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教授個人資料

教授個人資料
黃瓊億
職稱
助理教授
專長/研究領域
  • 團隊資訊過程與團隊交融記憶系統
  • 團隊動機、態度與行為
  • 團隊組成與團隊衝突
  • 團隊創造力與創新
  • 團隊運作與績效
  • 組織行為
學歷
  • 國立台灣大學商學研究所博士(人力資源管理與組織行為組)
經歷
  • 遠東集團基層主管與中高階主管訓練課程授課教授(2013 - 迄今)
  • 中國化學製藥管理相關課程授課教授(2013 - 2015 )
  • 台灣公益團體自律聯盟 專家顧問 ( 2013-迄今 )
  • 國立政治大學企業管理學系博士後研究員 ( 2010-2013.01 )
  • 成都西南財金大學社會工作發展中心-小學期「非營利組織發展」授課講師 ( 2011.07.07-07.16 )
  • 實踐大學台北校區企業管理學系 兼任助理教授 ( 2011.02-2011.07 )
  • 國立台灣大學社會工作學系非營利組織發展中心 研究員 ( 2004 - 2010 )
  • 跨領域整合型國科會計畫-「永續智慧人本住家-智慧呵護屋」研究員( 2008 - 2010 )
  • 創意電子股份有限公司-組織文化調查與建構計畫研究員 ( 2008.07 - 08 )
  • 創世基金會組織變革計畫 研究員 ( 2005 - 2007 )
  • 國立台灣大學商研所 「組織行為」及「領導與衝突管理」課程助教 ( 2005 - 2009 )
  • 國立台灣大學電機系「高科技創業與營運」及「創意創業專題」 課程助教 ( 2009 - 2010 )
  • 期刊論文
  • 會議論文
  • 研究計畫
  • 專書/個案/其他出版品
  • 產學計劃
  • 教授課程
  • 論文指導
  • 獲獎與專業證照
  • 學會會員
  • 其他校外服務
  • 黃瓊億、黃家齊(2019),「一起快樂合作吧!團隊調節焦點、團隊情感氛圍與團隊績效的關係:轉換型領導的調節中介模型」,組織與管理,(TSSCI) (已被接受)
  • Huang, C. Y. (2018). The relationship between teams’ specific status cues, transactive memory system, and teams’ outcomes: A moderated mediation model of teams’ psychological safety climate Journal of Human Resource Management, 18(1), 1-33. (TSSCI) (10月)
  • 吳乃羣、鄭志強、王豫萱、黃瓊億(2018),「革命性的門診調配作業改造-以怡仁醫院為例」,管理評論,第37卷,第2期,頁26-33。(TSSCI) (4月)
  • Huang, C.-Y., Huang, J.-C., & Chang, Y. (2017). Team goal orientation composition, team efficacy, and team performance: The separate roles of team leader and members. Journal of Management and Organization, 1-19. doi: 10.1017/jmo.2016.62 (SSCI)
  • 黃瓊億、戚樹誠,(2014),「團隊安全感氛圍與團隊認知閉合需求對資訊分享及創新績效的影響」,組織與管理,第7卷,第1期,頁1-40。 (TSSCI)。(2月)(獲第六屆聯電經營管理論文獎優等獎)
  • 黃瓊億、王豫萱(2013),「認知閉合需求與創業警覺性的關係:創業團隊內一致性壓力知覺的調節效果」,創業管理研究,第8卷,第4期,頁57- 81。(12月)
  • 馮燕、黃瓊億,(2010),「台灣非營利組織災變應對模式之發展-從九二一震災到莫拉克風災」,社區發展季刊,131期,頁315-325.
  • Chi, Steve, S. C., Huang, C. Y., & Artemis, C. (2010). Safety climate and relational conflict in the eyes of team members: Examining the role of need for closure. Social Behavior and Personality, 38(1), 103-114.(SSCI)
  • 戚樹誠、楊美玉、黃瓊億,(2008),「團隊成員們的強勢溝通行為與團隊關係衝突有關嗎?探討團隊集體性的干擾效果」,組織與管理,第1卷,第2期,頁38-60。(TSSCI)。
  • 王精文、陳明德、洪瑞雲、黃瓊億、李筱萍,(2004),「企業導入網路群體決策支援系統及創意訓練之個案研究」,台灣管理學刊,第4卷,第3期,頁 357-378.
