马超

研究概况

论文成果

• [1]Zhu, J., & Ma, C*. (2025). AI Monopoly and Why It Backfires on Talent Management. Industrial and Organizational Psychology. https://doi.org/10.1017/iop.2025.10020 (JCR: Q1; Impact factor: 4.3)
• [2]Zhang, X., Li. Z., Ma, C., & Lin, X. (2025). Feel Your Trust or Expect Your Return? An Investigation of Perceived Overqualification and Knowledge Sharing. International Journal of Human Resource Management. http://dx.doi.org/10.1080/09585192.2025.2588408 (ABDC – A, Impact factor: 5.9)
• [3]Zhang, X., & Ma, C*. (2025). Working for Whom? Understanding the Effect of Perceived Overqualification on Entrepreneurial Outcomes. Personnel Review. https://doi.org/10.1108/PR-01-2025-0068 (ABDC – A; JCR-Q1; Impact factor: 4.2)
• [4]Zhong, J., Ma, C*., & Zheng, X. (2025). Being Flexible but Am I Ready for Work? Effect of Flexibility I-deals on Workplace Outcomes through Psychological Reattachment. Journal of Occupational and Organizational Psychology, 98(3), e70053. https://doi.org/10.1111/joop.70053 (ABS: 4; ABDC – A, Impact factor: 3.5)
• [5]Wang, J., Wang, Z., Ma, C., & Zhang, X. (2025). A replication study of the levers of control framework in management accounting. Accounting and Finance. https://doi.org/10.1111/acfi.70148 (ABDC – A, Impact factor: 2.6)
• [6]Ma, C*. & Shi, Y. (2025). Model Minority under Bamboo Ceiling. On the Association between leadership development opportunities and Task performance and Helping Behavior of Asian Employees. Australian Journal of Management. https://doi.org/10.1177/03128962251327427 (ABDC – A; Impact factor: 2.1)
• [7]Zhang, X., & Ma, C*. (2025). Free Yourself from Professionalism Trap: A Self-control Explanation of the Negative Effect of Involuntary Professionalism. Journal of Business Research, 192. https://doi.org/10.1016/j.jbusres.2025.115321 (ABDC – A; JCR-Q1; Impact factor: 9.8)
• [8]Zhang, X., Ma, C., Zhao, S., & Lu, J. (2025). Unlocking Potential: How Flexibility I-deals and Diversity of Disability Status Foster Job Crafting Through Coactive Vicarious Learning. Journal of Occupational and Organizational Psychology, 98(4), e70060. https://doi.org/10.1111/joop.70060 (ABS: 4; ABDC – A, Impact factor: 3.5)
• [9]Long, T., Xiao, Q., Xiao, R., Feng, X., Ma, C. Sun, S., & Hai, S. (2025). From Home to Site: How Family-Work Conflict Influences Construction Workers' Safety Through Thriving and Workplace Anxiety. Journal of Construction Engineering and Management. 152(2): 04025253 https://doi.org/10.1061/JCEMD4.COENG-16910 (ABDC – A*; JCR-Q1; Impact factor: 5.1)
• [10]Shi, Y., & Ma, C. (2025). AI Empowerment of Asian-Australian Migrant Workers: Progress, Potentials, and Patterns. Australasian Journal of Information Systems, 29. https://doi.org/10.3127/ajis.v29.5189 (ABDC – A; Impact factor: 1.6)
• [11]Zhao. S. Ma, C*., & Zhang, X., (2024). Hey Boss, I’m Overqualified! Exploring How Overqualified Employees Engage in Followership Behaviors Through Coping Strategies. International Journal of Stress Management. https://doi.org/10.1037/str0000331 (ABDC – A, Impact factor: 2.5)
• [12]Shi, Y., & Ma, C*. (2024). Unravelling the Knowledge Matrix: Exploring Knowledge-Sharing Behaviours on Market-Based Platforms Using Regression Tree Analysis Personnel Review. https://doi.org/10.1108/PR-01-2024-0052 (ABDC – A; JCR-Q1; Impact factor: 4.2)
• [13]Lu, W., Liu, S., Ma, C., & Pei, J. (2024). “Who am I?” Exploring temporary workers’ integration in multi-employment-type organizations from the identity threat perspective. Human Resource Management. 64(2), 307-329. https://doi.org/10.1002/hrm.22264 (ABDC – A*/FT50, Impact factor: 9).
• [14]Zhong, J., Ma, C., Chen, Z. X., Zhang, L., & Zhang, X. (2024). Humble Leader, Successful Follower: Linking Leader Humility with Follower Career Outcomes via Leader Competence from An Implicit Leadership Theory Perspective. Journal of Vocational Behavior. https://doi.org/10.1016/j.jvb.2024.104060 (ABDC – A*, Impact factor: 5.2)
• [15]Zhong, J., Wen, Q., Ma, C., Zhang, Y., & Zhang, L. (2024) When Humble is Humbled: The Moderating Role of Leader Underestimation in the Dual Relationship Between Employee Humility and Well-Being. Journal of Happiness Studies. 25(67), 1-37. https://doi.org/10.1007/s10902-024-00780-5 (JCR – Q1; Impact factor: 3.3)
• [16]Ma, C*., & Lo, J. (2024). Perceived Overqualification Under Multi-Cultural Context: Ethnic Consideration, Review, and Research Agenda. Current Psychology. http://dx.doi.org/10.1007/s12144-024-05955-0 (JCR – Q2; Impact factor: 2.6)
