Lu Lin  Ph.D.
Professor, Department head, 

Department of Organization Management,
Antai College of Economics & Management,
Shanghai Jiao Tong University, P. R. China
Address: 1954 Hua Shan Rd., Shanghai 200030, P. R. China
Tel: +86-21-5230 1592 E-mail: lulin@sjtu.edu.cn

Education：
Ph. D. in Management, City University of Hong Kong
M.A. in Applied Linguistics, Shanghai Jiao Tong University
B.A. in Scientific English, Xi’an Electronic University of Science and Technology

2011-2014 Serve in the Editorial Review Board of Management and Organization Review (MOR)
Member of International Association of Chinese Management Research(IACMR)
Member of Asian Academy of Management(AAoM)

Consultancy & Training (examples):
“How to give and receive feedback”, a workshop to managers, Novartis (Suzhou).

“Leadership and communication”, a training program to the Economic Development District Administration Committee, Jiangsu.

“Leadership”, a training program to Government officials, Sichuan“Communication”. A workshop to Sales in a garment manufacturing company, Jiangsu.

“Chinese culture workshop” to global managers in Mercedes-benz, Shanghai.

Performance Evaluation consulting project, A multinational pharmaceutical company, Jiangsu.

Research on university-industry cooperation project (Bao Steel-SJTU).

Job analysis and compensation design, a consulting company, Shanghai.

Human resource development project, a manufacturing group, Jiangsu.

Strategic management and knowledge sharing consulting project, a multinational manufacturing company, Chengdu.

Research Interests：
Knowledge management, Conflict management, Cross-cultural Study

Publications:

*  Lin, X., Lu, L., Ozer, M., & Tang, H. 2023. Am I motivated to share knowledge for better innovative performance? An approach and avoidance framework, Journal of Applied Psychology, 108(1), 138-15

*  Lu, L., Li, F., Leung, K. Savani, K., & Morris, M. W. 2018. When can culturally diverse teams be more creative? The role of leaders' benevolent paternalism. Journal of Organizational Behavior, 39(4), 402-415.

*  Meyer, M. W., Lu, L., Peng, J., & Tsui, A. S. 2017. Microdivisionalization: Using Teams for Competitive Advantage. Academy of Management Discovery, 3:3-20.

*   Hon, A.H.Y. and Lu, L. 2016. When will the trickle-down effect of abusive supervision be alleviated? The moderating roles of power distance and traditional cultures. Cornell Hospitality Quarterly, 57(4) 421–433.

* Hon, A.H.Y. and Lu, L. 2015. Are We Paid to Work or to be Creative? The effect of compensation gap on creativity in an expatriate context. Journal of World Business, 50, 1, 159-167.

  *  Hon, A.H.Y., Lu, L., & Chan, W.W.H. 2015. Does cultural value exacerbate or mitigate the effect of perceived compensation gap between locals and expatriates in hotel industry. International Journal of Hospitality Management, 48, 83-91.

* Leung, K., Lin, X., and Lu, L. 2014. Compensation disparity between locals and expatriates in China: A multilevel analysis of the influence of norms. Management International Review, 54, 1, 107-128.

  * Leung, K., Lin, X., and Lu, L. 2014. Compensation disparity between locals and expatriates in China: A multilevel analysis of the influence of norms. Management International Review, 54, 1, 107-128.

  * Hon, A. H. Y. and Lu, L. 2013. Be good for love or for money? The roles of justice in he Chinese hotel industry. International Journal of Contemporary Hospitality Management, 25, 6, 883-902. 

*Hon, A. H. Y., Chan, W. W. H., and Lu, L. 2013. Overcoming work-related stress and promoting employee creativity in hotel industry: The role of task feedback from supervisor. International Journal of Hospitality Management, 33 416-424.    
* Lu, L., Lin, X.W. and Leung, K. 2012. Goal Orientation and Innovative Performance: The Mediating Roles of Knowledge Sharing and Perceived Autonomy. Journal of Applied Social Psychology, 42 SI1, E180-197.

* Leung, K., Huang, G.L., Su, C.H., & Lu, L., 2011. Curvilinear Relationships between Role Stress and Innovative Performance: Moderating Effects of Perceived Support for Innovation. Journal of Organizational and Occupational Psychology, 84, 4, 741-758.

