Über Philip Yang
Ich wurde in Chengdu (China) geboren und bin in Deutschland aufgewachsen. In Hannover und Bristol habe ich Volks- und Betriebswirtschaftslehre studiert und an der Leibniz Universität Hannover in Arbeitsökonomie promoviert. Seit Oktober 2023 arbeite ich als Professor für Sustainable Human Resource Management and Leadership an der Universität Paderborn.
Mir ist es ein großes Anliegen, meine wissenschaftliche Kompetenz in die Praxis einzubringen. Aus diesem Grund sind mir Kooperationen mit Unternehmen sehr wichtig. Unter anderem habe ich bereits als Projektleiter in Kooperationen mit der Dr. Ing. h.c. F. Porsche AG, der Daimler AG car2go, der Robert Bosch Start-up GmbH zu Themen wie Agilität, Innovation und Performance Feedback gearbeitet.
| Since 10/2023 | Full Professor of Sustainable HRM & Leadership at Paderborn University |
| Winter term 2022/23 | Interim Professor of Organizational Behavior at the University of Konstanz (Prof. Dr. Sabine Boerner) |
| Summer term 2021 | Interim Professor of Organisational Studies at the University of Konstanz (Prof. Dr. Florian Kunze) |
| 01/2020-12/2020 | In-house project leader/scientific consultant at Dr. Ing. h.c. F. Porsche AG on the subject „Key Performance Indicators of Agile Work“ |
| 06/2018 | Successful midterm evaluation |
| 2015-present | Faculty Member of LEAD- “Learning, Educational Achievement, and Life Course Development” Research Network initially funded within the framework of the Excellence Initiative (Eberhard Karls Universität Tübingen |
| 2014-present | External Research Associate Institute of Labour Economics, Leibniz Universität Hannover |
| 2014-2023 | Assistant Professor of Strategy & Organization, Eberhard Karls Universität Tübingen |
| 2009-2014 | Research Assistant, Institute of Labour Economics, Leibniz Universität Hannover (Prof. Dr. P. Puhani) |
| 2009-2012 | Project assistant in the VW foundation funded project “Employment problems of older employees” |
| 2008 | GIZ Consultant and in-house researcher on the subject “The effect of certification on the well-being of fishers” |
| 01/2020-present | Project leader of the research project in collaboration with Dr. Ing. h.c. F. Porsche AG on the subject „New work forms- Agility and Multi Teaming”. (Reference: Dr. Steffen Wütz, Manager Business Innovation, Dr. Ing. h.c. F. Porsche AG) |
| 2017 | Project leader of the research project in collaboration with Daimler AG car2go on the subject „Individual preferences and antecedents towards the adoption of car sharing“ (Reference: Sebastian Syperek, PCX&UX Research) |
| 2016 | Project leader of the research project in collaboration with Robert Bosch Start-up GmbH on the subject „Promoting Intrapreneurship at the Robert Bosch Start-up GmbH“. (Reference: Alexander Buddrick, Bosch Start-up GmbH) |
| 2014-present | Research and teaching collaboration with itdesign GmbH. (Reference: Carolin Nill, itdesign GmbH) |
| 2020 | Top 5 “The Leadership Quarterly” articles 2019 |
| 2019 | Academy of Management Best International Symposium Finalist |
| 2015 | Platform 4 Exploration Funds Universität Tübingen |
| 2013 | Swiss Leading House Best Paper Award Runner up price 2013 |
Forschung und Lehre
Mein Forschungsansatz ist konzeptionell-empirisch. Ich erweitere und kombiniere bestehende Theorien und teste die daraus abgeleiteten Hypothesen quantitativ-empirisch mit Daten auf Unternehmensebene (Thomson Reuters, Orbis), Daten auf Individualebene (BoardEx, GSOEP, Sportdaten, Facebook), oder einer Kombination aus beiden. Ich forsche gerne in Teams, die nicht nur die nationalen, sondern auch die diszipliären Grenzen überschreiten.
