姓　　名：
陆昌勤
职　　称：
研究员 博导
研究领域：
管理心理学 职业健康心理学 职业心理学 人力资源管理与开发
联系电话：
(010) 62750065
通信地址：
北京大学王克桢楼 邮编 100871
电子邮件：
lucq@pku.edu.cn

研究员，博士生导师。2001年毕业于中国科学院心理研究所应用心理学专业，获理学博士学位，同年入职北京大学心理学系（窝窝视频网），从事管理心理学的教学与科研工作；美国 University of South Florida (2007.8-2008.8)、瑞典 Stockholm University (2014.9-2014.11) 访问学者。

陆昌勤研究员主持、参与多项国家自然科学基金、国家自然科学基金重大研究计划(子课题)、国家科技支撑计划课题，以及国际合作项目；研究成果发表在Journal of Applied Psychology, Personnel Psychology, Journal of International Business Studies, Journal of Organizational Behavior, Journal of Vocational Behavior,《心理学报》等专业期刊；曾获得美国管理学会(AOM)最佳会议论文(“Best Conference Paper”, 2011; 2022)、优秀审稿人(“Outstanding Reviewer”, 2015)，美国工业与组织心理学会(SIOP) "Top Poster" (2012)，北京大学正大奖教金优秀奖 (2004)、教学优秀奖(2018)、曾宪梓优秀教学奖(2019)等荣誉；目前担任国际应用心理学会会刊Applied Psychology: An International Review 副主编, Journal of Managerial Psychology, International Journal of Stress Management (础笔础)等杂志编委，以及国内外多家学术期刊、基金组织评审人。在北京大学为本科生和研究生开设《职业心理学》、《组织管理心理学》、《职业健康心理学》、《职业生涯管理》、《领导行为学》等课程；曾为多家企事业单位和政府机构提供人力资源管理方面的咨询和培训服务。

 

招生与学术合作

欢迎对管理心理学或组织行为学研究感兴趣，并且具有较好数理统计基础的同学加入课题研究组，攻读博士或硕士学位，同时，欢迎研究兴趣相近的学者或博士生进行学术合作。

(1) 不确定情境下个体与组织之间的互动过程

工作场所中的工作与雇佣不安全感、组织变革、技术浸入、数智化转型等事件的一个核心特征是不确定性。在这样的不确定情境下，组织如何激励、留住员工？个体如何适应、主动应对？我们课题组重点从动态的视角来探讨个体与组织在不确定情境下的互动过程及其机制。

(2) 压力情境下个体/团体的主动行为

在面临职场中的压力情境时，个体与团体并不只是消极、被动地适应，也会采取积极、主动的行为。我们课题组主要基于挑战性-阻断性压力模型 (challenge-hindrance stressor framework)，重点关注个体与团体在工作压力(包括技术压力-technostress, 数字化工作要求等)情境下的主动行为及其影响因素。

(3) 压力的溢出 (spillover)和传递 (crossover)效应

信息技术的发展让工作与家庭之间边界变得模糊，使得个体在工作与家庭领域的行为相互渗透。我们课题组重点关注工作-家庭冲突、工作-生活平衡、技术-工作-生活领域的互动关系，以及相关的跨文化/地区比较研究等。

 

科研课题：

  1. 信息技术压力下的员工信息安全行为、管理对策及作用效果的机制研究 (国家自然科学基金) 主持
  2. 工作压力影响员工绩效的双重机制研究：基于压力分类的视角 (国家自然科学基金) 主持
  3. 雇佣不安全影响员工绩效与留任的作用机制及对策的纵向研究 (国家自然科学基金) 主持
  4. 工作中支持系统和自我效能感影响职业紧张的作用机制研究 (国家自然科学基金) 主持
  5. 我国若干重点职业人群压力和职业枯竭的评估、预警与干预示范研究 (国家科技支撑计划课题) 子课题负责人
  6. 基于“情景-应对”的国家应急平台体系基础科学问题集成升华研究平台 (国家自然科学基金重大研究计划集成项目) 项目成员
  7. 无领导小组讨论题库开发 委托课题 负责人
  8. International Study of Work and Family (ISWAF) 国际合作
  9. An International Evaluation of Work-Family Balance: Validation of the Work-family Balance Measures and Theoretical Model 国际合作
  10. Collaborative International Study on Managerial Stress Second Phase (CISMS2): Work/ Family Demand and Resources 国际合作

英文论着 (* 为通讯作者)

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.

中文论着

吴仲达, 梁婧涵, 陆昌勤*. 可持续职业生涯：概念、管理策略与研究展望. 外国经济与管理, 2023, 45(6): 68–83

王贝，陆婧晶，陆昌勤．工作与家庭冲突：压力的交叉传递效应．心理与行为研究 ,  2012, 10(2): 149-153

官菊梅，王贝，陆昌勤．基于压力分类视角的社会支持调节作用探讨．北京大学学报 (自然科学版 ) ,  2011, 47(1): 166-174

张韫黎，陆昌勤．挑战性-阻断性压力 (源 )与员工心理和行为的关系：自我效能感的调节作用．心理学报， 2009, 41(6): 501-509

冯冬冬，陆昌勤，萧爱铃．工作不安全感与幸福感、绩效的关系：自我效能感的作用．心理学报， 2008, 40(4): 448-455

凌俐，陆昌勤．心理授权的研究现状．心理科学进展， 2007 , 15(4): 652-658

陆昌勤，凌文辁，方俐洛．管理自我效能感与管理者工作态度和绩效的关系．北京大学学报 (自然科学版 )， 2006,42(2): 275-279

陆昌勤． 21世纪的流感：幸福的杀手 (工作压力 ) . 人民论坛 , 2006,6: 16-18

陆昌勤，凌文辁，方俐洛．管理自我效能感与一般自我效能感的关系．心理学报， 2004, 36(5): 586-592

陆昌勤．工作倦怠感研究及展望．中国心理卫生杂志， 2004, 3: 221-223

陆昌勤，赵晓琳．影响工作倦怠感的社会与心理因素．中国行为医学科学， 2004, 3: 345- 346

陆昌勤，方俐洛，凌文辁．组织行为学中自我效能感研究的历史、现状与思考．心理科学 ,  2002, 3:345-346

陆昌勤，方俐洛，凌文辁．管理者的管理自我效能感．心理学动态 (心理科学进展 ) , 2001, 2:179-185

陆昌勤，方俐洛，凌文辁． “组织学习 ”研究的历史、现状与进展．中国软科学 , 2001, 12: 115-118

陆昌勤，方俐洛，凌文辁． 360度反馈及其在人力资源管理中的效用．中国管理科学 , 2001, 3: 74-80

陆昌勤，方俐洛，凌文辁．管理行为的复杂性 ——公司管理者的核心工作任务分析．中国管理科学， 2000(增刊 ): 302-309