  • 黃瓊億、李嘉慧(2019),「團隊任務衝突、團隊資訊精緻化與團隊交融記憶系統:團隊關係衝突的伴隨效果」,第11屆亞洲管理學術及12屆台灣管理學術聯合研討會,印度尼西亞:峇里島(6/19-6/21) (已被接受)
  • 廖婉穎、黃敏萍、黃瓊億(2019),「負向差序對待與部屬效能:部屬人格特質的調節效果」,2019商管學術與實務研討會,台灣:台北 (5月)
  • Lee, C. H., Huang, C. Y., & Huang, M. P. (2019). It’s always loyalty to the organization? A study of the relationship between organizational identification and outcomes behaviors of Exit-Voice-Loyal-Neglect Model for the public servants in Taiwan. 2019 Northeast Decision Sciences Institute Annual Conference (NEDSI). America: Philadelphia. (4/4-4/6)
  • Liao, W. Y., Huang, M. P., & Huang, C.Y. (2019). Differential treatments in team and team effectiveness: The role of in-group members. 2019 Northeast Decision Sciences Institute Annual Conference (NEDSI). America: Philadelphia. (4/4-4/6)
  • Li, C. Y., & Huang, C.Y. (2019). The relationship between paternalistic leadership and employees’ outcomes: two paths mediating roles of justice and care moral ethics. Asia-Pacific Conference on Business & Social Science (APCBSS). Japan: Fukuoka. (2/25-2/27)
  • Lu, C. H., & Huang, C.Y. (2019). How and why guilt-proneness employee can tolerate under unfair or high stress condition in team working environment. Asia-Pacific Conference on Business & Social Science (APCBSS). Japan: Fukuoka. (2/25-2/27)
  • He, X. Y., & Huang, C.Y. (2019). The relationship between need for cognitive closure and aggressive tactic adaption within baseball players: The individualism as a moderator. Asia-Pacific Conference on Business & Social Science (APCBSS). Japan: Fukuoka. (2/25-2/27)
  • Lee, C. H., Huang, C. Y., & Huang, M. P. (2019). What is Public agency? And civil servants how to see? The relationship between organizational identity contents, organizational identification and employees’ behaviors for the Public agency in Taiwan. Australia and New Zealand International Business Academy (ANZIBA). Australia: Perth. (2/11-2/13)
  • 李嘉慧、黃瓊億、黃敏萍(2018),「公務機關組織認定內涵與量表初步信效度發展」,台灣組織與管理學會年會暨研討會,台灣:台北(9/14)
  • 廖婉穎、黃敏萍、黃瓊億(2018),「負向差序對待與部屬效能:親信部屬的調節效果」,台灣組織與管理學會年會暨研討會,台灣:台北(9/14)
  • Huang, C.Y., & Huang, J. C. (2018). How the group affective tone influence team creativity: Two studies to examine the mediating role of teams’ transactive memory system. European Academy of Management (EURAM). Iceland: Reykjavik (6/20-6/23)
  • Hsiao, Y. K., & Huang, C.Y. (2018). The relationship between person-environment fit, psychological well-being and innovative behavior: High involvement HRM as moderator. The 6th International Conference on Social Science and Management (ICSSAM). Japan: Sapporo. (05/1-5/3)
  • Huang, C.Y., & Huang, J. C. (2017). From teams’ transactive memory system perspective to examine the relationship between group affective tone and team creativity. 8th Annual International Conference on Human Resource Management and Professional Development in the Digital Age (HRM & PD). Singapore (2017/12/11-12/12).
  • 王豫萱、黃瓊億(2017),「團隊參與式領導、團隊安全感氛圍與建言行為」,第十屆華人心理學家學術研討會,大陸:哈爾濱(9/15-9/18)
  • Huang, C.Y. (2017). The antecedent and consequence of transactive memory systems: teams’ specific status cues as a moderator. The 10th for the Asia Academy of Management (AAOM) and 10th Taiwan Academy of Management (TAOM) joint conference. Japan: Fukuoka.
