杨百寅通讯地址：清华大学经济管理学院人力资源与组织行为系中国北京清华园 100084电话：86-10-62796314传真：86-10-62772021电子信箱：1990－1992：（加拿大）萨斯卡彻温大学继续教育专业硕士1992－1996：（美国）佐治亚大学人力资源开发专业博士工程师（管理）1996-1998：（美国）奥本大学助理教授1998-2001：（美国）爱达荷大学助理教授、（终身）副教授2001-2006：（美国）明尼苏达大学助理教授、（终身）副教授、（终身）教授2006-至今：清华大学经济管理学院系主任教授•2010年：美国管理学会年会，最佳论文提名奖【Academy of Management, Carolyn Dexter Award Nominee】•2010年：中国管理学会，年会优秀论文《如何提高战略决策效果？TMT社会资本与冲突的作用》•2009年：长江学者奖励计划, 教育部长江学者特聘教授。

•2009年：中国管理学会，年会优秀论文《家长式领导，冲突与决策效果》•2008年：杰出人力资源开发学者奖，国际人力资源开发学会【Outstanding HRD Scholar Award, Academy of Human Resource Development (AHRD), 2008】。

•2007年：国家杰出青年科学基金获得者。

•2007年：友好全球人力资源最佳教授奖，(印度)友好大学【Amity Best Global HR Faculty Award, Amity University, India】。

•2004年：2003年度最佳论文奖，人力资源开发评论【Outstanding Article for 2003, Human Resource Development Review, 2004】。

•2000年：早期职业奖，美国成人教育教授协会【Early Career Award, Commission of Professors of Adult Education (CPAE), 2000】。

•2012、2009、2008、2005、2000、1999年：十佳论文，国际人力资源开发学会【Top Ten Conference Proceedings, Academy of Human Resource Development (AHRD)】。

