张晓萌博士现为长江商学院EMBA项目副院长；管理学系行为心理学/组织行为学副教授，终身教授教职；中国社会心理学会整合心理学专委会副主任委员；领导力与行为心理研究中心主任；长江隽永－女性领导力项目学术主任。加入长江商学院前，晓萌教授曾在位于美国华盛顿特区的第一所商学院——美利坚大学Kogod商学院担任管理学副教授，并拥有终身教授教职。她的研究专注于领导力与心理学的交叉领域，包括个人心理韧性与组织复原力、领导力认知、组织激励、团队协作、人才梯队建设以及心理学在这些领域的应用。晓萌教授在多个世界顶级学术刊物上发表过文章，包括《管理学会学报》《应用心理学杂志》《组织科学》《人事心理学》《组织行为与人力决策过程》《管理杂志》《管理研究杂志》以及《人力资源管理评论》等。此外，晓萌教授还曾讲授领导力、管理学原理、组织行为学、组织与人力资源管理、商业政策，以及中国的国际商业惯例实践等课程。她拥有中山大学经济学与工商管理学士学位（荣获优秀毕业生）、美国马里兰大学史密斯商学院组织行为学及人力资源管理博士学位。晓萌教授凭借她出色的学术成果斩获美国佩恩杰出研究成就奖（Paine Award）。晓萌教授于2019年至2026年连续八年入选“中国高被引学者榜单”，并于2026年入选2025全球前2%顶尖科学家榜单。2022年，晓萌教授出版《韧性》和《韧性手册》，并于2022年底上榜“中信出版社2022年度好书”，同时荣获“2022年中信年度致敬作者”奖。在“她势界·2023女性影响力大赏”中获得“年度科教人物”奖。2025年，晓萌教授作为学术主任的“长江隽永－女性领导力”项目荣获全球女性博览会颁发的“女性成长教育奖”。 同年，晓萌教授出版《韧性²》，并荣获京东图书-中信出版“2025年度超级新书”奖。2026年，晓萌教授推出了专为青少年和父母量身打造的新作《点亮内心宇宙—韧性成长手册》。

《领导力与行为心理研究中心专栏》

媒体动态

November, 2022. Keynote Speech: 面向Z世代的韧性领导力，变与不变。哈佛商业评论创刊百年论坛

书籍著作

• 《点亮内心宇宙》 张晓萌2026，得到图书
• 《韧性²-心智升维、韧性锻造的乘数法则》张晓萌、曹理达，2025中信出版社
  荣获京东图书-中信出版2025年度超级新书
• 《韧性-不确定时代的精进法则》张晓萌、曹理达，2022中信出版社
  荣获中信出版社2022年度好书
  荣获中信出版社2022年度致敬作者
• 《韧性手册》2022，中信出版社
• 《重新思考》英中翻译，张晓萌、曹理达、付静仪，2022中信出版社