Meine Forschungsschwerpunkte sind dabei:
Sustainable HRM & Leadership
Transformation of Work and Sustainable Use of Human Resources
Responsible Leadership & Ethical Human Relations
Green HRM & Leadership
Meine Lehrphilosophie spiegelt das Leitbild für Studium und Lehre der Universität Paderborn in seiner Idee einer forschungsnahen, vielfältigen, aktivierenden, praxisnahen und kompetenzorientierten Lehre wider. Unser Lehrstuhl bietet verschiedene Module sowohl im Bachelor, als auch im Master an:
Sustainable Leadership (10 ECTS)
Sustainable Behavior in Organizations (5 ECTS)
Evidence-Based HRM & Leadership (5 ECTS)
Empirical Studies in SHRM & Leadership (5 ECTS)
Scientific Research in SHRM & Leadership (5 ECTS)
Publikationen
Grohsjean, T., Dokko, G., & Yang, P. (2024). Can You Go Home Again? Performance Assistance Between Boomerangs and Incumbent Employees. Organization Science. https://doi.org/10.1287/orsc.2022.16685
Wakeman, S. W., Yang, P., & Moore, C. (2024). A (Bounded) Preference for Rule Breakers. Academy of Management Discoveries. https://doi.org/10.5465/amd.2022.0280
Ehmann, S., Kampkötter, P., Maier, P., & Yang, P. (2023). Performance management and work engagement – New evidence using longitudinal data. Management Accounting Research, 64, Article 100867. https://doi.org/10.1016/j.mar.2023.100867
Moore, O., Rapp, T. L., Mistry, S., Bell, B. S., Grossman, R., Miller, J., Finuf, K. D., Sackett, E., Mayo, A., Tenzer, H., Yang, P., Hoegl, M., Wütz, S., Vaulont, M. J., Nahrgang, J., Black, N., Crawford, E., Margolis, J. A., & Moore, O. (2023). Multiple Team Membership Arrangements: Putting the Worker Front and Center. Academy of Management Proceedings, 2023(1). https://doi.org/10.5465/amproc.2023.11879symposium
Nalbantis, G., Manger, C., Pawlowski, T., & Yang, P. (2023). Exploring the impact of specialist and generalist stars on organizational performance. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.4607851
Ehmann, S., Kampkötter, P., Maier, P., & Yang, P. (2023). Performance management and work engagement – New evidence using longitudinal data. Management Accounting Research, 64, Article 100867. https://doi.org/10.1016/j.mar.2023.100867
Tenzer, H., & Yang, P. (2023). Extreme Bootlegging: Individual-level Antecedents to Creative Deviance. In P. Augsdorfer (Ed.), Corporate Underground: Bootleg Innovation and Constructive Deviance (pp. 323–332). https://doi.org/10.1142/9781800612266_0017
Veer, T., Yang, P., & Riepe, J. (2022). Ventures’ conscious knowledge transfer to close partners, and beyond: A framework of performance, complementarity, knowledge disclosure, and knowledge broadcasting. Journal of Business Venturing, 37(3), Article 106191. https://doi.org/10.1016/j.jbusvent.2022.106191
Yang, P., Diederich, S., & Riepe, J. (2022). A Sizable Advantage: Environmental and Social Sustainability Implications of Gender Diversity. Academy of Management Proceedings, 2022(1). https://doi.org/10.5465/ambpp.2022.17091abstract
Nuessle, J., Gaiser, S., Yang, P., & Wütz, S. (2022). Motivated by Agility, Hampered by Switching: A Boundary Perspective. Academy of Management Proceedings, 2022(1). https://doi.org/10.5465/ambpp.2022.10550abstract
Pfeifer, C., Janssen, S., Yang, P., & Backes-Gellner, U. (2021). Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.1835310
Puhani, P. A., & Yang, P. (2020). Does increased teacher accountability decrease leniency in grading? Journal of Economic Behavior & Organization, 171, 333–341. https://doi.org/10.1016/j.jebo.2019.12.017
Riepe, J., Veer, T., & Yang, P. (2020). Strategic information sharing between ventures and CVCs during socialization: The importance of active investors in weak IP regimes. SSRN Electronic Journal.
TENZER, H., & Yang, P. (2019). THE IMPACT OF ORGANISATIONAL SUPPORT AND INDIVIDUAL ACHIEVEMENT ORIENTATION ON CREATIVE DEVIANCE. International Journal of Innovation Management, 24(02), Article 2050020. https://doi.org/10.1142/s1363919620500206
Yang, P., Riepe, J., Moser, K., Pull, K., & Terjesen, S. (2019). Women directors, firm performance, and firm risk: A causal perspective. The Leadership Quarterly, 30(5), Article 101297. https://doi.org/10.1016/j.leaqua.2019.05.004
Riepe, J., & Yang, P. (2019). Are Studies on Gender Diverse Boards Biased by Using the Book Value of Debt? SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3329966
TENZER, H., & Yang, P. (2018). PERSONALITY, VALUES, OR ATTITUDES? INDIVIDUAL-LEVEL ANTECEDENTS TO CREATIVE DEVIANCE. International Journal of Innovation Management, 23(02), Article 1950009. https://doi.org/10.1142/s1363919619500099
Ayaita, A., Yang, P., & Gülal, F. (2018). Where Does the Good Shepherd Go? Civic Virtue and Sorting into Public Sector Employment. German Economic Review, 20(4), e571–e599. https://doi.org/10.1111/geer.12180
Christian, P., Janssen, S., Yang, P., & Backes-Gellner, U. (2017). Effects of Training on Employee Suggestions and Promotions: Evidence from Personnel Records. Schmalenbach Business Review, 65(3), 270–287. https://doi.org/10.1007/bf03396858
Yang, P. (2015). The impact of music on educational attainment. Journal of Cultural Economics, 39(4), 369–396. https://doi.org/10.1007/s10824-015-9240-y
Yang, P., Janssen, S., Pfeifer, C., & Backes-Gellner, U. (2013). Careers and productivity in an internal labor market. Journal of Business Economics, 83(2), 121–143. https://doi.org/10.1007/s11573-012-0649-x
Pfeifer, C., Janssen, S., Yang, P., & Backes-Gellner, U. (2010). Training participation of an aging workforce in an internal labor market (Vol. 170).
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Prof. Dr. Philip Yang
Fakultät für Wirtschaftswissenschaften » Department 1: Management » BWL, insb. Sustainable Human Resource Management and Leadership
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