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LI Hai
  C.V.   

LI Hai  Ph.D., Professor
Native Place: Gansu province
Department of Human Resource Management
Business School, Beijing Normal University
Beijing 100875, China
Tel: 86-10-58808814; Fax: 86-10-58801867
Email: lihai@bnu.edu.cn
Education
2003.06 Ph.D. in Management
2000.06 Master in Business Administration
1992.06 Bachelor in Finance
Work Experience
2015.08 Professor, Business School, Beijing Normal University
2007.08 Associate Professor, Business School, Beijing Normal University
2005.08 Assistant Professor, Business School, Beijing Normal University
2003.08 Postdoctoral Research Fellow, School of Economics & Management, Tsinghua University
1992.07 Employee, People's Insurance Company of China, Bayannaoer, Inner Mongolia.
Research Interests
Organizational Culture, Performance Appraisal, The Paradox of Management, Three in one, Chinese Traditional Culture and Management
Courses Taught
Management (Undergraduate)
Organizational Culture & Leadership, Research Methods (Graduate)
Management Case Analysis, Organizational Culture & Cross-cultural Management (MBA)
Research Projects
  • Beijing normal university, independent scientific research Foundation key projects, the traditional Chinese thinking of three-in-one and its empirical research in the field of management. (No. SKZZB2014008), 2014.09-2016.08.
  • National Social Science Foundation, Culture and human resource integration in the cross-national merger and acquisition (No. 10BGL020), 2010.07-2013.06.
  • Beijing Philosophy & Social Science Foundation, Construction and application of competence model for insurance sales force (No. 08BeJG223), 2009.01-2011.12.
  • China's Association of Human Resource Management Teaching and Practicing: Zuoyou Science & Research Foundation, Study of performance appraisal effectiveness based on justice perception and satisfaction criterion (No. 07HR002), 2007.01-2008.12.
  • National Social Science Foundation, Empirical study of organizational culture effectiveness based on system perspective (No. 06CJY024), 2006.07-2008.06.
  • National Natural Science Foundation, The construction and application of organization culture measurement model, (No. 70272009). 2003.09-2005.08. (major participant)
Publications
• Main Journal Articles
  • Hai Li, Jin-qiang Zhu. (2015). Destructive Leadership, Employees’ Voice, and Organization. In Foo Check Teck (Ed.), Diversity of Managerial Perspectives from Inside China. Singapore: Springer: 205-221.
  • Liu, C., Hai Li, Herst, D. E., & Zhang, X. (2015). Stressor and stressor appraisals: The moderating effect of task efficacy. Paper to be presented at the 29th Annual Conference of the Society for Industrial and Organizational Psychology, Philadelphia, PA.
  • Xiang-yang Zhao, Hai Li, Jia Yu. (2015). Cultural values, culture customs and the early entrepreneurial activity: An exploratory study based on the “Three-in-One” principle.  Chinese Journal of Management, 11(11)：1569-1580. (In Chinese)
  • Xiang-yang Zhao, Hai Li, & Chuan Sun. (2013). China regional cultural map: "Universal" or "diversity". Management World, (2)：101-119. ( In Chinese)
  • Hong-guo Wei, Hai Li. (2015). Insurance sales competency model: A qualitative meta-analysis. Management Review. (In Chinese)
  • Hai Li. (2014). Performance is dead? Don't need KPI? Give me a break! CEIBS Business Review, (7)：39-43. (In Chinese)
  • Mian Zhang, Hai Li, & Sharon Foley. (2014). Prioritizing work for family: A Chinese indigenous perspective. Journal of Chinese Human Resource Management, 5(1): 14-31.
  • Xiang-yang Zhao, Hai Li, &Chuan Sun. (2014). From personal values to entrepreneurial intention: Creativity as a mediating variable. Journal of Beijing Normal University (social science edition) , (3)：115-130. (In Chinese)
  • Jin-qiang Zhu & Hai Li. (2014). The evolution and prospects in transnational merger cultural integrationtheory. Modern Management Science, (1)：32-34.
