Tu, Yidong
	Professor
	Department of Business Administration
	Email: ydtu@whu.edu.cn
	Phone: (+86) 027 687531073
	PhD, Management, Wuhan University, China (2013)
	B.A., Human Resource Management, Wuhan University (2008)

TEACHING AND RESEARCH AREAS

ŸTeaching Programme: Organizational Behavior (Undergraduate, MBA), Human Resource Management (Undergraduate), Leadership (MBA), Management Research Method (Master, Ph.D)

ŸResearch Areas: Leadership, Algorithms based Human Resource Management, Employee Subjective Well-being

ACADEMIC EXPERIENCE

Ÿ2021.11-Present   Professor, Economics and Management School, Wuhan University, China

Ÿ2015.11-2021.11   Associate Professor, Economics and Management School, Wuhan University, China

Ÿ2013.7-2015.11   Assistant Professor, Economics and Management School, Wuhan University, China

INTERNATIONAL EXPERIENCE

Ÿ2014.9-2015.8   Visiting Scholar, School of Business Administration, Seoul National University, Korea

CONSULTING AND TRAINING EXPERIENCE (GOVERNMENT OR CORPORATE)

ŸSeptember 2024: China Construction Bank – Performance Management and Compensation Management

ŸOctober 2024: New Oriental – Managing the New Generation Employees

ŸDecember 2023: CITIC Bank – Strategic Human Resource Management

ŸJune 2023: Dongfeng Motor Corporation – Talent Management

ŸMay 2023: China Railway Construction Engineering Group – Learning Organizations

ŸJune 2022: Central South Architectural Design Institute – Line Managers’ Human Resource Management

SELECTED PUBLICATIONS

Journal Papers (International)

ŸVan Knippenberg, D. Li, J, Tu, Y.*(2024). Team informational resources, information elaboration, and team innovation: Diversity mindset moderating functional diversity and boundary spanning scouting effects, Journal of Occupational and Organizational Psychology, 97(4),1835–1853

ŸYang, Y., Tu, Y., Wang, S., Fan,Y.(2024). How and when future orientation shapes weekly career adaptability, Career Development Quarterly,72(3),189–202.

ŸLu, X., Kluemper, D., Tu, Y. (2023). When Hindrance Appraisal Strengthens the Effect of Challenge Appraisal? The Role of Goal Orientation, Journal of Organizational Behavior, 44(9),1464–1485.

ŸTu, Y., Zhang, Y., Yang, Y., Lu, S (2022). Treat floating people fairly: How compensation equity and multilevel social exclusion influence prosocial behavior among China’s floating population. Journal of Business Ethics, 175(2), 323–338.

ŸTu, Y., Lu, X., Choi, J., Guo, W. (2019). Ethical leadership and team-level creativity: The mediation of psychological safety climate and moderation of supervisory support for creativity. Journal of Business Ethics, 159(2), 551–565.

ŸZhang, S., Tu, Y.* (2018). Cross-domain effects of ethical leadership on employee family and life satisfaction: The moderating role of family-supportive supervisor behaviors. Journal of Business Ethics, 152(4), 1085–1097.

ŸTu, Y., Lu, X. (2016). Do ethical leaders give followers the confidence to go the extra mile? The moderating role of intrinsic motivation, Journal of Business Ethics, 135(1), 129–144.

ŸTu, Y., Lu, X. (2013). How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation, Journal of Business Ethics, 116(2), 441–455.

ŸTu, Y*. Li, D., Wang, H-J (2021). COVID-19 induced layoff, survivors’ COVID-19 related stress and performance: The moderating role of social support, International Journal of Hospitality Management. 95, 102912. [ESI Highly Cited Paper]

ŸWang, S., Tu, Y. *, Zhao, T., Yang, Y. (2022). Focusing on the past, present, or future? Why proactive personality increases weekly subjective well-being, Journal of Happiness Studies, 23(4),1543–1560.

ŸLi, D., Li, Y., Hu, Y., Tu, Y* (2022). How do servant leadership and self-esteem at work shape family performance in China? A resource gain development perspective. Management Decision, 60(3), 550–566.

ŸTu, Y., Lu, X. Wang, S., Liu, Y. (2020). When and why conscientious employees are proactive: A three-wave investigation on employees' conscientiousness and organizational proactive behavior. Personality and Individual Differences, 159, 109865.

ŸTu, Y., Zhang, Y., Lu, X. Wang, S. (2020). Differentiating two facets of trust in colleagues: How ethical leadership influences cross-team knowledge sharing, Leadership & Organization Development Journal, 41(1), 88–100.

ŸWang, S., Li, Y., Tu, Y. * (2019). Linking proactive personality to life satisfaction in the Chinese context: The mediation of interpersonal trust and moderation of positive reciprocity beliefs, Journal of Happiness Studies, 20(8), 2471–2488.

ŸLi, Y., Li, D., Tu, Y.*, Liu, J. (2018). How and when servant leadership enhances life satisfaction. Personnel Review, 47(5), 1077–1093.

