. D. (2022). Employee voice and coworker support: The roles of employee job demands and coworker voice expectation. Journal of Organizational Behavior, 43(7), 1271-1286.
  26. Song, L. Jiwen#, Ni, D.#*, Zhu, J.#*, Zheng, X., & Zhu, L. (2024). Servant Leadership and Employee Gratitude: The Moderating Role of Employee Narcissism. Journal of Business and Psychology. Advance online publication. 
  27. Zheng, X. M., Ni, D., Liu, X.*, & Liang, L. H. (2022). Workplace mindfulness: Multidimensional model, scale development and validation. Journal of Business and Psychology, 38(4), 777-801.
  28. Zheng, X. M.#, Ni, D.#, Zhu, J. L.*, Song, L. J., Liu, X.-Y., & Johnson, R. E. (2022). Be mindful in love: Exploring the interpersonal effects of spouse mindfulness on employee work and family outcomes. Applied Psychology, 71(2), 612-639.
  29. Wu, S. X.#, Kee, D. M. H.#, Wu, W.#, Ni, D.#, & Deng, H.#* (2022). Challenging your boss with safe words: Newcomers’ voice, supervisors’ responses, and socialization outcomes. Journal of Vocational Behavior, 138, 103772.
  30. Wu, W., Zhang, X.*, Liu, S., Wu, S., Ni, D., Chen, C., ... & Hou, G. (2025). Releasing pressure but increasing concerns: A daily investigation of supervisors’ social sharing of stress and supervisors' well-being. Journal of Vocational Behavior, 158, 104111.
  31. Liu, X., Mao, J.-Y., Zheng, X. M.*, Ni, D., & Harms, P. (2022). When and why narcissism leads to taking charge: Coworker narcissism and employee comparative identity. Journal of Occupational and Organizational Psychology, 95(4), 758-787.
  32. Liu, X., Mao, J. Y., Ni, D.*, Quan, J., & Zheng, X. (2024). The impacts of supervisor support on employee service performance: A change perspective. Journal of Service Research. Advance online publication. 
  33. Liu, X., Zhang, Y.*, Chen, W.,* Li, W. D., & Ni, D. (2022). Bringing contribution–receipt (im) balance to team–member exchange research: A moderated mediation model. Journal of Organizational Behavior, 44(4), 621-642.
  34. Liu, X., Zheng, X. M., Yu, Y.*, Owens, B. P., & Ni, D. (2022). How and when team average individual mindfulness facilitates team mindfulness: The roles of team relational stress and team individual mindfulness diversity. Journal of Organizational Behavior, 43(3), 430-447.
  35. Wu, S., Zheng, M. X., Ni, D., Chen, C.*, Wang, M., Wu, W., & Zhai, H. (2025). Flattering or embarrassing your boss? An integrated perspective on newcomers’ ingratiation, supervisors’ responses, and work outcomes. Journal of Organizational Behavior, 46(3), 421-447.
  36. Shen, W.*, Liang, L. H., Brown, D. J., Ni, D., & Zheng, X. M. (2021). Subordinate poor performance as a stressor on leader well-being: The mediating role of abusive supervision and the moderating role of motives for abuse. Journal of Occupational Health Psychology, 26(6), 491-506.
  37. Zheng, X. M.#, Liu, X.#*, Liao, H.#, Qin, X.#, & Ni, D. (2022). How and when top manager authentic leadership influences team voice: A moderated mediation model. Journal of Business Research, 145, 144-155.
  38. Chen, C., Zhang, Y., Wu, W.*, Liu, J., Ni, D., Zheng, M. X., ... & Zhang, C. (2025). Not all information is from insiders: Linking information from social media and customers to newcomers’ pride, learning and socialization outcomes. Journal of Occupational and Organizational Psychology, 98(1), e12568.
  39. 倪丹, & 郑晓明*. (2024). 同事帮助行为对观察者的人际影响: 基于社会比较理论. 心理学报, 56(8), 1-16.
  40. 倪丹, 张梦怡*, & 郑晓明. (2024). 工作场所正念对人际反生产行为的双刃剑效应. 管理评论, 36(7), 207-218.
  41. 倪丹*, & 董小炜. (2024). 阶层跨越对员工人际公民行为的双刃剑效应研究. 管理学报, 21(10), 1487-1498.
  42. 张静, 南秀燕, & 倪丹*.&苍产蝉辫;(2023). 资源保存理论视角下员工特质正念对主动行为的影响机制研究. 管理学报, 20(6), 846-855.
  43. 倪丹, 刘琛琳, & 郑晓明*. (2021). 员工正念对配偶家庭满意度和工作投入的影响. 心理学报, 53(2), 199-214.
  44. 倪丹, & 郑晓明*. (2018). 辱虐管理对道德推脱的影响: 基于自我调节理论. 科学学与科学技术管理, 39(7):144-159.
  45. 倪丹, 郑晓明, 刘鑫*, & 张梦怡. (2021). 团队正念如何及何时影响团队有效性——以制造行业A公司为例. 科学学与科学技术管理, 42(6), 164-186.
  46. 邬文兵, 邓慧, 武文*, 倪丹, 张熠华. (2021). 主管工作之余的经历对其辱虐管理的影响研究. 管理评论, 33(7), 227-236.
  47. 张静, 宋继文*, 郑晓明, & 倪丹. (2018). 基于调节性中介模型的领导与下属特质正念对工作投入的影响研究. 管理学报, 15(11), 1629-1637.
  48. 郑晓明, & 倪丹*. (2018). 组织管理中正念研究述评. 管理评论, 30(10), 153-168.
  49. 郑晓明, 倪丹, & 刘鑫*. (2019). 基于体验抽样法的正念对工作-家庭增益的影响研究. 管理学报, 16(3), 360-368.

更新于2025年5月