苗 青

发布时间:2018-04-23浏览次数:66



职  称:教授

电子邮箱:mqok@163.com

个人主页:http://person.zju.edu.cn/mq



所属学科


管理学



研究领域


人力资源管理

公益慈善



重要课题(负责人)



  1. 国家自然科学基金面上项目,《双重底线、双元合法与双性组织:社会创业核心要素及其影响机制》,2016.12-2020.12

  2. 民政部,《慈善超市发展对策研究》,2016.05-2016.10

  3. 浙江省自然科学基金杰出青年项目,《社会创业过程机制基于双重底线领导力模型》,2016.12-2019.12

  4. 浙江省哲学社会科学规划一般项目,《基于二维能力视角的慈善超市:瓶颈分析与提升策略》(16NDJC169YB),2015.10-2016.12

  5. 国家民间组织管理局,《基于利益相关者视角的慈善组织公信力评价体系开发及应用研究》(2015-MZR001-31),2015.04-2015.12


  6. 科技部,《中韩青年科学家交流项目》(I20140041),2014.09-2015.04

  7. 国家自然科学基金面上项目,《创始CEO领导力、高成长创业行为与创业绩效的纵向研究与实验模拟》(71272166),2012.09


  8. 浙江省社科联、法学会研究项目,《和谐劳资关系创建中的企业工会职能转变》(2008HN13),2008.05

  9. 国家社科基金青年项目,《中小企业二次创业决策的行为经济学分析》(08CJL016),2008.07-2010.12

  10. 浙江省社会科学规划一般项目,《科技创新的人才集聚环境:要素评价及优化建议——基于浙江省不同地区的实证研究》(08ZXSJ005YB),2008.07-2008.12

  11. 国家自然科学基金国际合作项目,《中国和苏格兰中小企业国际创业比较研究》,2008.12

  12. 国家自然科学基金面上项目,《机会识别与公司创业决策机制研究》(70702020),2007.9

  13. 浙江省人文社会科学研究基地重点项目,《和谐劳资关系创建过程中的工会职能转变及其效能评估——基于浙江省企业工会实证研究》(07JDLB004Z),2007.12-2009.06

  14. 第四十批国家博士后基金资助一等奖项目,《典型人群的自主创业:决策、模式与绩效》(20060400329),2006.12。



主要代表作品


主要著作

  1. 《人力资源管理研究与实践:前沿量表》(独著),浙江大学出版社,2015年。

  2. 《团队管理成就卓越的基石》(独著),浙江大学出版社,2014年。

  3. 《社会企业链接商业与公益》(独著)浙江大学出版社,2014年。

  4. 《团队管理:理念与实务》(独著),浙江大学出版社,20073月。

  5. 《公司创业-机会识别与决策机制研究》(独著),专著兵器工业出版社,200612月。


主要论文

  1. 苗青,张晓燕.《从慈善超市到善意经济:新框架和新预见》,《浙江大学学报(人文社会科学版)》,2019(01).

  2. Miao, Q., Eva, N., Newman, A. and Cooper, B.(2018),CEO Entrepreneurial Leadership and Performance Outcomes of Top Management Teams in Entrepreneurial Ventures: The Mediating Effects of Psychological Safety. Journal of Small Business Management.https://onlinelibrary.wiley.com/doi/abs/10.1111/jsbm.12465#

  3. Miao, Q., Newman, A., Schwarz, G. and Cooper, B. (2018), How Leadership and Public Service Motivation Enhance Innovative Behavior. Public Administration Review.78(1):71-81.

  4. Newman, Alexander & Cooper, Brian & Holland, Peter & Miao, Qing* & Teicher, Julian. (2018). How do industrial relations climate and union instrumentality enhance employee performance? The mediating effects of perceived job security and trust in management.Human Resource Management.

    https://doi.org/10.1002/hrm.21921

  5. Eva N, Newman A, Miao Q*, et al.(2018),Antecedents of Duty Orientation and Follower Work Behavior: The Interactive Effects of Perceived Organizational Support and Ethical Leadership[J]. Journal of Business Ethics. https://link.springer.com/article/10.1007/s10551-018-3948-5#citeas

  6. Eva, Nathan; Newman, Alexander; MIAO, Qing*; Cooper, Brian; Herbert, Kendall. (2018),Chief Executive Officer Participative Leadership and the Performance of New Venture Teams. International Small Business Journal. https://doi.org/10.1177/0266242618808558

  7. 苗青,石浩.撬动社会资源:《公益创投评估与SROI实证应用》,《浙江大学学报(人文社会科学版)》, 2018, 4(5): 152-165.

  8. 苗青, 张晓燕.《义利并举何以实现: 以社会企业老爸评测科技有限公司》,《吉林大学学报(人文社会科学版)》,2018,58(2):104-112.

  9. 苗青、张玉:《从老有所乐到老有所为:公益参与的社会补偿效应》,《浙江大学学报(人文社会科学版)》,2017年第5期.