• [17]Ma, C., Ganegoda, D. B., Chen, Z. X., Zhao. J., Jiang, X., & Zhang, X. (2023). To Stand Out or Fit In? How Perceived Overqualification Motivates Proactive and Affiliative Performance. Human Resource Management. 62(6), 953-970. https://doi.org/10.1002/hrm.22181 (FT Top 50 journal, ABDC – A*; Impact factor: 9)
• [18]Zhao. S. & Ma. C*. (2023). Too Smart to Work Hard? Investigating Why Overqualified Employees Engage in Time Theft Behaviors. Human Resource Management. 62(6), 971-987. https://doi.org/10.1002/hrm.22182 (FT Top 50 journal, ABDC – A*; Impact factor: 9)
• [19]Ma, C., Shang, S., Zhao, H., Zhong, J., & Chan, X. W. (2023) Speaking for Organization or Self? Investigating the Effects of Perceived Overqualification on Pro-Organizational and Self-Interested Voice. Journal of Business Research. 168, 114215. https://doi.org/10.1016/j.jbusres.2023.114215 (ABDC – A; JCR-Q1; Impact factor: 9.8)
• [20]Ma, C*., Chen, Z.X. and Jiang, X. (2022), Give full play to the talent: exploring when perceived overqualification leads to more altruistic helping behavior through extra effort, Personnel Review. 51(6), 1727-1745. https://doi.org/10.1108/PR-03-2020-0164 (ABDC – A; JCR-Q1; Impact factor: 4.2)
• [21]Zhang, X., Ma, C., Guo, F. & Li, Z. (2022). Does Perceived Overqualification Cultivate Angel or Demon? Examining Its Interpersonal Outcomes Through Pride from An Evolutionary Psychology Perspective. Applied Psychology: An International Review. 71(1), 243-270. https://doi.org/10.1111/apps.12319 (ABDC – A; Impact factor: 4.3)
• [22]Li, Z., Ma, C*., Zhang, X., & Guo, Q. (2022). Full of Energy – The Relationship Between Supervisor Developmental Feedback and Task Performance: A Conservation of Resources Perspective, Personnel Review. 52(5), 1614-1631. https://doi.org/10.1108/PR-03-2021-0138 (ABDC – A; Impact factor: 3.9)
• [23]Lou, M., Zhao, H., Ma, C., & Zhang, L. (2022). Discipline vs. dominance: The relationships between different types of authoritarian leadership and employee self-interested voice. Current Psychology, 42(32), 27927-27941. https://doi.org/10.1007/s12144-022-03812-6 (JCR – Q2; Impact factor: 2.6)
• [24]Ma, C., Ganegoda, D. B., Chen, Z. X., Jiang, X., & Dong, C. (2020). Effects of Perceived Overqualification on Career Distress and Career Planning: Mediating Role of Career Identity and Moderating Role of Leader Humility. Human Resource Management. 59(6), 521-536. https://doi.org/10.1002/hrm.22009 (FT Top 50 journal, ABDC – A*; Impact factor: 9) [Top Cited Paper 2020-2021 of Human Resource Management]
• [25]Zhang, X., Tian, G., Ma, C., Tian, Y., Li, Z. & Liang, L. (2020). Too Much of a Good Thing?”: Exploring the Dark Side of Empowering Leadership by Linking it with Unethical Pro-organizational Behavior. Leadership & Organization Development Journal, 42(1), 32-46. https://doi.org/10.1108/LODJ-02-2020-0033 (ABDC – B; Impact factor: 3.6)
• [26]Ma, C., Lin, X. S., Chen, Z. X., & Wei, W. (2020). Linking perceived overqualification with task performance and proactivity? An examination from self-concept-based perspective. Journal of Business Research. 118, 199-209. https://doi.org/10.1016/j.jbusres.2020.06.041 (ABDC – A; JCR-Q1; Impact factor: 9.8)
• [27]Ma, C., Wu, C. H., Chen, Z. X., Jiang, X. & Wei, W. (2019). Why and When Leader Humility Promotes Constructive Voice: A Crossover of Energy Perspective. Personnel Review. 49(5), 1157-1175. https://doi.org/10.1108/PR-02-2019-0049 (ABDC – A; JCR-Q1; Impact factor: 4.2)
• [28]Lin, X. S., Tse, H. H. M., Chen, Z. X., Wei, W., & Ma, C. (2019). Why and When Employees Like to Speak up More under Humble Leaders: The Roles of Personal Sense of Power and Power Distance. Journal of Business Ethics, 158(4), 937-950. https://doi.org/10.1007/s10551-017-3704-2 (FT Top 50, ABDC – A; Impact factor: 6.7)
• [29]Ma, C*., (2016). The Role of Approach and Avoidance Motivation in Employee Voice: The Moderating effect of Ostracism and Contingent Self-Esteem. International Journal of Productivity and Performance Management, 65(6), 744-759. https://doi.org/10.1108/IJPPM-01-2016-0002 (ABDC – B; JCR-Q2; Impact factor: 3.5)
• [30]Ma, C*., & Weng, G. (2015). The effect of empowerment on performance: An empirical study in China’s banking industry. International Review of Business Research Papers, 11(2), 213-229. http://dx.doi.org/10.21102/irbrp.2015.09.112.16
• [31]Zhong, J., Ni, D., Zheng, X., & Ma, C. (2026). The inverted U-shaped relationship between Supervisor−Subordinate Guanxi and proactive career behavior—From cross-boundary perspective. Acta Psychologica Sinica [In Chinese: 上下级关系与职业主动行为之间的倒U型关系——基于跨边界视角。心理学报], 58(1), 1-24. https://doi.org/10.3724/SP.J.1041.2026.001

