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人物简介
Gabrielr Giorgi

GABRIELE GIORGI


Contact details:
Department of Psychology
Università Europea di Roma Via degli Aldobrandeschi, 19000163 Roma 06 665 Roma (Italy)
E-mail:
gabriele.giorgi@unier.it


ACADEMIC AND PROFESSIONAL QUALIFICATIONS:

• 1/11/2010- Full researcher in Organizational Psychology (M-PSI/06), Department of Psychology, Università Europea di Roma
• 1/1/2007-1/10/2010 : Postdoctoral Fellow in Organizational Psychology, Psychology Department, University of Florence.
•    05/04/07 : PhD in Organizational Psychology  “Psicologia delle Organizzazioni, processi di differenziazione ed integrazione”  Faculty of Psychology, University of Verona.
•    30/03/06-30/09/06 : Research Fellow (Postdoctoral fellowship), Tokyo Gakugei University.
•    11/08/2005 – 11/01/2006 : Predoctoral researcher, University of Bergen
•    25/07/03 : M.A. Degree in Psychology with high honours. Major on work and organizational psychology, University of Florence.
•    08/01/02-25/06/02 : Erasmus Scholarship. For 5 months student at the Middlesex London University.
•    1998 Baccalaureate in Economics at ITC G. Peano, Florence, Italy.


Awards

•    AiP-Ordine degli Psicologi Award for the best PhD thesis in Italy

Testing

1. Giorgi G. e Majer V. (in press) Cognitive Style Questionnaire (CSQ), Giunti, Os Organizzazioni Speciali
2. Giorgi G e Majer V. (2010) Work and Organizational Motivation  Inventory (WOMI) Giunti, Os Organizzazioni Speciali.
3. Giorgi G. e Majer V.  (2009) Organizational Emotional Intelligence Questionnaire (Org-EIQ). Giunti, Os organizzazioni Speciali.

Researches

•     Scientific research Università Europea di Roma on  work-related stress
•     Scientific research Università Europea di Roma on  organizational intelligence
•     Scientific research (ex quota 60 %), University of Florence Y. 2004-2005-2006-2007-2008-2009-2010-2011 (various topics)
•     Indipendent Cross-cultural Research on workplace bullying: Italy, Norway, Japan, Turkey. Y. 2005-
•     Inter-University Scientific research “Cofin”. Aging and work carreer: a psychosocial approach Y. 2004-2005

Academic teaching:
•     A.Y. 2010-2111 “Psicologia del lavoro e delle organizzazioni (M-PSI/06)”, 9 CFU, Laurea triennale in Psicologia, Facoltà di Psicologia, Università degli Studi di Firenze
•     A.Y. 2009-2010 “Mobbing e stress organizzativo” 14 ore  nel Master “Direzione e Sviluppo delle risorse umane – Human resource management”, Facoltà di S. della Formazione, Università di Verona
•     A.Y: 2007-2008 “Psicologia del lavoro e delle organizzazioni (M-PSI/06)”, 6 CFU, Laurea specialistica in Dirigente dei Servizi Scolastici, Facoltà di Scienza della Formazione, Università degli Studi di Firenze
•     A.Y. 2006-2007 e A.A 2007-2008 e A.A. 2008-2009 “Progettazione del cambiamento organizzativo (M-PSI/06), 3 CFU, Laurea specialistica Psicologia sociale e delle organizzazioni, Facoltà di Psicologia, Università degli studi di Firenze
•     A.Y. 2005-2006 e A.A. 2006-2007 16 ore (2 CFU) nel Master di II livello in Psicologia per la valutazione e valorizzazione delle Risorse Umane per il corso di “Il mobbing” (M-PSI/06) , Facoltà di Psicologia, Università degli Studi di Firenze
•     A.Y. 2004-2005 16 ore (2 CFU) nel Master di II livello in Psicologia per la valutazione e valorizzazione delle Risorse Umane per il corso di “Politiche di organizzazione aziendale e relazioni complesse” (M-PSI/06) , Facoltà di Psicologia, Università degli Studi di Firenze


1. Giorgi G. e Majer V. (in press). Intelligenza organizzativa. Competenze emotive ed organizzative per l’eccellenza. Giunti, Os Organizzazioni Speciali


2. Giorgi G. e Majer V. (2009).  Mobbing virus organizzativo. Prevenire e contrastare il mobbing ed i comportamenti negativi sul lavoro. Giunti Organizzazioni speciali


期刊论文

Publications and Research


Lam, K., Van der Vegt, G. S., & Huang, X. (in press). Social comparison and interpersonal harming in teams : The moderating role of cooperative  goal climate. Journal of Applied Psychology.


