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lijian 姓 名: 李健
系 别: 工商管理系
职 称: 助理教授,硕士生导师
办 公 室: 工商管理学院
办公电话: 86-731-88822899
移动电话: 18711103958 
E-mail: lijian01@hnu.edu.cn; lijian_phd@126.com

个人简介

个人简介

李健,湖南株洲人,管理学博士,现任湖南大学工商管理学院助理教授(“岳麓学者”晨星B岗),硕士研究生导师。

作为项目负责人主持国家自然科学基金青年项目“跨界知识搜索渠道与策略组合对企业创新绩效的作用机理研究(71502056)”,作为核心骨干成员参与国家自然科学基金重点项目“自主创新背景下我国高技术产业标准化战略与政策研究(71233002)”,国家自然科学基金项目“创业团队知识配置、动态能力生成与绩效评价研究(71673082)”。目前已在国内外管理学科重点学术期刊发表学术论文20余篇,其中SSCI收录国际期刊论文12篇,CSSCI收录11篇(其中重点期刊2篇,两篇论文被人大复印资料全文复印)。发表刊物包括Research Policy, Regional Studies, R&D Management, International Business Review, Journal of Technology Transfer,Scientometrics, Technology Analysis & Strategic Management, Chinese Management Studies, 《经济学动态》、《管理学报》、《科学学与科学技术管理》等。

教育背景

2011-2014: 博士/PhD, 伦敦大学玛丽女王学院/Queen Mary, University of London

2010-2011: 博士/PhD, 湖南大学工商管理学院/Business School of Hunan University

2008-2010: 硕士/MA, 湖南大学工商管理学院/Business School of Hunan University

2004-2008: 本科/BA, 湘潭大学商学院/Business School of Xiangtan University

学术经历

2011-2014  研究助理/RA, 伦敦大学玛丽女王学院/Queen Mary, University of London

学术兼职

作为以下国际期刊的编委会成员/Acted as an editorial member for the following journals

International Journal of  Human Resource Management

作为以下国际期刊的同行评审/Acted as a peer reviewer for the following journals

Research Policy

International Business Review

Technology Analysis & Strategic Management

International Journal of Human Resource Management

Scientometrics

Asia Pacific Journal of Human Resource Management

Chinese Management Studies

招收学生的基本要求

善于均衡工作、家庭与学习的关系,能够投入时间在管理理念学习和思想交流上;具有较为明确的职业发展目标,能够根据老师的指导主动自发地完成课程学习与论文撰写。(欢迎跨专业学生报考,文理兼招)。 

 

讲授课程

本科:管理学,人力资源管理,企业理论。

研究生:管理研究方法论,组织行为与人力资源管理经典文献导读。

研究领域

主要研究领域为企业开放式创新、人力资源管理、知识管理、国际商务。

研究成果

1、论文

[1]Yuan L., Xiao S., Li J., Chen C., Ning L. Leader-member Exchange Differentiation and Team Member Performance: The Moderating Role of the Perception of Organisational Politics, International Journal of Manpower, 2016, forthcoming (SSCI, Impact factor: 0.471, Management: Q4)

Abstract: Purpose – The purpose of this paper is to examine the relationship between LMX differentiation and team members’ job performance. The conceptual model developed in this paper also investigates the moderating role of the perception of organizational politics (POP) in affecting the association between LMX differentiation and team members’ job performance.

Design/methodology/approach – We collect data using a survey from 32 Chinese firms. The questionnaire includes scales measuring LMX, POP, job performance, and demographic variables. The final sample consists of 122 teams with 561 employees. The hypothesized relationships among variables were assessed by using Hierarchical Linear Modeling (HLM).

Findings - Our results show that the higher LMX differentiation the lower level of team members’ contextual performance. We also find that POP significantly positively moderates the relationships between LMX differentiation and team members’ contextual and task performances.

Research limitations/implications – The conceptual model developed and verified in this paper provides essential insights for the research on LMX and job performance. Future studies are suggested to collect cross-national data to examine the conclusions of this study.

Originality/value – The association between LMX differentiation and team members’ job performance is moderated by the degree of POP.

[2]Wang Y., Pan X., Ning L., Li J. Does technological diversification matter for regional innovation capability? Evidence from China, Technology Analysis & Strategic Management, 2016, 28(3): 323-334 (Corresponding author, SSCI, Impact factor: 0.942, Management: Q3)

Abstract: This study empirically examines the relationship between technological diversification and regional innovation capability (RIC) based on 30 Chinese provinces from 2001 to 2011. Our results support the positive role of technological diversification in affecting RIC. We also investigate the moderating effects of R&D investments and openness on the diversification-innovation relationship. The results indicate that R&D investments exert a positive effect on RIC, while openness, measured as foreign direct investment, exerts a negative influence on RIC. We thus argue that the positive diversification-innovation relationship is contingent on multiple factors. Both policy and practical implications are discussed.