  • Liu, M. H., & Huang, C. Y. (2017). The regulatory focus and creativity: The mediating role of information processing style. 8th International Conference on Evolving Trends in Academic and Practical Research (5/18-19). Taiwan: Taipei.
  • Huang, C.Y., & Li, H. H. (2016). Motivated information processing and team creativity: Effects of team cognition and team psychological safety climate on information elaboration. The 31st International Congress of Psychology (ICP). Japan: Yokohama (2016/07/24-07/29)
  • Lin, N. W., & Huang, C.Y. (2016). Salesperson’s regulatory focus, mood and customer’s satisfaction: The mediated moderating role of emotional intelligence. The 4th International Conference on Social Science and Management. Japan: Osaka. (2016/05/10-5/12) (has been accepted)
  • Huang, C.Y., & Huang, J. C. (2015). Teams’ status and team information elaboration: From status characteristic theory. The 9th for the Asia Academy of Management (AAOM) and 8th Taiwan Academy of Management (TAOM) joint conference. China: Hong Kong.
  • Huang, J. C., & Huang, C.Y. (2015). Team regulatory focus, team affect tone and team performance: The moderating role of transformational leadership. 14th European Congress of Psychology (ECP). Italy: Milan.
  • Chung, X. N., & Huang, C. Y. (2015). The perspective of motivated information processing in group on team diversity, psychological safety climate and team creativity: The moderating role of participative leadership. International Research Conference on Business Economics and Social Science (IRC). Tailand.
  • Tsai, Y. W., & Huang, C. Y. (2015). The relationship between organizational CSR strategy, ethical leadership and organization and employee outcomes: A cross-level analysis. International Research Conference on Business Economics and Social Science (IRC). Tailand. (Winner of the Career Division’s 2012 Best Symposium of the Year Award)
  • Huang, C. Y., & Huang, J. C. (2013). Team’s specific status cues and team information elaboration: Safety climate as a moderator. Academy of International Business (AIB). Special Meeting. Russia: Moscow.
  • Huang, J. C., & Huang, C. Y. (2013). The impact of fit between strategy and HRM practices on individual outcomes: The mediating effect of role ambiguity and role conflict. 8th Asia Regional Congress of the International Labour and Employment Relations Association. Australia: Melbourne.
  • 黃瓊億、王豫萱(2013),「認知閉合需求與創業警覺性的關係:創業團隊內一致性壓力知覺的調節效果」,2013年台灣組織與管理學會(TAoM)年會暨研討會,台灣高雄。
  • Huang, J. C., & Huang, C. Y. (2013). Strategy and HRM practices Alignment, role stress and individual outcomes: A multilevel study. The 12th International Decision Sciences Institute Conference & The 18th Asia Pacific DSI Conference, Bali, Indonesia.
  • 黃瓊億,(2013),「團隊安全感氛圍與團隊知識動機對資訊精緻化程度與創新績效-動機資訊處理過程觀點」,第五屆兩岸大學領導論壇與國際學術研討會,台灣台北。
  • Huang, J. C., & Huang, C. Y. (2012). Team goal orientation composition, team efficacy and team performance: The separate roles of team leader and members. Asia Academy of Management 2012 Conference (AAOM). Korea: Seoul.
  • 黃瓊億、謝如梅、王詮竤,(2012),「創業團隊成員的認知閉合需求、創業警覺性與團隊衝突的關係:一項跨層次分析」,中國管理研究國際協會年會(IACMR),大陸香港。
  • 黃瓊億、戚樹誠,(2012),「團隊創新氛圍與團隊認知閉合需求對資訊分享及創新績效的影響」,2012產業創新與科技管理研討會,臺灣屏東。(獲最佳論文獎)
  • Huang, J. C., Huang, C. Y., & Chen, W. C. (2011). The impact of team regulatory focus on performance and innovation: A multilevel study. The 4th International HR conference (HRC). Thailand: Bangkok.
  • Huang, C. Y., & Chi, Steve, S. C. (2011). The relationship between team innovation climate, task reflexivity and team innovation: task-oriented diversity as a moderator. Academy of International Business (AIB). Annual Meeting. Japan: Nagoya.