Huang, X., Chan, S., Nan, X. S., & Lam, W. (2010). The joint effect of leader-member exchange and emotional intelligence on burnout and work performance in call centers. International Journal of Human Resource Management,7, 1124-1144.


Lam, C., Huang, X., & Chiu, W. (2010). Mind over body: The combined effect of objective body weight, perceived self body weight, and gender on illness-related absenteeism (in press). Sex Roles, 63, 277-289.


Chen, Y, F. N., Tjosvold, D., Huang, X., & Xu, D. (in press). Newcomer socialization in China : Effects of team values and goal interdependence. Journal of Applied Social Psychology


Janssen, O., Lam, C., & Huang, X. (2010). Emotional exhaustion and job performance : The moderating roles of distributive justice and positive affect. Journal of Organizational Behavior, 31, 787-809.


Lam, C., Huang, X., & Janssen, O. (2010). Contextualizing emotional exhaustion and positive emotional display: The signaling effect of supervisors’ emotional exhaustion and service climate. Journal of Applied Psychology, 95, 368-376.


Huang, X., Iun, J., Liu, A.L, & Gong, Y. P. (2010).  Does participative leadership behavior enhance work performance by inducing empowerment or trust? The differential effects on subordinate managers and subordinate employees. Journal of Organizational Behavior, 31, 122-143.


Huang, X., Wright, R., & Chiu, W. C. H. (2008). Relational schemas as sources of evaluation and misevaluation of leader-member exchanges: Some initial evidence. Leadership Quarterly,19, 266-282.


Yang, H., Van de Vliert, E., Shi, K., & Huang, X. (2008). Whose side are you on? Relational-norms based siding among Dutch and Chinese employees. Journal of Occupational and Organizational Psychology, 81, 713-731.


Janssen, O., & Huang, X. (2008). Us and Me: Team identification and individual differentiation as complementary drivers of citizenship and creative behaviors of members of middle management teams. Journal of Management, 34, 69-88.


Chen, Y. F., Huang, X., & Tjosvold, D. (2008). The Effect of Similarity in Gender and Self-Esteem in Peer Dyads The Mediating Role of Cooperative Goal. Journal of Applied Social Psychology, 38 (5), 1147–1178.


Chan, K. W., Huang, X., & Ng, P. M. (2008). Manger’s conflict management styles and employee job outcomes: The mediating role of trust. Asia Pacific Journal of Management, 25, 277-295.


Lam, W., Huang, X., & Snape, E. (2007). Feedback-seeking behavior and leader-member exchange: Does supervisor-attributed motive matter? Academy of Management Journal, 50, 348-363.


Iun, J., & Huang, X. (2007). How to motivate your older employees to excel? The impact of commitment on older employee’s performance in the hospitality industry. International Journal of Hospitality Management, 26, 793-806.


Leung, K., Au, A., Huang, X., & Kurman, J., Niit, T., & Niit, K. K. (2007). Social axioms and values: A cross-cultural examination. European Journal of Personality, 21, 91-111.


Wu, M. Huang, X., Xu, J. P., Yang, H., & Shi, K. (2007). Transactional leadership, transformational leadership, and paternalistic leadership: A comparative study. Science Research Management (in Chinese), 3, 168-176.


Wu, M., Huang, X., Yan, Hong., & Xu J. (2007). A comparative study on the relationship between leadership and leader effectiveness. Soft Science (in Chinese), 21, 5, 5-9)


Huang, X., & Iun, J. (2006). The impact the similarity of subordinate-supervisor similarity in growth-strength on work outcomes: The mediating role of perceived similarity. Journal of Organizational Behavior, 27, 1121-1148.


Huang, X., Shi, K., Zhang, Z. J., & Cheung, Y. L (2006). The impact of participative leadership behavior on psychological empowerment and organizational commitment in Chinese state-owned enterprises: The moderating role of organizational tenure. Asia Pacific Journal of Management, 23, 345-367.