[3]Wang Y., Ning L., Li J., Prevezer, M. Foreign Direct Investment Spillovers and the Geography of Innovation in Chinese Regions: The Role of Regional Industrial Specialization and Diversity, Regional Studies, 2016, 50(5): 805-822. (Corresponding author, SSCI, Impact factor: 2.068, Economics: Q1) 

Abstract: Foreign direct investment (FDI) brings technology spillovers, but little is known about the interactive effects of industrial structure at the regional level on how FDI works to bring spillovers. This paper brings together technological spillovers from FDI with impacts on regional innovation through industrial structure. This is important for China as a recipient of FDI which is both regionally skewed and unevenly distributed. Results indicate that inward FDI has positive effects on regional innovation, but that industrial specialization diminishes the positive effects of FDI whilst a more diversified industrial structure enhances spillovers from inward FDI.

[4]Wang Y., Pan X., Ning L., Li J., Chen J. Technology Exchange Patterns in China: An Analysis of Regional Data, Journal of Technology Transfer, 2015, 40(2): 252-272. (Corresponding author, SSCI, Impact factor: 1.181, Management: Q3)

Abstract: There is much interest in technology exchange in the literature, but relatively little research directly provides understanding of technology exchange patterns at a regional level within a country. This study uses a unique dataset of Chinese patent licensing to study technology exchange patterns in thirty Chinese provinces since 2000. Our results indicate that five distinct technology exchange patterns have recently emerged in China: importers, exporters, self-sustainers, active generalists, and isolationists. To illustrate a refined map of these exchange patterns, we used a blockmodel analysis. We found two leading blocks in China that are active in technology exchange within and across blocks. Although many less-developed provinces have begun participating in regional technology exchange networks, the scale of technology exchange in these provinces is lower, and they are more active as net technology importers. Our results provide the basis for firms to form technology strategies and for governors to promote the growth of regional technology exchanges.

[5]Li, J., Dylan S., Ning L. Firm ownership, industrial structure and regional innovation performance in China’s provinces, Technology Analysis & Strategic Management, 2014, 26(9): 1001-1022. (First and corresponding author, SSCI, Impact factor: 0.942, Management: Q3)

Abstract: This paper uses panel data between 2000 and 2010 to explore how firm ownership and regional industrial structures contribute to regional innovation performance in Chinese provinces. Specifically, we explore how the extent of specialisation and diversification in regional industrial structures at the province level fosters both Marshall-Arrow-Romer and Jacobs spillovers, as well as how foreign and state ownership influence regional innovation. We find: (i) China's regional innovation systems benefit from Jacobs but not MAR externalities, with the former spurring higher quality innovation in the form of increased invention patenting; (ii) state-owned enterprises and foreign-invested enterprises advance local innovation, with the latter again fostering higher quality innovation; and (iii) a convergence towards a combination of low specialisation and high diversity in provincial industrial structure is taking place between China's more developed inland coastal provinces and less developed inland provinces. Implications and suggestions for policy-making and future research are discussed.

[6]Wang Y., Li J., Ning L., Zeng D., Gu X., Dynamic patterns of technology collaboration: A case study of the Chinese automobile industry, 1985-2010, Scientometrics, 2014, 101(1): 663-683. (Corresponding author, SSCI, Impact factor: 2.133, Information science: Q1)

Abstract: To investigate patterns of technology collaboration within the Chinese automobile industry, this study employs a unique dataset of patent applications that reveal a record of 64,938 collaborative relations in the industry during the period from 1985 to 2010. Our results indicate that over 60 % of the total collaborations were conducted after China entered the WTO. The invention and utility types of patents account for 98 % of the total collaborations throughout the sample period. Using a network analysis method, we find that the key differences between domestic enterprises collaborating with indigenous enterprises (DD collaboration) and with foreign firms (DF collaboration) are in patent types and technology domains. The DF network is also denser and more centralized than the DD network, although the amount of nodes and links of the DD network is greater than that of the DF collaboration network. The analysis and visualization of the collaboration networks and corresponding largest components reveal that a large number of domestic enterprises prefer to collaborate with top global automobile manufacturers. We also find that a number of universities have become key players in the collaborations among industry, universities and research institutes. This study provides a deeper understanding of technology collaborations from various perspectives and also highlights several avenues for future research.

[7]Yuan L., Yu Y., Li J., Ning L., (2014), Occupational commitment, turnover intention and industrial relations: Evidence from China, Chinese Management Studies, 2014, 8(1): 66-84. (Corresponding author, SSCI, Impact factor: 0.327, Management: Q4)

Abstract: Purpose - The aim of this research is to study the relationships between occupational commitment, industrial relations and turnover intention, as well as the moderating role of turnover intention. 