ŸTu, Y., Lu, X., Yu, Y. (2017). Supervisors’ ethical leadership and employee job satisfaction: A social cognitive perspective, Journal of Happiness Studies, 18(1), 229–245.

ŸTu, Y., Lu, X. (2016). Work-to-life spillover effect of leader-member exchange in groups: The moderating role of group power distance and employee political skill, Journal of Happiness Studies, 17(5), 1873–1889.

ŸLu, X., Tu, Y.*, Li, Y., Ho, C. (2016). Affective and normative forces between HCHRM and turnover intention in China, Employee Relations, 38(5), 741–754.

ŸTu, Y., Zhang, S. (2015). Loneliness and subjective well–being among Chinese undergraduates: The mediating role of self-efficacy, Social Indicators Research, 124(3), 963–980.

ŸLi, Y., Xu, J, Tu, Y.* Lu, X. (2014). Ethical leadership and subordinates’ occupational well–being: A multi–level examination in China, Social Indicators Research, 116(3), 823–842.

Journal Papers (Domestic)       

ŸLi, Y., Tu, Y. (2012). The Value Orientation of Organizational Citizen Behavior, Management World, issue 5, 1−7.

ŸTu, Y., Lu, X., Guo, W., Wang, Z. (2014). What Benefits Do Ethical Leaders Gain? Ethical Leadership, LMX Mean and Leaders’ Benefits, Acta Psychologica Sinica, 46(9), 1378−1391.

ŸHou, X., Li, Y., Tu, Y. (2014). Work Value of Chinese Millennial Generation: Structure, Measurement and Its Effect on Employee Performance, Acta Psychologica Sinica, 46(6), 823−840.

ŸLiu, Y., Li, Y., Tu, Y., (2016). Why Employees Help Colleagues: A multilevel Study on Leader-Member Exchange and Helping Behavior, Acta Psychologica Sinica, 48(4), 385–397.

ŸLi, Y., Tu, Y.* (2011). Does High LMX Quality Benefit Subordinate’s Career Success?  A Moderated Mediation Study, Acta Psychologica Sinica, issue 8, 941−952.

ŸLi, T., Tu, Y., * Li, Y. (2013). Supervisor-Subordinate Guanxi, Subordinate’s Ingratiation Behavior and Career Success: A Framework of Dramaturgical Theory Analysis, Nankai Management Review, Issue 2, 36−46.

ŸTu, Y., Zhao, T. (2021). Socially Responsible Human Resource Management and Job Pursuit Intention: A Scenario-based Experiment in COVID-19, Human Resource Management Review. 1, 1-16.

ŸWang, S., Li, Y., Guo, W., Tu, Y.* (2020). Ethical Leadership, Perceived Team Justice and Employee Promotive and Prohibitive Voice. Luojia Management Review, 33(2), 65–78.

ŸLu, X., Tu, Y.* (2018). To Share or Not to Share: Knowledge Sharing in a Social Dilemma Perspective, Advances in Psychological Science. 26 (11), 2057–2067.

ŸTu, Y., Lu, X. (2017). Generous Rewards Rouse One to Heroism? A Study on The Mechanism Between Rewards for Creativity and Employee and Team Creativity, Luojia Management Review, 20(1), 62–76.

ŸLu, X., Tu, Y.* (2015). The Short-term Fluctuation of Work Engagement, Advances in Psychological Science. 23(2), 268–279.

ŸLu, X., Tu, Y.* (2014). Contextualization and Generalizability of Organization-Based Self-Esteem, Advances in Psychological Science, 22(1), 130−138.

ŸTu, Y. (2013). Leader-Member Exchange and Employee Helping Behavior: A Three-way Interaction Study, Journal of Management Science. 26(5), 30−38.

ŸLi, Y., Tu, Y., Gao, J. (2012). The Influence of LMX on Employee’s Work Stress and Their Mediating Effects, Chinese Journal of Management, issue 8, 1170−1177.

ŸTu, Y., Li, Y. (2012). Leader-Member Exchange, Multi-Foci Identification and Employee Behavior, Journal of Wuhan University (Social Philosophy), issue 6, 128−132.

Cases and Practical Papers

ŸTu, Y., Du, J., Chung, G., Choi, J. (2012). A Cross-Border M&A in China, in Seoul National University Management Research Center Business Cases. 23 (pp. 119-140) Seoul: Udeumji

Conference Papers (International)

Ÿ2024.8 84th Annual Meeting of the Academy of Management: When SRHRM Encounters Customer Mistreatment: A Cognitive Dissonance Perspective.

Ÿ2024.8 84th Annual Meeting of the Academy of Management: Goal Orientation, Time Pressure, and Job Crafting Profiles

Ÿ2023.6 IACMR Meeting: Bad supervisors Destroy Good practices: How SRHRM and Abusive Supervision Influences Employee Social Performance

Ÿ2022.8, 82nd Annual Meeting of the Academy of Management, Helping or ostracizing? Employee responses to coworker anxiety expression.

