教育背景
2015.09—2020.12 西安交通大学qy千亿球友会，硕博士
2018.09—2019.09 新加坡南洋理工商学院，联合培养博士
2011.09—2015.06 武汉大学，学士
工作经历
2025/01— 至今 qy千亿球友会,千亿球友会,千亿体育球友会 副教授
2021/01—2025/01 qy千亿球友会,千亿球友会,千亿体育球友会，讲师
2017.03—2017.07 香港岭南大学，研究助理
研究领域
领导力; 主动性；学习行为; 内隐理论
主讲课程
数智时代员工培训与开发
组织行为与管理
Organizational Behavior and Management
科研项目
1. 国家自然科学基金委员会，面上项目，72572070，智能助力背后的代价：AI协作对职场垂直与水平人际互动的潜在影响，2026.01至2029.12，40万，主持。
2. 国家自然科学基金委员会，青年项目，72102081，新晋领导感知到的与领导原型的差距对其岗位适应结果的影响：基于领导本人视角的领导力内隐理论，2023.01至2021.12，30万，主持。
3. 国家自然科学基金委员会，面上项目，7187213，基于跨界工作角色设定情境的关系质。
4. 量核心要素、促发因素、影响效应及动态发展研究，2019.01至2021.12，48万元，参加。
5. 教育部人文社会科学研究规划基金项目，18YJA630050，跨文化团队创新力的机制研究，2019.01至2021.12，10万，参加。
学术服务
国际知名期刊《Asia Pacific Journal of Management》（ABS3）编委成员
招生要求
硕博生的基本要求包括，有一定的英语基础，可以顺畅得阅读英文文献，并有一定的英文写作能力；对OBHR领域的一些软件有较熟练的掌握，比如SPSS, MPLUS, R, STATA等。
此外，
1. 自驱力强的学生，自己主动规划时间尽早完成任务，有拖延症的请慎选。
2. 聪明且乐于自我探索的学生，科研中有很多很多东西都是师父领进门修行靠个人，指望“知识喂到嘴里”的请慎选。
3. 科研不是一蹴而就的，大多数时候也不是努力就有结果，很考验韧性，玻璃心的请慎选。
4. 科研是严谨的，需要学生细致且追求完美，“差不多先生/小姐”请慎选。
5. 科研需要努力和运气的叠加，学习导向更容易让人坚持下去，急功近利的请慎选。
1. Li, F., Chen, T., Bai, Y., Liden, R. C., Wong, M-N., & Qiao, Y. (2023). Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance. Journal of Applied Psychology,108(4),660-675. doi: 10.1037/apl0001041 (FT50, IF = 11.802)
2. Bai, Y., Feng, Z., Savani, K., Pinko, J. (2023). A novel bias in managers’allocation of bonuses to teams: Emphasis on team size instead of team contribution. Journal of Behavioral Decision Making, 36(4): e2336. doi: 10.1002/bdm.2336（ABS3，IF=2.3）
3. Bai, Y., Wang, J., Chen, T., & Li, F. (2020). Learning from supervisor negative gossip: The reflective learning process and performance outcome of employee receivers. Human Relations, 73(12): 1689-1717.doi: 10.1177/0018726719866250 (FT50, IF = 5.658)
4. Li, F., Chen, T., Chen, N. Y. F., Bai, Y., Crant, J. M. (2020). Proactive yet reflective? Materializing proactive personality into creativity through job reflective learning and activated positive affective states. Personnel Psychology, 73(3): 459-489. Doi: 10.1111/peps.12370 (ABS4, IF = 4.7)
5. Bai, Y. (2025). Reducing the Risk of Burnout: Role of Implicit Theories About Willpower and Break Entitlement. Paper presented at 85th Annual Meeting of the Academy of Management, Copenhagen, Denmark.
6. Bai, Y., Qin, Y. X., & Zheng, L. (2025). From Colleagues to AI: How AI is Redefining Help-Seeking Behaviors in the Workplace. Paper presented at 85th Annual Meeting of the Academy of Management, Copenhagen, Denmark.
7. Bai, Y., & Pinko, J. (2025). Managers’ and Employees’ Judgment and Decision Making: Novel Theoretical and Empirical Insights. Paper presented at 85th Annual Meeting of the Academy of Management, symposium, Copenhagen, Denmark.
8. Zhang, S. X., & Bai, Y., (2024). Taking in to Thinking Creatively: Roles of Expertise Dependence, Information Elaboration, and LMX. Paper presented at 84th Annual Meeting of the Academy of Management, Chicago, USA.
9. Bai, Y., Feng, Z., & Job, V. (2022). Implicit theories about willpower: Roles of employees' and coworkers' nonlimited willpower beliefs on job persistence and performance. Paper presented at 82th Annual Meeting of the Academy of Management, Seattle, USA.
10. Fan, P., Bai, Y., & Chen, T. (2022). How and when positive feedback seeking benefits supervisor-rated promotability: Roles of role breadth self-efficacy and flexible role orientation. Paper presented at 82th Annual Meeting of the Academy of Management, Seattle, USA.
11. Bai, Y., & Li, F. (2020). Triadic effects of gossip: Gossip receivers’ target-focused emotions as mediators. Paper was accepted by 80th Annual Meeting of the Academy of Management (AOM) symposium session, online virtual meeting.
12. Bai, Y., Wang, J., Chen, T., & Li, F. (2019). Learning from Supervisor Negative Gossip: The Reflective Learning Process. Paper presented at 79th Annual Meeting of the Academy of Management (AOM), Boston, Massachusetts, USA.
