个人简介

  马捷（Yonas Ma），2013年毕业于美国State University of New York at Albany（SUNY-Albany），获硕士学位（人力资源/人事心理学），2018年毕业于美国纽约Hofstra University，获应用组织心理学博士学位(Ph.D.in applied organizational psychology)。曾在美国Hofstra University心理学系任兼职教授、兰州大学管理学院任副教授。担任美国心理学会期刊International Journal of Stress Management编委、顾问编辑。

其主要研究领域为：  

      1、职业压力、心理健康与幸福感(job stress, occupational health & wellbeing)。其中包括挑战性与阻碍性压力源（Challenge/Hindrance Stressors）、职场人际排斥（Workplace ostracism）、应对资源与策略（resources & coping strategies）、适应过程的个体差异（individual differences in stress adaptation）等。

      2、员工优势、创造力、卓越体验（employee strength, creativity, transcendent experience）。其中包括好奇心（curiosity）、个体和团队创造力（creativity）、无常观 （insight into impermanence）、自我怜悯（self-compassion）等。

  3、人格的变化与社会化效应（personality change & interindividual implications）。该领域研究课题主要关注人格特质变异和在人际间的传递效果。

      本人为第一作者的研究成果已发表在Organizational Behavior and Human Decision Processes (ABS-4,FT-50), Journal of Organizational Behavior (ABS-4), Journal of Occupational Health Psychology (ABS-4), Journal of Vocational Behavior (ABS-4)等应用心理学/组织行为学权威期刊。主编出版英文学术专著一本。主持自然科学基金青年项目和教育部人文社科青年项目各一项。招收心理学学术型硕士。

发表论文

• Ma, J. Y. (2023). Curious supervisor puts team innovation within reach: Investigating supervisor trait curiosity as a catalyst for collective actions. Organizational Behavior and Human Decision Processes, 175, 104236.

• Wang, Y., Ma, J. Y.,* Yuan, M., & Chen, C. C. (2022). More pain, more change? The mediating role of presenteeism and the moderating role of ostracism. Journal of Organizational Behavior. *通讯作者

• Peng, Y., Park, Y., Su, S., & Ma, J. (2022). Developing and Testing a Model of Dynamic Changes in Work–School Conflict and Workplace Deviance Over Time. Journal of Business and Psychology, 1-17.

• Liu, C., Li, L., Li, H., Bruk‐Lee, V., Ma, J., & Liu, Y. (2022). Supervisor–employee task conflict and supervisor ostracism: The moderating effect of interpersonal harmony values. Applied Psychology: an International Review.

• Zhu, Y., Nong, M., Wang, Y., & Ma, J. (2022). When and why does prosocial rule-breaking behavior fall into dilemma? A moral balancing perspective. Current Psychology, 1-17.

• Bao, H., Liu, C., Ma, J., Feng, J., & He, H. (2022). When Job Resources Function as a Stress Buffer: A Resource Allocation Perspective of the Job Demands-Resources Model. Personality and Individual Differences, 192, 111591. *通讯作者

• Ma, J., Liu, C., Bao, H., & Gu, X. (2022). How to ward off the threat of workplace ostracism? The merit of self-compassion. Personality and Individual Differences, 187, 111396.

• Ma, J., Zeng, Z., & Fang, K. (2022). Emotionally savvy employees fail to enact emotional intelligence when ostracized. Personality and Individual Differences, 185, 111250.

• Ma, J., Peng, Y., & Wu, B. (2021). Challenging or hindering? The roles of goal orientation and cognitive appraisal in stressor‐performance relationships. Journal of Organizational Behavior, 42, 388-406.

• Ma, J., Liu, C., Peng, Y., & Xu, X. (2021). How do employees appraise challenge and hindrance stressors? Uncovering the double-edged effect of conscientiousness. Journal of Occupational Health Psychology, 26(3), 243–257.

• Wang, Y., Ma, J.,  & Wang, T. (2021). Do all female directors have the same impact on corporate social responsibility? The role of their political connection. Asia Pacific Journal of Management. Advanced Online Publication. (Corresponding Author). *通讯作者

• Ma, J., Tu, H., Zhang, P., Fan, L., Cheng, B., & Ma, J. (2021). Can work–family conflict influence purchase preference? Experiential vs. material consumption. Journal of Business Research, 135, 620-632.

• Peng, Y., Ma, J., Zhang, W., & Jex, S. (2021). Older and Less Deviant? The Paths Through Emotional Labor and Organizational Cynicism. Work, Aging and Retirement, 7(1), 20-30.

• Ma, J., Sachdev, A.R, & Gu, X. (2020). Being Oneself and Doing Great: The Effect of Self-authenticity on Job Performance and the Role of Supportive Leadership. Journal of Personnel Psychology, 19 (2), 75-85.

• Ma, J., Kerulis, A. M., Wang, Y., & Sachdev, A. R. (2020). Are Workflow Interruptions a Hindrance Stressor? The Moderating Effect of Time-Management Skill. International Journal of Stress Management. 27. 252-261.

• Peng, Y., Xu, X., Ma, J., & Zhang, W. (2020). It Matters! Emotion Regulation Strategy Use Moderates the Relationship Between Abusive Supervision and Supervisor-Directed Deviance. Occupational Health Science, 4(4), 471-491.

• Peng, Y., Xu, X., Matthews, R., & Ma, J. (2020). One size fits all? Contextualizing family-supportive supervision to help employees with eldercare responsibilities. Journal of Occupational Health Psychology, 25 (5), 368-383.

• Peng, Y., Jex, S., Zhang, W., Ma, J., & Matthews, R. A. (2020). Eldercare demands and time theft: Integrating family-to-work conflict and spillover-crossover perspectives. Journal of Business and Psychology, 35, 45-58.

• Ma, J., & Liu, C. (2019). The Moderating Effect of Emotional Intelligence on the Relationship between Supervisor Conflict and Employees’ Counterproductive Work Behaviors: A Longitudinal study. International Journal of Conflict Management, 30, 227-245.

• Ma, J., & Peng, Y. S. (2019). The Performance Costs of Illegitimate Tasks: The Role of Job Identity and Flexible Role Orientation. Journal of Vocational Behavior, 110, 114-154. 

学术专著  

Liu,C.,&Ma,J.(Eds.). (2021). Workplace Ostracism: Its Nature, Antecedents, and Consequences. Palgrave Macmillan, Cham.

科研项目

• 国家自然科学基金，青年基金项目，72002090，创新工作要求的“双刃剑”效应及其作用机制:基于认知评估视角的多层次研，2021-1至2023-12，主持

• 教育部人文社科研究，青年基金项目，20XJC630005，动力还是压力:挑战性压力源双效应的 心理机制和个体差异研究，2020-1 至 2022-12，主持