【MBAChina网讯】在这个为期两天的工作坊里，我们会以实操的方法来从零开始学习元分析。此工作坊只会默认大家掌握极为基本的统计学知识（例如平均值，标准差，置信区间）。

我们会学习以下内容：

（1）什么样的元分析可以发表在顶级期刊，

（2）如何严谨地搜索和整理已有的实证研究，

（3）学习重要的元分析方法Hunter-Schmidt方法 [重点讲解]和Hedges-Olkin方法，

（4）学习进阶元分析方法，例如meta-ANOVA,meta-regression, and meta-SEM。参加此工作坊以后，你将能够自主开始做一个元分析的研究项目。

课程讲授我们会以中文进行，课件与术语将使用英文。

主讲人：香港大学赵海临博士

讲座时间：2019年5月18日—19日

讲座地点：华理商学院新大楼405室

讲座语言：中文/英文

主办：华东理工大学工商管理系

Hands-on Meta-analysis Workshop

Dr.Helen H. Zhao, University of Hong Kong（hhzhao@hku.hk）

In this two-dayworkshop, we take a hands-on approach to learn meta-analysis technique fromground zero. Only very basic stats knowledge (e.g., mean, standard deviation,confidence interval) will be assumed. We will cover the following topics: (1)the kind of meta-analysis that can be published in top-tier journals, (2) themethod to search and code primary studies with high level of rigor (3)essential meta-analytic techniques such as Hunter-Schmidt method versusHedges-Olkin method, and (4) advanced meta-analytic techniques such asmeta-ANOVA, meta-regression, multilevel meta and meta-SEM. After this workshop, you will be able to getstarted to work on a meta-analysis by yourself.

Theinstruction language will be in Chinese but PowerPoint slides and terminologywill be in English.

Pre-classreadings

LePine,J. A., Podsakoff, N. P., & LePine, M. A. (2005). A meta-analytic test ofthe challenge stressor–hindrance stressor framework: An explanation forinconsistent relationships among stressors and performance. Academy ofManagement Journal, 48(5), 764-775.

Judge,T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The JobSatisfaction-Job Performance Relationship: A Qualitative and QuantitativeReview. Psychological Bulletin, 127(3), 376-407.

What arethe research questions of these two studies? Please also compare theirsimilarities and differences (both in theory and in method).

课前阅读

LePine,J. A., Podsakoff, N. P., & LePine, M. A. (2005). A meta-analytic test ofthe challenge stressor–hindrance stressor framework: An explanation forinconsistent relationships among stressors and performance. Academy ofManagement Journal, 48(5), 764-775.

Judge,T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The JobSatisfaction-Job Performance Relationship: A Qualitative and QuantitativeReview. Psychological Bulletin, 127(3), 376-407.

What are the research questions of these two studies? Please also compare theirsimilarities and differences (both in theory and in method).

Helen H. Zhao

Faculty of Business and Economics

University of Hong Kong

Pok Fu Lam, Hong Kong

hhzhao@hku.hk

EXPERIENCE

Assistant Professor, Faculty of Business and Economics, Universityof Hong Kong (January 2016 - present)

EDUCATION

University ofIowa, United States (2012- 2015)

Ph.D. in OrganizationalBehavior and Human Resources

The Hong KongPolytechnic University, Hong Kong (2009-2011)

M.Phil. in Organizational behavior

The Hong KongPolytechnic University, Hong Kong (2005-2009)

PekingUniversity, China (2006)

University ofAlberta, Canada (2007)

BBA with First Class Honorsin Management

AWARDS/GRANTS

Teaching and Learning Grant (HKD9.7million), Universities Grants Committee, 2016

Seed fund for Basic Research (HKD 230K),University of Hong Kong, 2016

Ballard-Seashore Dissertation Fellowship,2015

Anne T. Cleary International ResearchFellowship, 2015

Stanley Graduate Award for International Research, 2013

Principal Investigator of SIOP Small Research Grant(USD 3000), 2012

PUBLICATIONS

Lam, W., Taylor S. M., Lee, C., & Zhao, H. H. (2018). Does proactive personality matter in leadershiptransitions? Effects of proactive personality on team identification with and responsesto new leaders and their change agenda. Academy of Management Journal. 61(1), 245-263.

Deng, H., Walter, F., Lam, C., &Zhao, H. H. (2017). Spillover effects of emotional labor in customer serviceencounters toward coworker harming: A resource depletion perspective. PersonnelPsychology, 70(2), 469-502.

Zhao, H. H., Seibert, S. E., Taylor, S. M., Lee, C & Lam, W. (2016). Not even the past: Thejoint influence of former leader and new leader during leader succession in themidst of organizational change. Journal of Applied Psychology, 101(12),1730-1738.

Li, N., Zhao, H. H., Walter,S., Zhang, X., & Yu, J. (2015). Achieving More with Less: Extra Milers’Behavioral Influences in Teams. Journal of Applied Psychology, 100 (4), 1025-1039.

Huang, G., Zhao, H. H.*, Niu, X. Y., Ashford, S.J., & Lee, C. (2013). Reducing job insecurity and increasing performanceratings: Does impression management matter? Journal of Applied Psychology,98(5), 852-862.(*correspondence author)

Huang, G., Zhao, H. H. & Lee, C. (2012). JobInsecurity in Chinese Organizations: A Critical Review. X. Huang & M. H.Bond (Eds.) Handbook of ChineseOrganizational Behavior: 343-356. Cheltenham, UK: Edward Elgar.

ACADEMY OF MANAGEMENT BEST PAPER PROCEEDINGS

Deng, H.,Walter, F., Lam, C., & Zhao, H. H. (2014). Employee acting andinterpersonal harming towards coworkers: The moderating role of self-efficacyfor emotional regulation. Academy ofManagement (AOM) Best Paper Proceedings. Philadelphia, PA

INVITED TALKS

TsinghuaUniversity Research Seminar (2015)

ShanghaiJiaotong University Research Seminar (2017)

TsinghuaUniversity Research Seminar (2017)

Hong KongBaptist University Pay and Motivation International Symposium (2017)

HuazhongUniversity of Science and Technology Research Seminar (2018)

Hong KongPolytechnic University Research Seminar (2018)

TEACHING

Strategic HumanResource Management

Principles ofManagement

PracticalMeta-analysis (One Day Workshop)

Moderation andMediation in Structural Equation Modeling (Research Seminar)

KNOWLEDGE EXCHANGE (NON-ACADEMIC)

Givepresentation, conduct research or consultancy projects at various companiessuch as Overseas Chinese Town, YX Lego, Yitian Group, TGOOD, Esquel, WanzhouElectrics, Xiaomi, Deppon Logistics, Kaiyuan Hotel Group, XinxiangInternational Hotel, Sinopec, etc.

Research Advisor at Teambition

Founding Member of SPAN (SciencePractice Analytic Network)