  • Hai Li. (2013). The change of Qi-Lu countries and the way of management: Three-in-one principle and waveform convergence. An Academic Edition of ManaMaga, (12)：98-103. (In Chinese)
  • Ning Zhang & Hai Li. (2013). The impact of cultural differences on the performance of mergers and acquisitions: Review and proposed research framework. Commercial Research, (9)：103-109. (In Chinese)
  • Juan Xiong & Hai Li. (2013). Human resources role in cross-border mergers and acquisitions: The rethinking of Lenovo's acquisition of IBM's PC. Modernization of Management, (2)：83-85. (In Chinese)
  • Hai Li. (2012). Cultural strategies of adaptation rather than integration. PKU Business Review, (12)：74-79. (In Chinese)
  • Xiang-yang Zhao, Hai Li, & Andreas Rauch. (2012). Cross-country differences in entrepreneurial activity: The role of cultural practice and national wealth. Frontiers of Business Research in China. 6(4): 447-474. （Corresponding author. In Chinese）
  • Wei Zheng, Mian Zhang, & Hai Li. (2012). Performance appraisal process and organizational citizenship behavior. Journal of Managerial Psychology. 27(7): 732-752. ( Corresponding author)
  • Hai Li. (2012). Discussion of performance appraisal with the idea of three-in-one. An Academic Edition of ManaMaga, (17)：31-35. (In Chinese)
  • Xiang-yang Zhao, Hai Li, &Andreas Rauch. (2012). National differences in entrepreneurial activity: The cultural level of interaction with the country's economic development. Management World, (8)：78-90. (In Chinese)
  • Hai Li & Mian Zhang. (2012). Enterprise culture is the core competitiveness? The influence of culture fit on enterprise performance. China Soft Science, (4)：125-134. (In Chinese)
  • Ji-dong Xun & Hai Li. (2012). The influence of the team culture and leadership style on team innovation and its mechanism. Journal of Beijing Normal University (social science edition), (2)：102-113. (In Chinese)
  • Mian Zhang, Hai Li, Jun Wei, & Bai-yin Yang. (2011). Cross influence or directly affect? The influence mechanism of work-family conflict. Acta Psychologica Sinica, 43(5): 573-588. (Corresponding Author. In Chinese)
  • Mian Zhang, Hai Li, & Wei Jun. (2011). Disaggregating effects of job embeddedness on turnover intentions. The Annual Conference of Academy of Management. San Antonio, USA.
  • Mian Zhang, Wei Zheng, & Hai Li. (2010). Effects of performance appraisal process on organizational citizenship behavior. The Annual Conference of Academy of Management. Montreal, CA.
  • Hai Li & Mian Zhang. (2010). The development and validation of an organizational cohesion inventory. Frontiers of Business Research in China. 4(4): 653-684.
  • Ji-dong Xue & Hai Li. (2010). Team culture under the perspective of the work team innovation mode: Cases analysis of Qingdao Port and Guangdong mobile. China Human Resource Development, (10)：52-56. (In Chinese)
  • Mian Zhan & Hai Li. (2010). Organization cohesion scale development and validation test. Nankai Business Review, 13(3): 136-149. (In Chinese)
  • Hai Li, Mian Zhang & Bai-yin Yang. (2010). The relationship between performance appraisal and organizational citizenship behavior: The mediating role of organizational commitment. Journal of Industrial Engineering and Engineering Management, 24(1): 146-151. (In Chinese)
  • Hai Li, Mian Zhang & Bo Li. (2009). The construct and antecedents of organizational cohesiveness: The case study and theory development. Journal of Beijing Normal University(Social Sciences), (6)：49–58. (In Chinese)
  • Hai Li. (2009). HR integration of Noel UDICs. Journal of Management Case Studies, 2(5)：333-340. (In Chinese)
  • Hai Li & Fei Li. (2009). Management of workshop salary of company H and its optimization. Human Resource Development of China, (1): 58-60. (In Chinese)
  • Hai Li & Hong-guo Wei. (2008). Tactics for HR integration in corporate merger and the keys for implementation. Human Resource Development of China, (10): 58-61. (In Chinese)
  • Hai Li & Mian Zhang. (2008). The development and validation of organizational cohesion inventory. Proceedings of the 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM2008), Dalian, China. October, 12-17.