专利成果

• 1、Associate Editor: Journal of Business Research (ABDC- A Journal) (December 2025 - Today),
• 2、Consulting Editor: International Journal of Stress Management (ABDC- A Journal),
• 3、Editorial Board Member: Australian Journal of Management (ABDC- A Journal),
• 4、Editorial Board Member: Human Resource Management (FT top 50 Journal and ABDC- A* Journal),

著作成果

• 1、Chan, X.W., Ma, C., Shang, S., Liu, X. (2022). The Scope and Nature of Employee Engagement in China. In: Adisa, T.A., Mordi, C. (eds) HRM in the Global South. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-030-98309-3_8.2026
• 2、Ma, C., Zhang, X., & Li, Z. (2023). The Patterns of Employee Voice in China. In: Adisa, T.A., Mordi, C., & Oruh, E. (eds). Employee Voice in the Global South: Insights from Asia, Africa and South America (pp. 103-126). Cham: Springer International Publishing. https://doi.org/10.1007/978-3-031-31127-7_5.2026
• 3、Ma, C., & Zhao, S. (2024). The Myth and Reality of Employee Wellbeing in China. In: Oruh, E. S. & Adisa, T.A. (eds). Employee Wellbeing in the Global South: A Critical Review. Palgrave Macmillan. https://doi.org/10.1007/978-3-031-63248-8.2026