Design/methodology/approach - Empirical data for this study were collected using a questionnaire survey method. A total of 600 copies of the questionnaire were sent out by post or email to firms and 429 valid responses were finally obtained, yielding a response rate of approximately 71.5 per cent. 

Findings - Except for the limited choices commitment, affective commitment, normative commitment and cumulative costs commitment are found to be significantly and positively related to industrial relations. Employees' turnover intention may be detrimental to industrial relations, as our results show that it has a negative correlation with industrial relations. We also find that it negatively moderates the relationship between occupational commitment and industrial relations. 

Practical implications - Our results shed light on human resource management practices in Chinese firms, and managerial implications are made to enhance Chinese employees' occupational commitment. 

Originality/value - This study extends the current literature and provides new insights into the relationship between the four dimensions of occupational commitment and industrial relations in the Chinese context. It also provides an understanding that this relationship is conditioned on employees' turnover intention.

[8]Yuan L., Li J., (2012), Occupational commitment and labor relations in firms: an empirical study in China, Chinese Management Studies, 6(2): 300-317. (Corresponding author, SSCI, Impact factor: 0.327, Management: Q4)

Abstract: Purpose - The purpose of this paper is to fill the gap in the existing literature regarding relationships between occupational commitment and labor relations in the Chinese context, particularly in Chinese firm settings. 

Design/methodology/approach - Based on well-defined concepts and instruments, the data were collected from 402 human resources (HR) workers in 35 firms, mainly located in Yangtze River Delta, Pearl River Delta and Hunan Province, China. 

Findings - The occupational commitment for HR workers in Chinese firms can be divided in four dimensions: affective commitment, normative commitment, accumulated costs and limited alternatives. There are positive interrelations between the four dimensions of occupational commitment and labor relations. Also, there is a significant correlation among the three-way interactive terms with labor relations. 

Research limitations/implications - Although the results of this paper suggest that the four-dimensional model of occupational commitment can be employed to account the variation of labor relations in China, there is a need to use other samples and additional noted research design variables, e.g. organizational commitment and intent to leave one's job, to explore labor relations more comprehensively and deeply. 

Originality/value - Theoretically, the paper serves as a pioneer research for indigenizing the concept of occupational commitment in the Chinese context, and fills the gap in the existing literature of the subjects being studied. Practically, the results and recommendations in the paper will be useful to those involved in the field of HR management in firms in China.

[9]徐露允,曾德明,李健. 知识网络中心势、知识多元化对企业二元式创新绩效的影响, 管理学报, 2016, 已接受

摘要:知识基础是企业拥有的重要资源及获取竞争优势的关键,企业知识基础结构特征对企业不同类型创新绩效具有重要影响。利用我国738家企业1985-2011年期间在汽车产业申请的专利数据,探讨了企业知识网络中心势对其二元式创新绩效的影响,并分析知识多元化对企业知识网络中心势与二元式创新绩效关系的调节效应。研究结果表明:企业知识网络中心势与利用式创新绩效呈正向关系,企业知识网络中心势与探索式创新绩效呈负向关系;知识多元化对利用式和探索式创新绩效均具有促进作用;知识多元化减弱了知识网络中心势与探索式创新绩效的负向关系,但知识多元化对知识网络中心势与利用式创新绩效正向关系的调节效应不显著。

[10]袁凌,李静,李健. 差序式领导对员工创新行为的影响——基于领导创新期望的调节作用, 科技进步与对策, 2016, 已接受

摘要:基于中国16个省份526名企业员工的问卷数据,运用结构方程模型和层次回归分析,探讨了中国情境下的差序式领导影响员工创新行为的作用机理及边界条件。研究结果表明,差序式领导对员工创新行为有显著正向影响,工作投入在两者之间起部分中介作用,领导创新期望对工作投入与员工创新行为之间的关系起正向调节作用。

[11]袁凌,余悦,李健. 基于信任修复的企业劳资冲突解决策略研究. 华东经济管理, 2015, (2): 158-163. (CSSCI) 该论文被人大复印资料全文复印

摘要:企业劳动关系是组织内部关系的重要组成部分。如何从根源上认识劳资冲突并修复因劳资冲突而破坏的劳动关系成为急需解决的现实问题。文章通过分析信任对企业劳动关系的影响以及信任违背与企业劳资冲突的关系,探寻企业劳资冲突的根本原因,提出运用信任修复来避免和解决企业劳资冲突,以维持稳定的组织内部关系,促进企业和谐发展。

[12]曾德明,刘珊珊,李健. 企业研发国际化及网络位置对创新绩效影响研究——基于中国汽车产业上市公司的分析. 软科学, 2014, (12): 1-6. (CSSCI)

