Education Background
2008 -- 2014 Doctor of Science in Psychology, Peking University
2011 -- 2012 Joint Training Program of Department of Psychology, University of California, Berkeley
2004 -- 2008 Bachelor of Engineering, College of Life Science, South China Normal University

Honors & Awards
1. 2020 Qilu Young Scholar, Shandong University
2. 2017 Youth Top-notch Talent Project of Tianjin Talents Special Support Program
3. 2016 National Natural Science Foundation of China
4. 2020 General Program of Humanities and Social Sciences, Ministry of Education
5. 2016 Key Projects of National Natural Science Foundation of China (No. 4) (facilitator)
6. 2019 The National Natural Science Foundation of China “Research on the Development Strategy of Business Administration and the 14th Five Year Plan”(No. 5)(facilitator)
7. Talent Plan of Business School of Nankai University in 2014
8. Best Poster Award of 2016 SIOP Annual Conference (Top Ten, Lin, Li, &Zhang, 2016)
9. President’s Scholarship of Peking University (won for three consecutive years from 2011 to 2014)

Social Services
1. Member of China Applied Social Psychology Professional Committee
2. Distinguished Research Fellow, Center for Entrepreneurship and Leadership, Northeastern University
3. Reviewer of Frontiers in Psychology
4. Editorial Board of Human Resource Development
5. Member of American Academy of Management (AOM)
6. Member of International Association of Chinese Management Research (IACMR)
7. Member of American Society of Industrial Organization Psychology (SIOP)
8. Anonymous Reviewer of Journal of Applied Psychology, Journal of Management, Personnel Psychology, Journal of Organizational Behavior, Human Resource Management, Management World, Nankai Management Review, SIOP Annual Conference, AOM Annual Conference and IACMR Annual Conference

Undergraduate: Recruitment and Selection, Social Science Research Methods, Human Resource Management (English), Innovative Research and Training, Organizational Behavior
Master/Ph.D.: Management Research Methodology: Quantitative Research Methods, Human Resource Management Research Methods, Business Administration Research Methods, Leadership Research, econometric methods and Applications

Paper Publications (*Indicates the corresponding author)
1. Lin, W.*, Koopmann, J., & Wang, M. (2020). How does workplace helping behavior step up or slack off? Integrating enrichment-based and depletion-based perspectives. Journal of Management, 46, 385-413. (ABS-4*, FT-50) a
2. Li, G., Rubenstein, A., Lin, W.*, Wang, M., Chen, X. (2018). The curvilinear effect of benevolent leadership on team performance: The mediating role of team action processes and the moderating role of team commitment. Personnel Psychology, 71, 369-397. (ABS-4) a
3. Lin, W.*, Ma, J., Zhang, Q., & Jiang, F. (2018). How is benevolent leadership linked to employee creativity? The mediating role of leader-member  exchange and the moderating role of power distance orientation. Journal of Business Ethics, 152, 1099-1115. (ABS-4, FT-50) a
4. Lin, W., Ma, J., Wang, L., & Wang, M. (2015). A double-edged sword: The moderating role of conscientiousness in the relationships between work stressors, psychological strain and job performance. Journal of Organizational Behavior,36, 94-111. (ABS-4) a
5. Lin, W., Wang, L., Bamberger, A. P., Zhang, Q., et al. (2016). Leading future orientations for current effectiveness: The role of engagement and supervisor coaching in linking future work self-salience to job performance. Journal of Vocational Behavior, 92, 145-156. (ABS-4) a
6. Bai, Q., Lin, W., & Wang, L. (2016). Family incivility and counterproductive work behavior: A moderated mediation model of self-esteem and emotional regulation. Journal of Vocational Behavior, 94, 11-19. (ABS-4) a
7. Yu, K., Lin, W., Wang, L., Ma, J., Wei, W. et al. (2016). The role of affective commitment and future work self-salience in the abusive supervision-job performance relationship. Journal of Occupational and Organizational Psychology, 89, 28-45. (ABS-4) a
8. Zhou, M., & Lin, W.* (2016). Adaptability and life satisfaction: The moderating role of social support. Frontiers in Psychology, 7, 1134.
9. Xiong, K., Lin, W.*, Li, C., & Wang, L. (2016). Employee trust in supervisors and affective commitment: The moderating role of authentic leadership.Psychological Reports, 118, 829-849.
10. Jia, J., Yan, J., Jahanshahi, A. A., Lin, W.*, & Bhattacharjee, A. (2020). What makes employees more proactive? Roles of job embeddedness, the perceived strength of the HRM system and empowering leadership. Asia Pacific Journal of Human Resources, 58, 107-127. a
11. Lin, W., Wang, L., & Chen, S. (2013). Abusive supervision and employee wellbeing: The moderating effect of power distance orientation. Applied Psychology: An International Review, 62, 308-329.
12. Wang, L., & Lin, W. (2011). Wording effects and the dimensionality of the General Health Questionnaire (GHQ-12). Personality and Individual Differences, 50, 1056-1061.
13. Wei, W., ... Lin, W. et al. (2017). Regional ambient temperature is associated with human personality. Nature Human Behaviour, 1, 890-895.
14. Weipeng Lin *, Baoyi Feng. (Accepted). Curvilinear Effects and Statistical Tests in the Field of Management. Nankai Business Review.
15. Weipeng Lin *. (2018). Fundamentals of Management Research: What is Research and how to Do good Empirical Research. Human Resource Management Review, 1, 1-10.

