2015   PhD   Organizational Behavior and Human Resource Management   The Hong Kong Polytechnic University      

2009   Master of Management   Human Resource Management    Renmin University of China     

2007   Bachelor of Management   Marketing   Beijing Technology and Business University    

2021/07-   Associate Professor (with tenure)   Shanghai University of Finance and Economics

2018/08-2021/06   Associate Professor (without tenure)   Shanghai University of Finance and Economics

2015/12-2018/07   Assistant Professor   Shanghai University of Finance and Economics

Xu, E., Huang, X., Robinson, S. L., & *Ouyang, K. (2022). Loving or loathing? A power-dependency explanation for narcissists’ social acceptance in the workplace. Journal of Organizational Behavior. Advance online publication. doi: 10.1002/job.2603 (*corresponding author)

Tang, Y., Lam, C. K., *Ouyang, K., Huang, X., Tse, H. H. M. (2022). Comparisons draw us close: The influence of leader-member exchange dyadic comparison on coworker exchange. Personnel Psychology, 75(1), 215–240. doi: 10.1111/peps.12465 (*corresponding author)

Cangiano, F., Parker, S. K., & Ouyang, K. (2021). Too proactive to switch off: When taking charge drains resources and impairs detachment. Journal of Occupational Health Psychology, 26(2),142–154.

Zhou, Y., Huang, X., & Ouyang, K. (2020) Activity or avoidance: Occupational stigma, self-evaluation and task performance. Foreign Economics & Management, 42(8), 50–67. [Journal in Chinese]

Xu, E., Huang, X., *Ouyang, K., Liu, W, & Hu, S. (2020). Tactics of speaking up: The roles of issue importance, perceived managerial openness, and managers' positive mood. Human Resource Management, 59(3), 255–269. (*corresponding author)

*Ouyang, K., Cheng, B. H., Lam, W., & Parker, S. K. (2019). Enjoy your night, stay proactive tomorrow: How off-job experiences shape daily proactivity. Journal of Applied Psychology, 104(8), 1003–1019. (*corresponding author)

*Ouyang, K., *Xu, E., Huang, X., Liu, W., & Tang, Y. (2018). Reaching the limits of reciprocity in favor exchange: The effects of generous, stingy, and matched favor giving on social status. Journal of Applied Psychology, 103(6), 614–630. (*equal contributions)

Zhu, J., Xu, S., Ouyang, K., Herst, D., & Farndale, E. (2018). Ethical leadership and employee pro-social rule-breaking behavior in China. Asian Business & Management, 17(1), 59–81.

*Ouyang, K., Lam, W., & Wang, W. (2015). Roles of gender and identification on abusive supervision and proactive behavior. Asia Pacific Journal of Management, 32(3), 671–691. (*corresponding author)

Lam, C. K., Walter, F., & Ouyang, K. (2014). Display rule perceptions and job performance in a Chinese retail firm: The moderating role of employees’ affect at work. Asia Pacific Journal of Management, 31(2), 575–597.

Xu, S., Wang, Q., Liu, C., Li, Y., & Ouyang, K. (2013). Content and construct of counterproductive work behavior in a Chinese context. Social Behavior and Personality: an international journal, 41(6), 921–932.

Xu, S., & Ouyang, K. (2012). The impact of leader justice and information justice on organizational retaliation behavior: A perspective of referent cognitions theory. Chinese Journal of Management, 9(10), 1457–1463. [Journal in Chinese]