摘要:以2000~2010年上市汽车企业为样本数据,从企业研发国际化及网络中心位置两个方面探讨其对企业创新绩效的影响,并将网络中心位置作为调节变量研究其对研发国际化及创新绩效所起到的作用。研究结果表明,企业在国外设立研发机构对其创新绩效有正向影响,企业处于网络越中心的位置也对其创新绩效越有帮助。在研发国际化对创新绩效的影响中,网络中心位置起到正向调节作用。

[13]袁凌,贾玲玲,李健. 企业劳动关系的员工满意度调查与评价. 系统工程, 2014, (5): 29-36 (CSSCI)

摘要:通过对全国范围内280家企业的劳动关系现状进行调查,运用科学的劳动关系评价指标体系时调查数据进行分析的结果表明,企业劳动关系的员工满意度整体水平良好,但劳动关系各要素的和谐水平有所不同;不同所有制、不同规模和不同地域的企业劳动关系也反映出不同问题。这说明政府、企业和员工需要根据所治理的劳动关系特点和具体情况采取对策,进而促进企业劳动关系的和谐发展。

[14]李健. R&D国际化视角下我国协作研发网络的演化过程与结构特征研究. 科学学与科学技术管理, 2013, (9): (CSSCI)

摘要:运用社会网络分析法构建了基于3752个专利数据的协作研发网络,重点分析了区域层面的网络演化过程以及发明者层面的网络结构特征。研究结果表明,地区开放程度和经济发展水平是影响区域创新主体参与跨国协作研发活动的潜在因素;发达地区的内部和跨国协作研发活动频率及强度远高于与内陆区域之间的合作创新活动,反映出我国在R&D国际化进程中吸收的技术知识更多地聚集在发达地区,先进知识的跨区域流动机制有待进一步完善。

[15]袁凌,李健,许丹. 企业劳动关系研究新进展. 经济学动态, 2012. (2): 110-115. (CSSCI) 该论文被人大复印资料全文复印

摘要:企业劳动关系是近几年来国内外学者关注的热点问题之一。通过对国外文献的梳理,从企业劳动关系的本质与外延、评价方法及结果运用、经济关联研究三个方面进行分析发现,区域化的对比研究及产业内部劳动关系分析正在成为主流,同时对企业劳动关系的评价及经济发展的关联研究也呈现出明显的上升趋势。未来的研究将重点围绕企业劳动关系的评价方法优化及评价结果的推广运用而展开,同时更加关注企业劳动关系的经济关联研究。

[16]袁凌,李健,郑丽芳. 国有企业知识型员工敬业度结构模型及其实证研究. 科技进步与对策, 2012. (3): 150-155. (CSSCI)

摘要:通过对国有企业知识型员工敬业度内在结构的理论分析,提出了理性敬业度和感性敬业度的二维结构,以此为基础辨识其影响因素并提出了研究假设与概念模型。随后以因子分析、相关分析和回归分析为工具,对主要变量间的关系进行了实证检验。研究结果表明,年龄、教育水平、工作特征、工作认可和价值感、公平感、组织管理程序对敬业度的不同维度存在显著影响。

[17]袁凌,李健. 基于价值匹配的知识型员工劳动关系维护机制研究. 科技进步与对策, 2010. 27(23): 147-150. (CSSCI)

摘要:在劳动过程中,知识型员工自身预期价值与企业赋予价值和社会认可价值的背离是激发劳资冲突的根本原因。在知识型员工价值匹配博弈矩阵的基础上,分析了4种博弈策略,并从价值匹配的角度提出了维护知识型员工劳资关系的对策与建议。

[18]袁凌,李健. 中国企业劳资关系内在属性与冲突处理研究. 华东经济管理, 2010. (2): 55-58. (CSSCI) 该论文被评为华东经济管理杂志社年度优秀论文一等奖

摘要:劳资关系的内在属性包括生产资料私有制和劳动力成为商品。转轨时期劳资关系日益紧张,劳资冲突日益频发,影响企业发展和社会稳定。研究表明,加强对劳动者权益的保护以及确立劳资关系利益主体互动协调机制可以缓解劳资冲突,有助于形成和谐劳动关系。

 

2、研究项目

主持

国家自然科学基金青年项目:跨界知识搜索渠道与策略组合对企业创新绩效的作用机理研究(71502056),2016-2018. 项目主持人

参与

[1]国家自然科学重点基金项目:自主创新背景下我国高技术产业标准化战略与政策研究(71233002),主持人:曾德明,2013-2016. 主要研究人员.

[2]国家社会科学基金项目:转轨时期中国企业的劳动关系研究(2009BJL028),主持人:袁凌,2010-2012. 主要研究人员.

[3]国家软科学项目:转轨时期中国企业的劳动关系研究(2009GXS5B064),主持人:袁凌,2009-2011. 主要研究人员.

 

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