Ÿ2022.8, 82nd Annual Meeting of the Academy of Management, How and When Power Distance Oriented Leaders Shape Team Leader-member Exchange Configurations

Ÿ2021.8, 81st Annual Meeting of the Academy of Management, How Challenge and Hindrance Appraisal Jointly Affect Employee Performance?

Ÿ2021.6, IACMR Meeting：How and When LMX Influences Employee Career Satisfaction: The Mediation of Professional Identification and moderation of Job Autonomy

ŸTu, Y. Lu, X., Wang, S.L. Zhou, X. How and When LMX Influences Employee Career Satisfaction: The Mediation of Professional Identification and moderation of Job Autonomy. International Association of Chinese Management Research, Xi-An, 2021.

ŸLu, X., Kluemper, D., Tu, Y. How Challenge and Hindrance Appraisal Jointly Affect Employee Performance? 81st Annual Meeting of the Academy of Management, 2021.

ŸLi, Y., Li, D., Tu, Y., Liu, J. How and when servant leadership enhances life satisfaction, International Association of Chinese Management Research, Wuhan, 2018.

ŸXu, J., Tu, Y., How Ethical Leadership Makes Subordinates Work Happily? The Moderation of Collectivism, International Association of Chinese Management Research, Hong Kong, 2012.

Monography

ŸTu, Y. (2020). Ethical leadership: Enhancing Firm Performance, Team Creativity and Employee Well-Being. Wuhan University Press. Social Science Academic Press. (In Chinese).

ŸTu, Y. (2015). Empirical Study on Employee-Organization Relationship in Social Exchange and Social Identity Theory. Wuhan University Press. (In Chinese).

ŸLi, Y., Tu, Y. (2012). New Farmer Development and New Village Construction, Wuhan University Press. (In Chinese)

RESEARCH GRANTS

Government-funded grants

ŸNational Natural Science Foundation of China. Algorithmic authority: Construct, Structure and its Multi-level Mechanism. (No. 72272115), 2023-2026.

ŸNational Natural Science Foundation of China. The Mechanism between Socially Responsible Human Resource Management and Ethical Leadership Emergence. (No. 71872139), 2019-2022.

ŸHumanity and Social Science foundation of Ministry of Education of China. The Mechanism between Ethical Leadership and Employees’ Occupational Health. (18YJC630164), 2018-2021.

ŸNational Nature Science Foundation of China. Multi-level Study on Ethical leadership, Proactive Personality and Knowledge Sharing in R & D Teams: From the Social Dilemma Perspective (No. 71402127), 2015-2017.

ŸHubei Province Outstanding Young Talent Project, 2023-2026

Ÿ2022 Hubei Provincial Natural Science Foundation Project: "Occupational Health Research for Medical Personnel," 2022-2025, Project No. 2022CFB263

ŸWuhan University Young Scholarship Funding (Humanities and Social Sciences). The Mechanism underlying Ethical Leadership and Employees’ Occupational Health. 2018-2020.

ŸSoft Science Research Project of Hubei Science and Technology Support Program: The Innovative Talent of Enterprise and Team Creativity: A Study in Hubei Province, 2015-2015.

ŸWuhan University Young Scholarship Funding (Humanities and Social Sciences): A Multilevel Research on Ethical Leadership, Organizational Support Climate and Innovation in Organizations, 2015-2017

Corporate-funded grants

ŸKorea Foundation for Advanced Studies, How Ethical Leadership Influences Group and Individual Creativity: An Empirical Study in China, 2014–2015.

International collaborative grants

ŸKorea Foundation for Advanced Studies, How Ethical Leadership Influences Group and Individual Creativity: An Empirical Study in China, 2014–2015

AWARDS AND HONORS

ŸSecond Prize, 4th Teaching Innovation Championship, Wuhan University (2023)

ŸTop Contributing Reviewer at Journal of Business Ethics (2022)

ŸBest paper of Annual Meeting in Hubei Human Resource Management Association (2022, 2023)

ŸMBA Teaching Price (2019)

ŸUndergraduate Teaching Price (2019)

EDITORIAL BOARDS

ŸJournal of Business Ethics Editorial Review Board (2024-)

ŸManagement and Organization Review Ethics Editorial Review Board (2022-2025)

ŸGroup and Organization Management Ethics Editorial Review Board (2022-2025)

INVITED SPEECH AND MEDIA COVERAGE

Ÿ2024.5 Lanzhou University, AI employee, gender and human-AI collabration

Ÿ2023.11 Emlyon Business School, AI-human interaction and collabration

Ÿ2022.11 2022 Annual Meeting of Hubei Human Resource Management Association, keynote speech: Socially Responsible Human Resource Management and its effectiveness

Ÿ2017.10 2017 Annual Meeting of Hubei Human Resource Management Association, keynote speech: Ethical leadership and Subjective Well-being (Wuhan).