  • Mian Zhang, Jun Wei, & Hai Li. (2008). Keep additive or not: do moderating effects exist in Price-Mueller turnover model? Proceedings of the 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM2008), Dalian, China. October, 12-17.
  • Jian-jun Wang & Hai Li. (2008). The value-based performance appraisal and its application in public sector. Chinese Public Administration, (6): 43-45. (In Chinese)
  • Mian Zhang, Hai Li, & Jun Wei. (2008). Examining the relationship between organizational culture and performance: The perspective of consistency and balance. Frontiers of Business Research in China, 2(2): 256-276.
  • Hai Li & Mian Zhang. (2008). Review on the construct, measures, and impacts of cohesiveness. Economic Management, (7): 47-51. (In Chinese)
  • Mian Zhang, Hai Li , & Yan Ju-gang. (2007). A measurement model of organizational culture: Development and empirical study. Science of Science and Management of S.& T., 8(12): 193-199. (In Chinese)
  • Hai Li & Mian Zhang. (2007). The relationship between performance appraisal and organizational citizenship behavior: The mediating role of organizational commitment. Proceedings of 2007 International Conference on Wireless Communications, Networking and Mobile Computing, Shanghai, China. September, 21-25, Volume 1, 6489-6492.
  • Mian Zhang & Hai Li. (2007). The relationship among corporate culture, corporate learning and corporate performance: A structural equation model analysis. China Soft Science, (6): 146-150. (In Chinese)
  • Mian Zhang, Hai Li, & Jun Wei. (2007). Research on the relationship between enterprise culture and performance: Consistency and balanced viewpoint. Science of Science and Management of science and technology, 28(8)：140-148. (Renmin University of China books and Information Centre "Enterprise Management Research" reprinted in 2007, 10. In Chinese)
  • Hai Li , De Zhang, & Yu-feng Liu. (2007). A designing method of KPIs that combining value chain and CPK analysis. Human Resource Development of China, (6): 51-53. (In Chinese)
  • Mian Zhang & Hai Li. (2007). Reflection on organizational commitment: dimensions, development and outcomes. Science of Science and Management of S.& T., 28(5): 122-127. (In Chinese)
  • Hai Li, De Zhang , & Dong Wei. (2007). Designing KPIs based on a modified Balanced Scorecard framework: Method and a case. Modernization of Management, (1): 25-27. (In Chinese)
  • Hai Li & Mian Zhang. (2007). A quintuple payment model: Method and a case. Human Resource Development of China, (2): 52-54. (In Chinese)
  • Hai Li, Mian Zhang, & Xiang Yu. (2006). KRIF: A performance appraisal model and its application in public sector. Human Resource Development of China, (10): 56-58. (In Chinese)
  • Hai Li & De Zhang. ( 2005). Construction of an effective performance appraisal system: Concept, method, and application of KRIF model. Enterprise Management, (4): 76-79. (In Chinese)
  • Hai Li & De Zhang. ( 2005). Review on organizational culture and organizational effectiveness. Foreign Economies and Management, (3): 2-11. (In Chinese)
  • Hai Li & De Zhang. (2004). Double ladder system and manufacturing of China. Enterprise Management, (8): 89-91. (In Chinese)
  • Hai Li. (2003). On the Laozi and organizational change. Wuhan University Journal(Philosophy & Social Sciences), 56(3-1): 20-23. (In Chinese)
  • Hai Li. (2003). Cultural tradition helps corporation built to last. Culture Corporate, (2): 32-33. (In Chinese)
  • Hai Li. (2003). How to mine deep-seated values of corporate culture? Chinese & Foreign Corporate Culture, (2): 48-49. (In Chinese)
• Books
  • Hai Li , Guo Bi-heng, & Li Bo. Construction of Chinese enterprise culture: Tradition and innovation. Beijing: Enterprise Management Publishing House, 2005.
  • Su Jian-xin & Hai Li. Human resource management: Focused on capacity levels. Beijing: Enterprise Management Publishing House, 2004.

 


 

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