Conference Papers
1. Lin, W.*, Jin, Y., Zhan, X. (2020). When ethical leadership is not effective: Moderating roles of career age and career plateau. Paper accepted by the 80th Annual Meeting of the Academy of Management. Vancouver, Canada.
2. Lin, W., Ma, J. (2020). How and when leader-member exchange leads to followers’ deviant behaviors: A power perspective. Paper accepted by the 80th Annual Meeting of the Academy of Management. Vancouver, Canada.
3. Lin, W.*, Huang, J., Cai, D., Qi, L., & Liu, B. (2019). Nonlinearity in the relationship between authoritarian leadership and employee service performance.Paper presented at  the 79th Annual Meeting of the Academy of Management. Boston, MA.
4. Lin, W.* & Yu, K. (2019). The enriching and depleting effects of workplace proactivity on work-family conflict. Paper presented at the 79th Annual Meeting of the Academy of Management. Boston, MA.
5. Lin, W.*, & Lin, F. (2018). When is hindrance stressors challenge: The roles of political skill and stress appraisal. Paper presented at the 78th Annual Meeting of the Academy of Management. Chicago, IL.
6. Lin, W., Kong, Y., & Ma, J. (2016). How does helping self-sustain? A psychological safety perspective. Paper presented at the 76th Annual Meeting of the Academy of Management. Anaheim, CA.
7. Lin, W., & Zhang, A. (2016). Perish in comfort? The moderating role of conscientiousness in the curvilinear relationship between psychological safety and creativity. Paper presented at the 76th Annual Meeting of the Academy of Management. Anaheim, CA.
8. Lin, W., Li, C., & Zhang, Q. (2016). Follower political Skill, leader-member exchange, and performance: A followership perspective. Paper presented at the 31th Annual Conference of the Society for Industrial and Organizational Psychology (Top Poster). Anaheim, CA.
9. Yu, K., Lin, W., Wang, L., Ma, J. (2015). The role of affective commitment and future work self salience in the abusive supervision-job performance relationship. Paper presented at the 30th Annual Conference of the Society for Industrial and Organizational Psychology. Philadelphia, PA.
10. Zhang, Q., Wang, L., Lin, W., Ma, J., & Yu, K. (2015). Communication frequency, quality and relationship satisfaction: A P-E fit approach. Paper presented at the 30th Annual Conference of the Society for Industrial and Organizational Psychology. Philadelphia, PA.
11. Lin, W., Zhang, Q., Wang, L., Yu, K., Ma, J., & Wei, W. (2014). Leader coaching and employee performance: A multilevel moderated mediation model.Paper presented at the 29th Annual Conference of the Society for Industrial and Organizational Psychology. Honolulu, Hawaii.
12. Lin, W. (2014). The Moderating role of promotion-prevention focus in the relationships between supervisor coaching behaviors and performance. Paper presented at the 28th International Congress of Applied Psychology. Paris,France.
13. Yu, K., Lin, W., Liu, C., Zhang, Q., & Wang, L. (2014). Ethical leadership and employee performance: A cross-level moderated mediation model. Paper presented at the 28th International Congress of Applied Psychology. Paris,France.
14. Wang, L., Lin, W., & Ma, J. (2013). The moderating role of conscientiousness in the relationships between work stressors, psychological strain and job performance. Paper presented at the 28th Annual Conference of the Society for Industrial and Organizational Psychology. Houston, Texas.
15. Lin, W. (2012). Political skill and locus of control as moderators of the relationships between work stressors and burnout. Paper presented at the 30th International   Congress of Psychology. Cape Town, South Africa.
16. Lin. W. (2010). Job burnout: The assessment, antecedents and interventions.Invited speaker at the 1st International Conference of Work Stress and Job Burnout. Beijing,  China.
17. Lin, W. (2010). When is abusive supervision not related to employee psychological health: The moderating role of power distance orientation. Paper presented at the 27th International Congress of Applied Psychology. Melbourne, Australia.

Books
Zhou Mi, Lin Weipeng, Zhang Jingxuan. (2016). Industrial and Organizational Psychology. Changsha: National University of Defense Technology Press.

1. NSFC, youth project, 71502086, Longitudinal Study on the Formation, Development and Impact of Team Stress Atmosphere, 2016-2018 (organizer)
2. Humanities and Social Sciences of the Ministry of Education, Youth Project, Research on the Cost of Initiative: Analyzing the Risk of Employee Initiative from a Multi-level Perspective, 2020-2022 (organizer)
3. NSFC, key project, 71532005, Research on Behavior Cognition and Decision-making Mechanism of Entrepreneurs in Network and Uncertain Environment, 2016-2020 (facilitator)
4. NSFC, special project, 71940003, research on development strategy of business administration discipline and the 14th five year development plan, 2019-2020 (facilitator)