Huang, X., & Van de Vliert, E. (2006). Job formalization and cultural individualism as barriers to trust in management: Trust in management in 46 countries. International Journal of Cross-Cultural Management, 6, 221-242.


Chen, X. F., Huang, X., & Shi, K. (2006). The effect of similarity in organizational tenure on cooperation and burnout. Human Ergonomics (in Chinese), 12, 14-17.


Chiu, W. C. H., Huang, X., & Lu, H. L. (2005). When Marx meets Smith: The ESOP in China. Journal of Contemporary China, 14, 45, 761-772.


Huang, X., Van de Vliert, E., Van der Vegt, G. (2005). Breaking the culture of silence: Does the stimulation of participation reduce employee opinion withholding cross-nationally? Management and Organization Review, 1(3), 459-482.


Van der Vegt, G., Van de Vliert, E., & Huang, X. (2005). Location-level links between diversity and innovative climate depend on national power distance. Academy of Management Journal, 48, 6, 1171-1182.


Huang, X., & Van de Vliert, E. (2004). Job level and national culture as joint roots of job satisfaction: Challenging jobs worldwide. Applied Psychology: An International Review, 53, 3, 329-348.


Van de Vliert, E.,  Huang, X., Levine, R. V. (2004). National wealth and thermal climate as predictors of motives for volunteer work. Journal of Cross-Cultural Psychology, 35(1), 62-73.


Van de Vliert, E., Shi, K., Sanders, K., Wang, Y. L., Huang, X. (2004). Chinese and Dutch interpretation of supervisory feedback. Journal of Cross-Cultural Psychology, 35, 4, 417-435.


Van de Vliert, E., Huang, X., & Parker, P. (2004). Do colder and hotter climates make the rich more and the poor less happy and altruistic. Journal of Environmental Psychology, 24, 17-30.


Fetchenhauer, D., & Huang, X.  (2004). Justice sensitivity and behavior in ultimatum and related games. Personality and Individual Differences, 36, 1015-1029.


Bond, M., et al. (more than 70 authors including Huang, X.) (2004). Culture-level dimensions of social axioms and their correlates across 41 cultures. Journal of Cross-Cultural Psychology, 35, 5, 548-570.


Huang, X., & Van de Vliert, E. (2004). A multilevel approach to investigating cross-national differences in negotiating process. International Negotiation, 3, 2, 167-182.


Huang, X, & Van de Vliert, E. (2003). Where intrinsic motivation fails to work: National moderators of intrinsic motivation. Journal of Organizational Behavior, 24, 159-179.


Daanen, H. A. M., Van de Vliert, E., Huang, X. (2003). Driving performance in cold, warm, and thermoneutral environments.  Applied Ergonomics, 34, 597-602.


Huang, X., & Van de Vliert, E. (2004). A multilevel approach to investigating cross-national differences in negotiating process. International Negotiation, 3, 2, 167-182.


Huang, X., & Van de Vliert, E. (2003). Comparing work behaviors across cultures: A cross-level approach using multilevel modeling. International Journal of Cross-Cultural Management, 3, 2, 165-180.


Wang, Y. L., Shi, K., & Huang, X. (2003). A confirmatory study on the structure of individualism and collectivism in China. Psychological Science, 26, 996-999 (in Chinese).


Van de Vliert, E., Shi, K., Sanders, K., Wang, Y. L., Huang, X. (2003). Interpretation and effects of supervisory feedback, in China and the Netherlands (in Dutch). Gedrag & Organisatie, 16, 2, 125-139.


Huang, X., & Van de Vliert, E. (2002). Intrinsic job rewards at country-level and individual-level codetermine job satisfaction: Intrinsic job satisfaction in 46 countries. Journal of International Business Studies, 33, 385-394.  


Current Projects
Liu, W., Lam, W., Chen, Z. G., & Huang, X. When should I speak out to my peers? Interpersonal task interdependence, relationship quality, and voice behavior within teams.
Journal of Applied Psychology, First Round Revise and Resubmit.


会议论文
报告演讲
研究项目

Research Achkwoledgments and Grants


• Japan Society Promotion of Science € 20,000,00


• The Research Council of Norway      €   7,500,00