* Hon, A. H.Y., Yang, J., Lu, L., 2011. A cross-level study of procedural justice perceptions. Journal of Managerial Psychology, 26, 8, 700-715.

* Lu, L., Zhou, F. and Leung, K. 2011. Effects of Task and Relationship Conflicts on Individual Work Behaviors. International Journal of Conflict Management, 22, 2, 131 - 150.

* Lu, L. and Chen, X. 2011. Effect of interpersonal harmony on knowledge sharing. Management Review, 1, 68-74. (in Chinese)

* Hon, A.H.Y. and Lu, L. 2010. The mediating role of trust between expatriate procedural justice and employee outcomes in Chinese hotel industry. International Journal of Hospitality Management. 29(4), 669-676.

* Lu, L., and Liang, X.L. 2009. The Mediating Effect of Knowledge Sharing between Interpersonal Interactions and Innovation. Nankai Business Review, (12), 118-123. (in Chinese)

* Lu, L., Leung K., Zhou F. 2008. Consequences of Task Conflict and Relationship Conflict: An individual-level approach. Proceedings of The Third IACMR Conference, Guangzhou.

* Lu, L. and Chang. H.S. 2007. Study on Impact of Goal-orientation to Individual Innovation Behavior; R&D Management, (6), 44-51. (in Chinese)

* Lu L. 2007. Harmony in Conflict Management: A Dualistic Model of Harmony and Its Applications; Psychological Science, (5), 1172-1174. (in Chinese)

* Lu, L., 2007. Effects of Modern Information Technology on Organizational Knowledge Sharing. Study of Productivity, 5, 50-55. (in Chinese)

* Lu, L., Leung, K., 2006. The Challenge of KM at Hewlett Packard China: Why a social sharing approach failed to withstand major change. Knowledge Management Review, Chicago, 9, 20-23.

* Lu, L., Leung, K., Koch, P.T., 2006. Managerial Knowledge Sharing: The interplay of individual, interpersonal, and organizational factors. Management and Organization Review, 2, 15-41.

* Lu, L., 2006. Impact of Interpersonal Relationship on Knowledge Sharing Behaviors with the Organization. Sciences and Scientific Management, 4, 116-121. (in Chinese)

* Leung, K., Lu, L., 2005. Organizational Innovation of Chinese Enterprises: Barriers and Strategies. PKU Business Review, 16, 103-107. (in Chinese)

* Lu, L., Leung, K., Koch, P.T., 2005. Evolution of Knowledge Management and Pitfalls in its Application. Shanghai Management Sciences, 4, 64-65. (in Chinese)

* Gu. Q. & Lu, L.，2005. The Empirical Study of the Relationship between Career Orientation and Career Success of Professionals in China. In S. Zhao (ed.) Human Resource Management a evelopment in a Transitional Economy. Nanjing University Press.

* Leung, K., Lu, L. & Liang, X. 2003. When East and West Meet: Effective Teamwork across Cultures. In M.A. West, D. Tjosvold & K.G., Smith (ed.) International Handbook of Organizational Teamwork and Cooperative working. John Wiley & Sons Ltd., Chichester.

* Leung, K., Koch, P.T. & Lu, L. 2002. A dualistic Model of Harmony and its Implications for Conflict Management in Asia. Asia Pacific Journal of Management, 19, 201-220.

Research Fundings:

A Multi-level Approach to the Effectiveness of Inter-organizational Teams in Supply Chain Management. Funded by the National Natural Science Foundation of China (71672113), 2017-2020.

Explorative Innovation and Exploitative Innovation at Individual Level: The constructs, antecedents and consequences. Funded by the National Natural Science Foundation of China (71272113), 2013-2016.

Research on the Effect of Emotional Ties and Public Goods Donators’ Self-interest Factors on Knowledge Sharing. Funded  by the National Natural Science Foundation of China（70872071）, 2009-2011.

Research on the Harmony Binary Matrix Model and Its Application in Conflict Management. Funded  by the Shanghai Social Science Funds (2005BJB019), 2006-2008.

 

She teaches courses in the field of Management among them are Human Resource Management, Organizational Behaviors, Cross-cultural Management, Communication, Compensation Management, etc.