2024.5至今 清华大学经济管理学学院和苏世民书院双聘教授，花旗集团国际商务讲席教授

2023.8-2024.5 清华大学经济管理学院和苏世民书院花旗集团国际商务访问讲席教授

2022.5-2024.5 美国俄亥俄州立大学费舍尔商学院终身正教授，德曼学者

2017.6-2022.4 美国俄亥俄州立大学费舍尔商学院终身副教授

在美国俄亥俄州立大学期间，作为博士项目负责人 （2018--2022），负责博士招生，培养，和就业的过程。作为博士生导师和博士论文主席，培养博士生毕业入职美国一流的研究型大学。并担任领导力中心高管教育项目的学术主任 （2021-2023）。

2017.5-2017.6 美国圣母大学门多萨商学院终身副教授

2012.7-2017.5 美国圣母大学门多萨商学院助理教授

清华大学：Global MBA和苏世民学者项目的组织领导力课程，EMBA、EE领导力课程，MIM项目的全球责任领导力课程，以及针对博士生的微观组织管理课程。

俄亥俄州立大学： 全日制MBA课程领导力核心课程，金融硕士和运筹管理硕士的组织领导力课程，博士生的高级组织行为学研讨会，

圣母大学： 管理学原理课程，管理胜任力课程。

胡佳的主要研究领域包括亲社会的团队领导力、团队动机、科技运用以及数据科学对组织领导力和有效性的影响，以及远程办公对家庭和工作的影响。

胡佳的研究主要探讨了当前组织面临的以下问题：

哪些组织领导者的特征和行为能够积极影响团队的长期健康和有效性？

什么因素能够促使组织管理者展现更多的亲社会动机和行为？

科技因素和数据科学如何影响领导的有效性？

远程办公对员工和管理者的工作和家庭体验有怎样的影响？

什么因素促成更多的高层女性管理者的组成？

胡佳教授诚邀对管理学感兴趣、致力于研究如何提高员工福祉与企业管理者有效性的人士申请加入本系的博士或者博士后项目，共同探讨具有理论和实践意义的管理话题。

在国际顶级管理学和应用心理学期刊，比如Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and Personnel Psychology, 发表三十多篇文章。其研究成果曾多次被西方主要媒体报道，其中包括《福布斯》，《财富》，《时代》等。谷歌学术引用超过10,000次 (i10-index=29)。

业界经历：曾担任美国麦肯锡公司的学术咨询，并在中国和美国数十家不同行业不同规模的企业，包括Bristol-Myers Squibb，IBM，美国银行，联想，万科等企业，做过深入的实证研究。

主要学术代表文章：

1. Hu, J. Kim, D., & Lanaj, K. (2024). The benefits of reflecting on gratitude received at home for leaders at work: Insights from three field experiments. Journal of Applied Psychology

2. Hu, J., Zhang, S. Lount, R., & Tepper, B. (2024). When leaders heed the lessons of mistakes: Linking leaders' recall of learning from mistakes to expressed humility. Personnel Psychology.

3. Ren, S., Hu, J., Tang, G., & Chadee, D. (2023). Digital connectivity for work after hours: Its curvilinear relationship with employee job performance. Personnel Psychology, 76, 731-757.

4. Hu, J., Chiang, T. Liu, Y., Wang, Z., & Liu, Y. (2023). Double challenges: How working from home affects dual-earner couples’ work-family experiences. Personnel Psychology, 76, 141-179.

5. Jiang, K., Zhang, Z., Hu, J., & Liu, G. (2022). Retirement intention of older workers: The influences of high-involvement work practices, individual characteristics and economic environment. Personnel Psychology, 75, 929-958.

6. Zhang, S., Hu, J. Chuang, J., & Chiao, Y. (2022). Prototypical leaders reinforce efficacybeliefs: How and when leader-leader exchange relates to team performance. Journal of Organizational Behavior, 43, 1136-1151.

7. Hu, J., Zheng, X., Tepper, B., Li, N., Liu, X., & Yu, J. (2022). The dark side of leadermember exchange: Observers’ reactions to targeted teammates of leader abuse. Human Resource Management, 61, 199-213.

8. Hu, J., He, W., & Zhou, K. (2020). The mind, the heart, and the leader in times of crisis: How and when mortality salience relates state anxiety, job engagement, and prosocial behavior. Journal of Applied Psychology, 105, 1218-1233.

9. Hu, J., Zhang, Z., Jiang, K., & Chen, W. (2019). Getting ahead, getting along, and getting prosocial: Examining extraversion facets, peer reactions, and leadership emergence. Journal of Applied Psychology, 104, 1369-1386.

10. Mitchell, T., Hu, J., & Johnson, L. U. (2019). Diminishing returns of leadership behaviors on leadership emergence. Small Group Research, 50, 759-773.

11. Park, H., Hoobler, J., Wu, J., Liden, R. C., Hu, J., & Wilson, M. (2019). Abusive supervision and employee deviance: A multifoci justice perspective. Journal of Business Ethics, 158, 1113-1131.

12. Anand, S., Hu, J., Vidyarthi, P., & Liden, R.C. (2018). Leader-follower relationships as linking pins in the idiosyncratic deals - performance relationship in workgroups. The Leadership Quarterly, 9, 98-708.