•1997，1998年：世界名人录【Who’s Who in the World, 1997, 1998】。

•1997，1998年：美国名人录【Who’s Who in America, 1997, 1998】。

•1996，1997年：美国教育名人录【Who’s Who in American Education, 1996-1997】。

•1990年：优秀教育工作者，中国科学院。

2004年至今；绩效评估专家，2007年至今•国家社会科学基金委，评审专家，2007年至今；•Editor, Human Resource Development Quarterly [SSCI], 2009-2012.•Editorial Board Member, Journal of Chinese Human Resource Management, 2010- •Representative-at-Large for the Chinese Mainland, The International Association for Chinese Management Research (IACMR), 2008-2010.•Associate Editor, Human Resource Development Quarterly, 2005-2009.•Associate Editor for China and the Far East, Human Resource Development International, 2004-2007.•Reviewer, Learning Organization, 2004-present.•Program Associate Chair, Asian Conference of the Academy of HRD, 2003-present.•Editorial Board Member and Consulting Editor, Adult Education Quarterly, since 2000 •Quantitative Method Editor, Human Resource Development Quarterly, 2000-2005•Advisory Board Member, Human Resource Development International, 2000-2004 •Member, Research Strategy Committee, Academy of Human Research Development (AHRD), since 2000.•Guest Consulting Editor, Canadian Journal for the Study of Adult Education, since 1999 •Editorial Board Member, MPAEA Journal of Adult Education, 1998-2001•Manuscript Reviewer, Journal of Business Research, since 2005•Manuscript Reviewer, Adult Education Quarterly, since 1997•Manuscript Reviewer, Human Resource Development Review, since 2001•Manuscript Reviewer, Human Resource Development Quarterly, since 1997-2005Yang, B., Xiao, M. (eds.) (2008). Global human resource development theories and practic e. Beijing: Higher Education Press. ISBN：978-7-04-024692-6Yang, B.(ed.) (2004). Contributions of adult learning theory to human resource development.Thousand Oaks, CA: Sage Publications.Book Chapters:1.Ellinger, A. D., & Yang, B. (2011). Creating a whole from the parts: Qualities of good writing.In T. S. Rocco &T. Hatcher (Eds.), The Handbook of Scholarly Writing and Publishing(pp.115-124). San Francisco: Jossey-Bass.2.Yang, B.(2008). Conceptualization and evolution of learning organizations. In T.Torres-Coronas & M. Arias-Oliva (Eds.), Encyclopedia of human resources information systems: Challenges in e-HRM (pp. 172-177). Hershey, PA: Information Science Reference.3.Yang, B. (2006). Learning organization. In J. Greenhaus & G. Callanan (Eds.), Encyclopedia ofCareer Development (pp. 461-464). Thousand Oaks, CA: Sage Publications.4.Yang, B.(2005). Factor analysis. In R. A. Swanson & E. F. Holton (eds.), Research inorganizations: Foundations and methods of inquiry (pp. 181-199). San Francisco: Berrett-Koehler Publishers.5.Yang, B.(2005). Meta-analysis. In R. A. Swanson & E. F. Holton (eds.), Research inorganizations: Foundations and methods of inquiry (pp. 201-217). San Francisco: Berrett-Koehler Publishers.Refereed Journal Articles:1.Yang, B., (2012). Confucianism, socialism and capitalism: A Comparison of cultural ideologiesand implied managerial philosophies and practices in the P. R. China, Human Resource Management Review,22(3), 165-178. [SSCI]2.Hung, R. Y., Lien, B. Y., Yang, B., Wu, C. M., &, Kuo, Y. M. (2011). Impact of TQM andorganizational learning on innovation performance in the high-tech industry, International Business Review,20(2), 213-225. [SSCI]3.Chen, X., & Yang, B. (2010). Copying from others or developing locally? Successes andchallenges of MBA education in China (1990-2010). Journal of Chinese Human Resource Management, 1(2), 128 – 145.4.Zheng, W., Yang, B., & McLean, G. (2010). Linking organizational culture, structure, strategy,and organizational effectiveness: Mediating role of knowledge management. Journal of Business Research, 63(7), 763-771. [SSCI].5.Hung, R. Y., Yang, B., Lien, B. Y., McLean, G. N. (2010). Dynamic capability: Impact ofprocess alignment and organizational learning culture on performance. Journal of World Business, 45(3), 285-294. [SSCI]6.Yang, B., Wang, Y., & Drewry, A. W. (2009). Does it matter where to conduct training?Accounting for cultural factors. Human Resource Management Review, 19(4), 324–333. [SSCI] 7.Yang, B., Zheng, W., & Viere, C. (2009). Holistic views of knowledge management models.Advances in Developing Human Resources, 11(3), 273-289.8.Zheng, W., Qu, Q., & Yang, B. (2009). Toward a theory of organizational cultural evolution.Human Resource Development Review, 8(2), 151-173.9.Yang, B., & Wang, X. (2009). Success and lessons of developing human capital in the P. R.China. Human Resource Development International, 12(1), 3-14.10.Wang, X., Yang, B., & McLean, G. N. (2007). Influence of demographic factors and ownershiptype upon organizational learning culture in Chinese enterprises. International Journal of Training and Development, 11(3), 154-165.11.van der Merwe, L., Chermack, T. J., Kulikowich, J. M., & Yang, B.