時(shí)間：9月21日（星期三）上午10:00-11:30
地點(diǎn)：騰訊會(huì)議：253-260-675
報(bào)告人：東北大學(xué)閆佳祺 講師（一級(jí)）
主講人簡(jiǎn)介：
閆佳祺，東北大學(xué)工商偉德國(guó)際1946bv官網(wǎng)講師(一級(jí))，同濟(jì)大學(xué)管理學(xué)博士，悉尼大學(xué)管理學(xué)聯(lián)合培養(yǎng)博士(國(guó)家留學(xué)基金委CSC公派)，上海市優(yōu)秀畢業(yè)生，沈陽市拔尖人才，國(guó)家自然科學(xué)基金委管理科學(xué)部二處同行評(píng)議專家，中國(guó)管理現(xiàn)代化研究會(huì)創(chuàng)業(yè)與中小企業(yè)管理專業(yè)委員會(huì)青年委員會(huì)理事，管理學(xué)學(xué)會(huì)(AOM)會(huì)員，2021管理學(xué)學(xué)會(huì)年會(huì)創(chuàng)業(yè)分論壇主席。擔(dān)任 Human Relations (FT 50 雜志), Journal of Business Research, 《南開管理評(píng)論》，《管理學(xué)報(bào)》等國(guó)內(nèi)外高水平雜志匿名審稿人。主持國(guó)家自然科學(xué)基金、教育部人文社會(huì)科學(xué)基金、遼寧省社會(huì)科學(xué)規(guī)劃基金、中國(guó)博士后科學(xué)基金等項(xiàng)目共8項(xiàng)，學(xué)術(shù)成果發(fā)表于International Journal of Hospitality Management(國(guó)際A+，入選全球前1%的ESI高被引論文，0.1%的ESI熱點(diǎn)論文)，Computers in Human Behavior, The Service Industries Journal, Asia Pacific Journal of Human Resources，International Journal of Manpower，Asian Business & Management,《南開管理評(píng)論》，《管理評(píng)論》，《科學(xué)學(xué)研究》，《科學(xué)學(xué)與科學(xué)技術(shù)管理》，《管理學(xué)報(bào)》。參與撰寫資政建議專報(bào)獲得上海市科學(xué)技術(shù)協(xié)會(huì)調(diào)研宣傳部單篇采納，并獲得副部級(jí)領(lǐng)導(dǎo)批示。研究成果榮獲中國(guó)冶金教育學(xué)會(huì)(國(guó)家一級(jí)學(xué)會(huì))優(yōu)秀學(xué)位論文，同濟(jì)大學(xué)優(yōu)秀博士學(xué)位論文，東北大學(xué)優(yōu)秀碩士學(xué)位論文，第9屆中國(guó)人力資源管理論壇曙明獎(jiǎng)，第6屆中國(guó)人力資源管理論壇優(yōu)秀論文獎(jiǎng)等學(xué)術(shù)獎(jiǎng)勵(lì)。
報(bào)告內(nèi)容簡(jiǎn)介：
Despite being worldwide disaster, the COVID-19 pandemic has also provided an opportunity for renewed discussion about the way we work. By contextualizing in the early periods of China’s ending of lockdown policy on COVID-19, this paper offers evidence to respond to an essential discussion in the field of working from home (WFH): In terms of job performance, can WFH replace working from the office (WFO)? The present study compares job performance in terms of quality and productivity between WFH and WFO from 861 Chinese respondents using entropy balance matching, a quasi-experimental methodology. Results reveal that WFH enhances job performance in terms of job quality but lowers it in terms of job productivity. In addition, the present study aims to capture and empirically measure the variations in fundamental job characteristics in terms of job control and job demand between WFH and WFO by applying the job demand control support model. More specifically, we find that job control items, such as “talking right” and “work rate,” and job demand items, such as “a long time of intense concentration” and “hecticness of the job,” are vital factors that contribute to how these differences exert influence on employees’ performance under the context of the pandemic.
（承辦：組織與人力資源管理系、科研與學(xué)術(shù)交流中心）