13. Hu, J., Erdogan, B., Jiang, K., Bauer, T. N., & Liu, S. (2018). Leader humility and team creativity: The role of team information sharing, psychological safety, and power distance. Journal of Applied Psychology, 103, 313-323.

14. Hu, J., & Judge, T. (2017). Leader-team complementarity: Exploring the interactive effects of leader personality traits and team power distance value on team processes and performance. Journal of Applied Psychology, 102, 935-955.

15. Jiang, K., Hu, J., Liu, S., & Lepak, D. (2017). Understanding employees'  perceptions of human resource practices: Effects of demographic dissimilarity to and relationships with managers and coworkers. Human Resource Management, 56, 69-91.

16. Hu, J., Jiang, K., Mo, S., Chen, H., & Shi, J. (2016). The motivational antecedents and performance consequences of corporate volunteering: When do employees volunteer and when does volunteering help versus harm work performance? Organizational Behavior and Human Decision Processes, 137, 99-111.

17. Jiang, K., Hu, J., Hong, Y., Liao, H., & Liu, S. (2016). Do it well and do it right: The impact of service climate and ethical climate on business performance outcomes and the boundary conditions. Journal of Applied Psychology, 101, 1553-1568.

18. Hu, J., Wayne, S. J., Bauer, T., Erdogan, B., &. Liden, R. C. (2016). Senior executive and self perceptions of fit and performance: A time-lagged examination of newly-hired executives. Human Relations, 69, 1259-1286.

19. Hu, J., Erdogan, B., Bauer, T., Jiang, K., Liu, S., & Li, Y. (2015). There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees. Journal of Applied Psychology, 100, 1228-1238.

20. Hu, J., & Liden, R. C. (2015). Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness. Academy of Management Journal, 58, 1102-1127.

21. Liden, R.C., Wayne, S.J., Meuser, J.D., Hu, J., Wu, J., & Liao, C. (2015). Servant leadership: Validation of a short form of the SL-28. The Leadership Quarterly, 26, 254-269.

22. Liu, S. *, Hu, J., * Li, Y., Wang, Z., & Lin, X. (2014). Examining the cross-level relationship between shared leadership and learning in teams: Evidence from China. The Leadership Quarterly, 25, 282-295. * indicates equal contribution

23. Hong, Y.*, Liao, H.*, Hu, J.*, & Jiang, K.* (2013). Missing link in the service profit chain: A meta-analytic review of the antecedents, consequences, and moderators of service climate. Journal of Applied Psychology, 98, 237-267. * indicates equal contribution

24. Hu, J., & Liden, R. C. (2013). Relative leader-member exchange within team contexts: How and when social comparison impacts individual effectiveness. Personnel Psychology, 66,
127-172.

25. Hoobler, J. M., & Hu, J. (2013). A model of injustice, abusive supervision, and negative affect. The Leadership Quarterly, 24, 256-269.

26. Jiang, K., Lepak, D. P., Hu, J., & Baer, J. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of the mediating mechanism. Academy of Management Journal, 55, 1264-1294. (Lead Article)

27. Hu, J., Wang, Z., Liden, R. C., & Sun, J. (2012). The influence of leader core self-evaluation on follower reports of transformational leadership. The Leadership Quarterly, 23, 860-868.

28. Hu, J., & Liden, R. C. (2011). Antecedents of team potency and team effectiveness: An examination of goal and process clarity and servant leadership. Journal of Applied Psychology, 96, 851-862.

29. Hoobler, J. M., Hu, J., & Wilson, M. (2010). Do workers who experience conflict between the work and family domains hit a "glass ceiling?": A meta-analytic examination. Journal of Vocational Behavior, 77, 481-494.

曾担任美国麦肯锡公司的学术咨询，并在中国和美国数十家不同行业不同规模的企业，包括Bristol-Myers Squibb，IBM，美国银行，联想，万科等企业，做过深入的实证研究。

国际奖项 （研究生期间除外）：

入选斯坦福大学发布的全球前2%顶尖科学家榜单 （2024）；

美国管理学会（Academy of Management）领导力学者协会的“中期职业杰出学者奖”（Mid-Career Standout Scholar Award）（2023）；

在2011至2017年期间，名列全球组织行为学领域领导力学者中最高产的前十名（2019）；

美国工业和组织心理学学会（SIOP）会士（Fellow）（2023）

Poets & Quants评选为“全球最佳的四十位四十岁以下的商学院教授”之一（2021）；

Personnel Psychology年度“最佳评审”奖（2019）；

Management and Organization Review年度“最佳编辑奖”（2021、2023）；

学院或者学校奖项 （研究生期间除外）：

美国俄亥俄州立大学费舍尔商学院“学术成就奖”（Pace Setters Award，2020），

美国俄亥俄州立大学费舍尔商学院“优秀教职工奖”（2021、2019），

圣母大学门多萨商学院的“J. Donnelly Fellow”（2016）

目前，胡佳担任国际顶级应用心理学期刊Journal of Applied Psychology的副主编，同时还担任Management and Organization Review的责任主编，并且是多家一流国际管理学期刊包括Academy of Management Journal, Journal of Management, Organizational Behavior and Human Decision Processes, and Personnel Psychology, Journal of Organizational Behavior, and Human Relations的编委会成员。

在国际学术组织中，胡佳担任美国管理学学会组织行为学分会大区代表，中国管理国际研究学会大区代表。