  • Joyce. Y. F., Fu, L. C., Huang, C. Y., Lu, C. H., Ho, Y. C., & Yen, Y. C. (2009). The design and development of intelligent technology in a smart home-A perspective on fulfilling technological needs of residents. Symposium of Globalization, Urban and Housing Research. Taiwan: Hwalien.
  • Chi, Steve, S. C., Artemis, C., & Huang, C. Y. (2009). The relationship between perceptions of safety climate relational conflict within R&D teams: Taking need for closure as a moderator. The International Association for Conflict Management (IACM). 22nd Annual Conference. Japan: Kyoto.
  • Haung, C. Y., Artemis, C., & Chi, Steve, S. C. (2008). The structure of need for closure scale in Taiwan. The Sixth Asia Academy of Management Conference (AAOM). Taiwan: Taipei.
  • 黃瓊億、陳彥君、戚樹誠,(2008),「閉合需求量表的信效度驗證」,第三屆中國管理研究國際協會年會 (IACMR),大陸廣州。
  • Wang, C. W., Chen, M., Horng, R. Y., Huang, C. Y., & Li, H. P. (2004). Empirical studies of creativity training’s impacts on the usage of web-base group decision support systems. The 14th International Conference on Pacific Rim Management, Association for Chinese Management Educators (ACME), USA: Chicago.
  • 王精文、黃瓊億,(2004),「研發團隊成員人格特質、團隊運作對團隊效能的影響」,第三屆跨領域管理學術與實務研討會,台中。
  • 王精文、黃瓊億,(2003),「創造力人格量表之信效度研究-以研發人員為例」,第三屆提升競爭力與經濟管理研討會,台北。
  • 王精文、李珍玫、李建道、蕭婉鎔、黃瓊億,(2003),「創投事業參與投資計畫之決策評估準則研究」,中華決策科學研討會,新竹。
  • 王精文、李珍玫、廖玉琳、黃瓊億,(2003),「政府研發政策對民間研發投入之探討」,中華民國科技管理論文研討會,新竹。
  • 107年度教育部補助大學社會責任實踐計畫(萌芽型計畫)。桃園文化廊道:導覽*綠社*關懷 (子計畫三:綠色食育USR計畫)協同主持人
  • 是什麼分裂我們彼此?團隊內分際線、團隊交融記憶系統與團隊創新:團隊發展階段在整體模型的調節角色。科技部專題研究計畫,MOST106-2410-H-155 -037 ,主持人,2017/08/01~2018/07/31。
  • 團隊任務衝突、團隊資訊精緻化與團隊交融記憶系統:團隊關係衝突的伴隨效果。科技部專題研究計畫,MOST105-2410-H-155 -053 -SSS,主持人,2016/08/01~2017/07/31。
  • 團隊交融記憶系統的前因與結果:團隊特定專業線索的調節效果。科技部專題研究計畫,MOST104-2410-H-155-045-SSS,主持人,2015/08/01~2016/07/31。
  • 團隊認知需求與團隊安全感氛圍、團隊資訊分享與團隊交融記憶系統:動機資訊處理觀點。國科會專題研究計畫,NSC103-2410-H-155-001,主持人,2014/01/01~2014/12/31。
  • 團隊認知閉合需求、團隊資訊精緻化與團隊創新的關係:團隊一致性壓力調節上述間接關係的角色。元智大學新進教師研究計畫。2013/04/01~2013/12/31。
  • 企業倫理與社會責任(大學部)
  • 組織行為 (大學部)
  • 人才培育與才能管理(大學部)
  • 職能與人才發展 (碩士班)
  • 組織行為研究方法 (碩士班)
  • 進階統計 (碩士班)
  • 組織管理專題研討 (博士班)
  • 組織行為 (博士班)
  • 黃瓊億、戚樹誠,(2014),「團隊安全感氛圍與團隊認知閉合需求對資訊分享及創新績效的影響」,組織與管理,第7卷,第1期,頁1-40。榮獲第六屆聯電經營管理論文獎優等獎。
    榮譽:
  • 2014 指導學生蔡亞芠碩士論文「The relationship between organizational CSR strategy, ethical leadership and organization and employee outcomes: A cross-level analysis」International Research Conference on Business Economics and Social Science (IRC) 獲研討會最佳論文獎
  • 2010 第十五屆中小企業研究博士論文獎佳作
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黃瓊億

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