  10. Alexander Newman, Qing Miao*, Peter S. Hofman & Cherrie Zhu.2016.The Impact of Socially Responsible Human Resource Management on Employees’ Organizational Citizenship Behaviour: The Mediating Role of Organizational Identification. The International Journal of Human Resource Management, 27(4) 440-455.

  11. Alexander Newman, Ingrid Nielsen & Qing Miao*. 2015The impact of employee perceptions of organizational corporate social responsibility practices on job performance and organizational citizenship behavior: evidence from the Chinese private sector. International Journal of Human Resource Management,26 (9) :1226-1242.

  12. Alexander Newman , Belinda Allen , Qing Miao* , (2015) "I can see clearly now: The moderating effects of role clarity on subordinate responses to ethical leadership", Personnel Review, Vol.44 Iss: 4, pp.611-628.

  13. Baron, R. A., Zhao, H., & Miao, Q. (2015). Personal motives, moral disengagement, and unethical decisions by entrepreneurs: Cognitive mechanisms on the “Slippery slope”. Journal of Business Ethics, 128(1), 107-118.


  14. Walter, F., Lam, C., van der Vegt, G., Huang, X., & Miao, Q. (2015). Abusive supervision and subordinate performance: Instrumentality considerations in the emergence and consequences of abusive supervision. Journal of Applied Psychology, 100(4), 1056-1072.



  15. Qing Miao, Alexander Newman* & Xu Huang.(2014) The impact of participative leadership on job performance and organizational citizenship behavior: distinguishing between the mediating effects of affective and cognitive trust. International Journal of Human Resource Management, 25(20): 2796-2810.



  16. Yingying Zhou and Qing Miao*.(2014) Servant leadership and affective commitment in the Chinese public sector: the mediating role of perceived organizational support. Psychological Reports, 115(2): 381-395.



  17. Miao, Q*., Newman, A., Schwarz, G. and Xu, L. (2014), Servant leadership, Tust, and the Organizational commitment of public sector empoyees in China. Public Administration, 9(3): 727–743.



  18. Alexander Newman, Kohyar Kiazad, Qing Miao*, Brian Cooper.(2014) Examining the Cognitive and Affective Trust-Based Mechanisms Underlying the Relationship Between Ethical Leadership and Organisational Citizenship: A Case of the Head Leading the Heart? Journal of Business Ethics, 123(1):113-123.



  19. Zhu, W., Wang, G., Zheng, X., Liu, T., & Miao, Q. (2013). Examining the role of personal identification with the leader in leadership effectiveness: A partial nomological network. Group & Organization Management, 38(1), 36-67.



  20. Miao, Q., Newman, A*., Sun, Y., & Xu, L. (2013). What factors influence the organizational commitment of public sector employees in China? The role of extrinsic, intrinsic and social rewards.  The International Journal of Human Resource Management, 24(17), 3262-3280.



  21. Miao, Q., Newman, A*., Yu, J., & Xu, L. (2013). The Relationship Between Ethical Leadership and Unethical Pro-Organizational Behavior: Linear or Curvilinear Effects?. Journal of Business Ethics, 116(3), 641-653.



  22. Miao, Q., Newman, A*., Schwarz, G., & Xu, L. (2013). Participative leadership and the organizational commitment of civil servants in China: the mediating effects of trust in supervisor. British Journal of Management, 24(S1), 76-92.



  23. Weichun Zhu, Alexander Newman, Qing Miao*, Angus Hooke. Revisiting the mediating role of trust in transformational leadership effects: Do different types of trust make a difference? The Leadership Quarterly.2013 (24),1:94-105.



  24. Miao Q*. Revisiting the reliability and validity of the entrepreneurial attitude orientation scale in China. Psychological Reports, 2012,111(2):503-508.



  25. Qing Miao, Alexander Newman*,Peter Lamb. Transformational leadership and the work outcomes of Chinese migrant workers: The mediating effects of identification with leader. Leadership, 2012, 8(4): 377-395.



  26. Xu, E., Huang, X., Lam, C. K., & Miao, Q. (2012). Abusive supervision and work behaviors: The mediating role of LMX Journal of Organizational Behavior, 33(4), 531-543.



奖项情况


  1. 合著《人力资源管理研究与实践:前沿量表手册》(苗青、陈思静、宫准、鸿雁),获第十九届浙江省哲学社会科学优秀成果三等奖,201712月。

  2. 独著《社会企业: 链接商业与公益》,获首届中国青年慈善学人 “竹林计划”学术成果 一等奖,20168月。

  3. 论文《信任在变革型领导力中介效应的再检验: 不同类别的信任有区别吗》,获第十八届浙江省哲学社会科学优秀成果三等奖,201511月。

  4. 研究报告《基于利益相关者视角的慈善组织公信力评价体系开发及应用研究》,获民政部社会组织与建设部级课题三等奖,201512月。