Dr. Kelly Zhengmin PENG
AREA OF EXPERTISE
The Behavioral Side of Management: Emotions (Emotional Intelligence) in workplace; Proactivity at Work, Career Development, Stress, Burnout & Coping, Gender issues & inclusive management.
3. Rao, W. W., Zeng, L. N., Zhang, J. W., Zong, Q. Q., An, F. R., Ng, C. H., Ungvari, G. S., Yang, F. Y., Zhang, J., Peng, K. Z., & Xiang, Y. T. (2019). Worldwide prevalence of falls in older adults with psychiatric disorders: A meta-analysis of observational studies. Psychiatry research, 273, 114-120.
4. Cheung, F. Y. M.*, Peng, K., & Wong, C. S. (2018). Beyond exchange and prosocial motives, is altruistic helping a valid motive for organizational citizenship behavior? Chinese Management Studies, 12(1), 222-242.
5. Wang, Y., Peng, K. Z.*, Mao, Y., & Lan, J. (2018). Development of a Chinese measure on twelve basic emotions and a preliminary test on a two-dimensional model on emotions-job outcome relationship. Asia Pacific Journal of Management, 35(2), 529-564.
6. Peng, K. Z. * (2017). Responding to emotions in China: Gender differences and the emotion-job outcome relationship.
7. Peng, K. Z. * (2017) Exhaustion and emotional demands in China: A large-scale investigation across occupations. Frontiers of Business Research in
8. Liu, L. Y, Peng, K. Z., Wong, C. S., & Mao, Y.* (2017). Different forms of relationship between vocational interests and career maturity in Chinese context. Journal of Career Development, 44(5), 425-439.
9. Lam, L. W., Peng, K. Z.*, Wong, C. S., & Lau, D. (2017). Is more feedback-seeking always better? Leader-member exchange moderates the relationship between feedback-seeking behavior and performance. Journal of Management. 43(7), 2195-2217.
10. Peng, K. Z.*, Wong, C. S., & Song, L. J. (2016). How do Chinese employees react to psychological contract violation? Journal of World Business, 51(5), 815-825.
11. Cheung, M.*, Peng, K. Z., & Wong, C. S. (2014). Supervisor attribution of subordinates’ organizational citizenship behavior motives. Journal of Managerial Psychology, 29(8), 922-937.
12. Liu, L. Y.*, Peng, K. Z., & Wong, C. S. (2014). Career maturity and job attainment: The moderating roles of emotional intelligence and social vocational interest. International Journal for Educational and Vocational Guidance, 14(3), 293-307.
13. Mao, Y., Wong, C. S.*, & Peng, K. Z. (2013). Breaking Institutionalized Corruption: Is the Experience of the
14. Song, L. J.*, Lu, Q., Peng, K. Z., Wong, C. S., & WU, W. (2013). The Effect of Leader Positive Affectivity on Team Member Turnover Intention and Team OCB: A Resource Conservation Perspective. Frontiers of Business Research in
15. Mao, Y. *, Peng, K. Z., & Wong, C. S. (2012). Indigenous research on
16. Chan K. W.*, Wyatt T. A., Peng K. Z., Yiu D. W., & Wong C. S. (2012). Another Angle on the HRM Convergence and Divergence Debate: Preliminary Evidence by comparing a Foreign versus Local Bank in
17. Yan, M.N.*, Peng, K. Z., Francesco, A. M. (2011). The Differential Effects of Job Design on Knowledge Workers and Manual Workers: A Field Quasi-experiment in
18. Wong, C. S.*, Wong, P. M., & Peng, K. Z. (2011). An Exploratory Study on the Relationship between Parents’ Career Interests and the Career Interests of Young Adults, International Journal of Educational and Vocational Guidance, 11(1), 39-54.
19. Wong, C. S., Peng, K. Z.*, Shi, J., & Mao, Y. (2011). Differences between Odd Number and Even Number Response Formats: Evidence from Mainland Chinese Respondents.
20. Peng, K. Z.*, Wong, C. S., & Che, H. S. (2010). The missing link between emotional demands and exhaustion. Journal of Managerial Psychology, 25(7), 777-798.
21. Song, L. J.*, Huang, G. H., Peng, K. Z., Law, K. S., Wong, C. S. & Chen, Z. (2010). Differential effects of general mental ability and emotional intelligence on academic performance and social interactions. Intelligence, 38(1), 137-143.
22. Wong, C. S.*, Wong, P. M., & Peng, K. Z. (2010). Effect of middle-level leader and teacher emotional intelligence on school teachers’ job satisfaction: The case of
23. Peng, K. Z.*, Ngo, H. Y., Shi, J. Q., & Wong, C. S. (2009). Gender differences in the work commitment of Chinese workers: An investigation of two alternative explanations. Journal of World Business, 44 (3), 323-335.
