Li Ma

Li Ma is a professor at Guanghua School of Management, Peking University. He obtained his Ph.D. from Washington University in St. Louis, and his undergraduate and master degrees in Tsinghua University. He has also taught full time at Tsinghua University, and part time at Washington University in St. Louis in the United States and Yonsei University in Korea. He studies negotiation, conflict management, and participative management, especially in international contexts. His publications appear in journals such as MIT Sloan Management Review, Leadership Quarterly, Human Relations, Journal of Organizational Behavior, Journal of Business Ethics, Journal of Occupational and Organizational Psychology, Management and Organization Review, Journal of International Business Studies, Harvard Business Review Digital Articles, Negotiation Journal, Asia Pacific Journal of Management, International Journal of Human Resource Management, and a number of Chinese academic journals.

Research Areas

International negotiation

Education Background

• 2008 Washington University Business Administration
• 2005 Washington University Business Administration
• 1998 Tsinghua University Management Engineering
  
• 1996 Tsinghua University Electrical Engineering
  

Career Experience

• 2017~present Professor in Organizational Behavior, Peking University, Beijing, China
• 2011~2017 Associate Professor in Organizational Behavior, Peking University, Beijing, China
• 2008~2011 Assistant Professor in Organizational Behavior, Peking University, Beijing, China
• 1998~2002 Junior Lecturer and Lecturer in Management, Tsinghua University, Beijing, China

Research Results

• Ju, D., Yao, J., & Ma, L. In press. Person-job fit and job involvement: The curvilinear effect and the moderating role of goal orientations. Journal of Managerial Psychology.
• Ma, L., Chen, A., & Zhang, Z.-X. 2016. Task success based on contingency fit of managerial culture and embeddedness. Journal of International Business Studies, 47 (2), pp. 191-209.
• Ma, L., Brett, J. M., Wang, H., & Zhang, Z.-X. 2017. Negotiating with Chinese investors. MIT Sloan Management Review, 59 (1), pp. 89-90.
• Ko, Y.-J., & Ma, L. Forthcoming. Forming a firm innovation strategy through commitment-based human resource management. International Journal of Human Resource Management. DOI: 10.1080/09585192.2017.1308415.
• Krieg, A., Ma, L., Robinson, P. 2018. Making a good impression at work: National differences in employee impression management behaviors in China, Japan, Korea and the U.S. Journal of Psychology, 152 (2), 110-130. DOI: 10.1080/00223980.2017.1417817.
• Ma, L., Zhai, X., Zhong, W., & Zhang, Z.-X. 2019. Deploying human capital for innovation: A study of multi-country manufacturing firms. International Journal of Production Economics, 208, 241-253. DOI: 10.1016/j.ijpe.2018.12.001.
• Ma, L., Brett, J. M., Wang, H., & Zhang, Z.-X. 2015. What Chinese companies want from international deals. Harvard Business Review Digital Articles (Feb. 12): 2-4.
• Ju, D., Ma, L., Ren, R., & Zhang, Y. In press. Empowered to break the silence: Applying self-determination theory to employee silence. Frontiers in Psychology. DOI: 10.3389/fpsyg.2019.00485.
• Li, X., & Ma, L. 2015. Business management practices: Converging in some aspects but diverging in others. Management and Organization Review, 11(4), 795-806.
• Wei, X., Ma, L., Zhang, Z.-X., Showail, S. S., Jiao, J., & Wang, X. 2015. Understanding psychological contract breach due to labor costs reduction: Contingent upon employee sex and managerial control. Journal of Occupational and Organizational Psycholog, 88(4): 679-701. DOI: 10.1111/joop.12092.
• Ma, L., & McLean Parks, J. 2012. Your good name: The relationship between perceived reputational risk and acceptability of negotiation tactics. Journal of Business Ethics, 106 (2), 161-175. DOI: 10.1007/s10551-011-0987-6.
• Ma, L., & Tsui, A. S. 2015. Traditional Chinese philosophies and contemporary leadership. Leadership Quarterly, 26 (1), 13-24. DOI: 10.1016/j.leaqua.2014.11.008.
• Ma, L., & Qu, Q. 2010. Differentiation in leader-member exchange: A hierarchical linear modeling approach. Leadership Quarterly, 21(5): 733-744. DOI: 10.1016/j.leaqua.2010.07.004.
• McLean Parks, J., Ma, L., & Gallagher, D. G. 2010. Elasticity in the “rules” of the game: Exploring organizational expedience. Human Relations (ISSN: 0018-7267), 63 (5): 701-730. DOI: 10.1177/0018726709355331.
• Ma, L., & McLean Parks, J. 2009. Differences that make a difference. In SørenHilligsøe& Henning SejerJakobsen (Eds.), Negotiation: The art of making agreement (ISBN: 978-87-7675-636-9): 129-151. Copenhagen, Denmark: Academica.
• Wang, D., Tsui, A. S., Zhang, Y., & Ma, L. 2003. Employment relationships and firm performance: Evidence from an emerging economy. Journal of Organizational Behavior, 24 (5), 511–535. Vol. 24, No.5, pp. 511-535. DOI: 10.1002/job.213.