(2007). Strategicconversation quality and engagement: Assessment of new measure. International Journal of Training and Development, 11(3), 214-221.12.Wang, X., & Yang, B. (2007). The culture of learning organizations in Chinese state-owned andprivately-owned enterprises: An empirical study. Frontiers of Business Research in China, 1(2), 275-299.13.Yang, B., Zheng, W., & Li., M. (2006). Confucian view of learning and implications fordeveloping human resources. Advances in Developing Human Resources, 8(3), 346-354.14.Lien, B. Y., Hung, R. Y., Yang, B., & Li, M. (2006). Is learning organization a valid concept inTaiwanese context? International Journal of Manpower, 27(2), 189-203. [SSCI]15.McLean, G., Yang, B., Kuo, C., Tolbert, A., & Larkin, C. (2005). Development and initialvalidation of an instrument measuring coaching behavior.Human Resource Development Quarterly, 16(2), 157-178.16.Zhang, D., Zhang Z., & Yang, B. (2004). Learning organization in mainland China: An empiricalresearch on its application to Chinese state-owned enterprises. International Journal of Training and Development, 8(4), 258-273.17.Yang, B., Zhang, D., & Zhang, M. (2004). National human resource d evelopment in the People’sRepublic of China. Advances in Developing Human Resources, 6(3), 297-306.18.Egan, T. M., Yang, B., & Bartlett, K. (2004). The effects of learning culture and job satisfactionon motivation to transfer learning and intention to turnover. Human Resource Development Quarterly, 15(3), 279-301.19.Yang, B.(2004). Can adult learning theory provide a foundation for human resourcedevelopment? Advances in Developing Human Resources, 6(2), 129-145.20.Yang, B. (2004). Holistic learning theory and implications for human resource development.Advances in Developing Human Resources, 6(2), 241-262.21.Yang, B., Watkins, K. E., & Marsick, V. J. (2004). The construct of learning organization:Dimensions, measurement, and validation. Human Resource Development Quarterly, 15(1), 31-55.22.Yang, B., & Zhang, D. (2003). How to develop human resources: Technical rationality or socialmoral responsibility? A comparison of Western and Chinese human resource theory and practice.Journal of Tsinghua University (Philosophy and Social Sciences Edition), 18(3), 66-73.(Chinese)23.Yang, B. (2003). Political factors in decision-making and implications for HRD. Advances inDeveloping Human Resources, 5(4), 458-479.24.Yang, B., & Zhang, D. (2003). A theoretical comparison of American and Chinese culture andimpacts on human resource theory and practice. International Journal of Human Resource Development and Management, 3(4), 338-358.25.Yang, B. (2003). Toward a holistic theory of knowledge and adult learning. Human ResourceDevelopment Review, 2(2), 106-129.26.Yang, B. (2003). Identifying valid and reliable measures for dimensions of a learning culture.Advances in Developing Human Resources, 5(2), 152-162.27.Ellinger, A. D., Ellinger, A. E., Yang, B., & Howton, S. W. (2003). Making the business case forthe learning organization concept. Advances in Developing Human Resources, 5(2), 163-172. 28.Yang, B. (2002). Meta-analysis and theory building. Advances in Developing Human Resources,4(3), 296-316.29.Blunt, A., & Yang, B. (2002). Factor structure of the adult attitudes toward continuing educationscale (AACES) and its capacity to predict participation behavior: Evidence for adoption of a revised scale. Adult Education Quarterly, 52(3), 299-314.30.Ellinger, A. D., Ellinger, A. E., Yang, B., & Howton, S. W. (2002). The Relationship betweenthe learning organization concept and firms’ financial performance: An empirical assessment.Human Resource Development Quarterly, 13(1), 5-21.31.Yang, B., & Lu, X. R. (2001). Predicting academic performance in management education: Anempirical investigation of MBA success. Journal of Education for Business, 77(1), 15-20. 32.Yang, B., & Cervero, R. M. (2001). Power and influence styles in programme planning:Relationship with organizational political contexts. International Journal of Lifelong Education, 20(4), 289-296.33.Umble, K., Cervero, R. M., Yang, B., & Atkinson, W. L. (2000). Effects of traditional classroomand distance continuing education: A theory-driven evaluation of a vaccine-preventable diseases.American Journal of Public Health, 90(8), 1218-1224.34.Yang, B. (1998). Longitudinal study of adult education participation: A theoretical formulationand empirical investigation. International Journal of Lifelong Education, 17(4), 247-259.35.Yang, B., Cervero, R., Valentine, T., & Benson, J. (1998). Development and validation of aninstrument to measure adult educators’ power and influence tactics in program planning practice.Adult Education Quarterly, 48(4), 227-244.36.Roth, A., & Yang, B.(1997). Theorising intelligence: Western and Eastern educationalparadigms. Educational Practice and Theory, 19(1), 27-35.37.Rojewski, J. W., & Yang, B. (1997). Longitudinal analysis of selected psychological and socialinfluences on the development of occupational aspirations. Journal of Vocational Behavior, 51(6), 375-410.38.Merriam, S., & Yang, B. (1996). A longitudinal study of adult life experiences anddevelopmental outcomes. Adult Education Quarterly, 46(2), 62-81.39.Yang, B.(1995). A factor structure of professionals’ attitude towards continuing education andits relationship to participation. Canadian Journal for the Study of Adult Education, 9(2), 41-54.40.Cervero, R. M., & Yang, B.(1994). Can Houle’s typology of professionals predict participationin continuing education? The Journal of Continuing Higher Education, 42(3), 2-9.41.Yang, B., Blunt, A., & Butler, R. (1994). Prediction of participation in continuing professionaleducation: A test of two behavioral intention models. Adult Education Quarterly, 44(2), 83-96.42.Ralph, E., & Yang, B.(1993). Beginning teachers’ utilization of instructional media: A Canadiancase. Educational and Training Technology International, 34(4), 299-310.学术论文1.陈璐、高昂、杨百寅、井润田. 家长式领导能激发创造力吗？心理授权与价值观的作用[J].《管理学报》已录用2.陈璐、杨百寅，井润田. 家长式领导对高管团队有效性的影响机制研究：以团队凝聚力为中介变量[J]. 《管理工程学报》2012年第26卷第1期，13-19，34。