JOURNAL PUBLICATION in CHINESE
1. 彭正敏。(2017) 情感與理智的較量:中國員工如何面對雇傭關係的背叛。清華商業評論，第7-8期，40-45。
2. 劉豔，陳江，黃熾森，彭正敏。(2014) 青年職業興趣量表的開發及其對就業的影響。武漢大學學報，第67期，第6卷，25-32。
3. 黃熾森，張鳳儀，彭正敏。(2012) 傳統智慧跟情緒智慧測驗的信度 – 基於中國樣本的研究。南大商學評論，第9卷，第2期，116-126。
4. 黃熾森，彭正敏，蘭俊棒。(2012) 情緒智力在中國。人力資源管理評論，第1輯，1-13。
5. 馬燕蘭，王建榮，彭正敏，黃熾森。(2010) 護士人格特徵與優質護理行為相關性研究。中國護理管理，第10卷，第5期，58-62。
7. 彭正敏，林絢暉，張繼明，車宏生。(2004) 情緒智力的能力模型。心理科學進展，第12卷，第6期，817-823。
1. Peng, K. Z. & Wu C. H. (2021). Emotion and Proactivity at Work: Prospects and Dialogues. Bristol, UK: Bristol University Press.
2. 劉艷，彭正敏，黃熾森。(2018) 青年職業選擇及發展：基於實證的建議。北京大學出版社。
3. Peng, K. Z., Bindl, U., & Li W. L. (2021). Feeling Energized to Become Proactive: A Systematic Literature Review of the Affect-Proactivity Link. In Peng, K. Z. & Wu C. H. (Eds.) Emotion and Proactivity at Work: Prospects and Dialogues. Bristol, UK: Bristol University Press.
4. Peng, K. Z. & Wu C. H. (2021). Emotion and Proactivity at Work: Where are we now? In Peng, K. Z. & Wu C. H. (Eds.) Emotion and Proactivity at Work: Prospects and Dialogues. Bristol, UK: Bristol University Press.
5. Wu C. H. & Peng, K. Z. (2021). Conclusions and Future directions. In Peng, K. Z. & Wu C. H. (Eds.) Emotion and Proactivity at Work: Prospects and Dialogues. Bristol, UK: Bristol University Press.
6. Wang, C.W., Peng, K.Z., Wong, C.S., Gua, Y.J., & Hsieh, H.C. (2016). Assessing job applicants’ emotional competency in interviews. In C.S. Wong (Eds.). Emotional intelligence at work: 18-year journey of a researcher.
7. Wong, C. S., & Peng, K. Z. (2012). Chinese Emotional Intelligence. In Huang, X. & Bond, M. H. (Eds.) Handbook of Chinese Organizational Behavior: Integrating Theory, Research and Practices, 87-102.
RESEARCH GRANTS AWARDED (SELECTED)
1. 01/2020 – 12/2023 IDS-RGC Grant on “Youth Identity Status and its Psychosocial Correlates: A Longitudinal Study in Hong Kong (UGC/IDS(C)15/H01/19)”. Acting as Co-Principal investigator (Principal Coordinator: Cheung, Yuet-Wah) Institution: Hong Kong Shue Yan University; Funding Amount: HK$ 3,465,000.
2. 01/2017 – 12/2019 IDS-RGC Grant on “Further Enhancement of interdisplinary research at Hong Kong Shue Yan Univeristy through the establishment of the Center of Interdisplianry Research in Evidence-Based Practices (UGC/IDS15/16). Acting as Project Member (Team Leader: Yeung, Wing Kay), Institution: Hong Kong Shue Yan University; Funding Amount: HK$ 6,221,500.
3. 01/2019 – 12/2020 IIDS-RGC Grant on “Fueling the Proactivity by Emotions "Energy": Through Understanding the Functions of Discrete Emotions in Different Social Settings (UGC/IIDS15/B01/18)”. Principal investigator: Peng, K. Z..; Co-investigator: Irene H. C., CHOW T. S., & Wong, B. P. H. Institution: Hong Kong Shue Yan University; Funding Amount: HK$ 592,707.
4. 01/2018 – 06/2020 FDS-RGC Grant on “Working with Emotionally Intelligent People: I am 'Energized to' be More Proactive (UGC/FDS15/B05/17)”. Principal investigator: Peng, K. Z..; Co-investigator: Huang, G. H.; Wong, C. S. Institution:
2. Asia Pacific Journal of Management (Member of Editorial Review Board, since 2014, June)
3. Journal of Managerial Psychology (Member of Editorial Review Board, since 2016, June)
1. Best Reviewer of 2017, Asia Pacific Journal of Management.
2. Best Paper Award for the paper “Differential effects of social exchange relationship and psychological contract violation on constructive and destructive responses” by The 2nd Frontiers of Business Research in China International Symposium, May 22-23, 2015 Beijing, China (Leading author).
3. Best Doctoral Student Paper Award for the paper “From bilateral to multilateral perspective: Predicting consequences of psychological contract breach/violation” by the Sixth Asia Academy of Management Conference,
4. Best Paper Award Finalist for the paper “Does the construct of altruistic helping really exist as a motive of organizational citizenship behaviors?” by the Sixth Asia Academy of Management Conference,