部分学术研究

• Huai, M., Zhang, X., Kwan, H. K., Lee, C., & Wang, T. (2026 forthcoming). CEO abusive behaviors and firm performance: The roles of TMT behavioral integration and task interdependence. Journal of Business Research. Advance online publication. https://doi.org/xxxxx
• Kwan, H. K., Zhang, X., Zhong, W., & Lee, C. (2026 in press). Do abusive CEOs kill firm innovation in turbulent environments? A moderated mediation model of the CEO–TMT interface. Asia Pacific Journal of Management.
• Qu, H., Zhang, Y., Walter, F., & Zhang, X. (2024). Unpacking the role of job insecurity for employee creativity: A multi-dimensional perspective. Journal of Management. DOI: 10.1177/01492063231213656 
• Kwan, H. K., Chen, Y., Tang, G., Zhang, X., & Le, J. (2024). Benefits of empowering leadership behaviors for actors: An investigation of work engagement and power distance. Asia Pacific Journal of Management.
• Xu, X., Li, M., Kwan, H. K., & Zhang, X. (2023). The antecedents of moral identity: A meta-analytic review. Asia Pacific Journal of Management.
• Huang, G., Zhang, Y., Zhang, X. M., & Long, L. (2021). Job Insecurity, commitment, and proactivity toward the organization and one’s career: Age as a condition. Human Resource Management Journal, 31:532-552. 
• Hill, N. S., Zhang, H., & Zhang, X. M. (2020). The impact of surface and deep acting on employee creativity. Creativity Research Journal, 32-3: 287-298. 
• Liu, X.-Y., Kwan, H. K., & Zhang, X. M. (2020). Introverts maintain creativity: A resource depletion model of gossip. Asia Pacific Journal of Management, 37: 325-344. 
• Zhang, X. M., & Kwan, H. K. (2019). Team behavioral integration links team interdependence with team performance: An empirical investigation in R&D teams. Frontiers of Business Research in China, 13 (1): 7-26. 
• Zhang, X. M., & Kwan, H. K. (2019). Empowering leadership and team creativity: The roles of team learning behavior, team creative efficacy, and team task complexity. In C. Mainemelis, O. Epitropaki, & R. Kark (Eds.), Creative leadership: Contexts and Prospects: 95-121. New York, NY: Routledge. 
• Kwan, H., Zhang, X. M., Liu, J., & Lee, C. (2018) Workplace ostracism and employee creativity: An integrative approach incorporating pragmatic and engagement roles. Journal of Applied Psychology, 103 (12): 1358–1366. 
• Zhang, X. M., & Kwan, H. (2018). Team learning goal orientation and innovation: Roles of transactive memory system and task interdependence. Journal of Business Management and Administration Affair, 1 (109): 2-10.
• Zhang, X. M., & Zhou, J. (2017). Configuring challenge and hindrance contexts for introversion and creativity: Joint effects of task complexity and guanxi management. Organizational Behavior and Human Decision Processes, 143: 54-68 (equal contribution). 
• Zhang, X. M. & Bartol, K. M. (2015). Empowerment and employee creativity: A comprehensive review. In C. Shalley, M. Hitt, & J. Zhou (Eds.) The Oxford Handbook of Creativity, Innovation, and Entrepreneurship. New York: Oxford University Press, 31-45. 
• Zhang, X. M. & Kwan, H. K. (2015). Workplace ostracism and employee performance outcomes: The pragmatic and psychological effects. Academy of Management Best Paper Proceedings. 
• Zhang, X. M., & Zhou, J. (2014) Empowering leadership, uncertainty avoidance, trust, and employee creativity: Interaction effects and a mediating mechanism. Organizational Behavior and Human Decision Processes, 124: 150-164 (equal contribution). 
• Zhang, H. Kwan, H. K., Zhang, X. M., & Wu, L-Z. (2014). High core self-evaluations maintain creativity: A motivational model of abusive supervision. Journal of Management, 40 (4): 1151-1174. 
• Seo, M., Taylor, S., Hill, S., Zhang, X. M., Tesluk, P., & Lorinkova, N. (2012) The role of affect and leadership during organizational change.  Personnel Psychology, 65: 121-165. 
• Wu, L., Yim, F., Kwan, H. K., & Zhang, X. M. (2012) Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies, 49 (1): 178-199. 
• Wang, S., Zhang, X. M., & Martocchio, J. (2011) Thinking outside of the box when the box is missing: role ambiguity and its linkage to creativity. Creativity Research Journal, 23 (3): 211-221. 
• Zhang, X. M., & Bartol, K. M. (2010). The influence of creative process engagement on employee creative performance and overall job performance: A curvilinear assessment. Journal of Applied Psychology, 95 (5):  862-873. 
• Zhang X. M., & Chen, Y., & Kwan, M. (2010). Empowering leadership and creativity in R & D teams: The roles of team learning behavior, team creative efficacy, and team task complexity. Academy of Management Best Paper Proceedings. 
• Zhang, X. M., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity:  The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1): 107-128. 
• Zhang, X. M., Bartol, K. M., Smith, K. G., Pferrer, M., & Khanin, D. (2008). CEO on the edge: Earnings manipulation and stock-based incentive misalignment. Academy of Management Journal, 51 (2): 241-258. 
• Pferrer, M., Smith, K. G., Bartol, K. M., Khanin, D, & Zhang, X. M. (2008). Coming forward: The effects of social and regulatory forces on the voluntary restatement of earnings. Organization Science, 19: 386-403. 
• Somaya, D., Williamson, I. O., & Zhang, X. M. (2007). Combining patent law expertise with R & D for patenting performance. Organization Science, 18 (6): 922-937. 
• Bartol, K. M., & Zhang, X. M. (2007) Networks and leadership development: Building linkages for capacity acquisition and capital accrual.  Human Resource Management Review, 17: 388-401. 
• Zhang, X. M., & Sims, H. P, Jr. (2005). Leadership, collaborative capital, and innovation. In M. Beyerlein, S. Beyerlein, & F. Kennedy (Eds.), Advances in Interdisciplinary Studies of Work Teams.  Elsevier/JAI annual series, Volume 11. JAI Press. 

部分实践研究

• Zhang, X. M. Winning over the "Generation Z" in the workplace: Exploring Motivation. Harvard Business Review (China) June 2024.
• Zhang, X. M. (2022-August). Activating the Resilient Flywheel amist the Crisis. Harvard Business Review (China).
• Zhang, X. M. (2022-February). Organizational resilience: From consensus to empathy. Harvard Business Review (China).
• Zhang, X. M. (2020). H.E.R. leadership: Bridging the gender gap by degendering. Harvard Business Review (China), 11:138-141.
• Zhang, X. M. (2019). Chinese executive leadership transformation: Leading change by change. Harvard Business Review (China), 4: 138-140.