時間：9月21日（星期三）上午10:00-11:30
地點：騰訊會議：253-260-675
報告人：東北大學閆佳祺 講師（一級）
主講人簡介：
閆佳祺，東北大學工商偉德國際1946bv官網講師(一級)，同濟大學管理學博士，悉尼大學管理學聯(lián)合培養(yǎng)博士(國家留學基金委CSC公派)，上海市優(yōu)秀畢業(yè)生，沈陽市拔尖人才，國家自然科學基金委管理科學部二處同行評議專家，中國管理現代化研究會創(chuàng)業(yè)與中小企業(yè)管理專業(yè)委員會青年委員會理事，管理學學會(AOM)會員，2021管理學學會年會創(chuàng)業(yè)分論壇主席。擔任 Human Relations (FT 50 雜志), Journal of Business Research, 《南開管理評論》，《管理學報》等國內外高水平雜志匿名審稿人。主持國家自然科學基金、教育部人文社會科學基金、遼寧省社會科學規(guī)劃基金、中國博士后科學基金等項目共8項，學術成果發(fā)表于International Journal of Hospitality Management(國際A+，入選全球前1%的ESI高被引論文，0.1%的ESI熱點論文)，Computers in Human Behavior, The Service Industries Journal, Asia Pacific Journal of Human Resources，International Journal of Manpower，Asian Business & Management,《南開管理評論》，《管理評論》，《科學學研究》，《科學學與科學技術管理》，《管理學報》。參與撰寫資政建議專報獲得上海市科學技術協(xié)會調研宣傳部單篇采納，并獲得副部級領導批示。研究成果榮獲中國冶金教育學會(國家一級學會)優(yōu)秀學位論文，同濟大學優(yōu)秀博士學位論文，東北大學優(yōu)秀碩士學位論文，第9屆中國人力資源管理論壇曙明獎，第6屆中國人力資源管理論壇優(yōu)秀論文獎等學術獎勵。
報告內容簡介：
Despite being worldwide disaster, the COVID-19 pandemic has also provided an opportunity for renewed discussion about the way we work. By contextualizing in the early periods of China’s ending of lockdown policy on COVID-19, this paper offers evidence to respond to an essential discussion in the field of working from home (WFH): In terms of job performance, can WFH replace working from the office (WFO)? The present study compares job performance in terms of quality and productivity between WFH and WFO from 861 Chinese respondents using entropy balance matching, a quasi-experimental methodology. Results reveal that WFH enhances job performance in terms of job quality but lowers it in terms of job productivity. In addition, the present study aims to capture and empirically measure the variations in fundamental job characteristics in terms of job control and job demand between WFH and WFO by applying the job demand control support model. More specifically, we find that job control items, such as “talking right” and “work rate,” and job demand items, such as “a long time of intense concentration” and “hecticness of the job,” are vital factors that contribute to how these differences exert influence on employees’ performance under the context of the pandemic.
（承辦：組織與人力資源管理系、科研與學術交流中心）
