2013-2018：上海交通大学 安泰经济与管理学院 博士

2015-2016：美国马里兰大学 罗伯特史密斯商学院（国家公派留学项目）联合培养博士

2010-2013：中南大学 商学院 硕士

2006-2010：中南大学 数学与统计学院 学士

2020 至今：上海财经大学 商学院 副教授

2018 -2020：上海财经大学 商学院 助理教授

Journal articles

[1] Spriha Y., Tangirala, S., Shu, R*, & Srinivas, E. (In press). How employees who have made upward social class transitions get heard in the workplace. Academy of Management Journal. (*corresponding author)

[2] Wu, J., Tangirala, S., van Knippenberg, D., & Shu, R.* (2024). Only time will tell: How teams centralize their voice around competent members over time to perform better. Journal of Organizational Behavior. (*corresponding author)

[3] Ma, X., Shu, R.*, Zhong, G. (2021). How customer-oriented companies breed HR flexibility and improved performance: Evidence from business-to-customer companies in China. Asia Pacific Journal of Human Resource. (*corresponding author)

[4] Hussain, I., Shu, R.*, Tangirala, S. Ekkirala, S. (2019). The voice bystander effect: How diffusion of responsibility inhibits employee voice. Academy of Management Journal, 62(3), 828-849. (*corresponding author)

    - Summarized in Harvard Business Review (May-June 2019), https://hbr.org/2019/01/why-open-secrets-exist-in-organizations  

    - Featured in Academy of Management Insight (2019),

https://journals.aom.org/doi/10.5465/amj.2017.0245.summary

[5] Liang, J., Shu, R., Farh, C. (2019). Differential implications of team promotive and prohibitive voice on innovation performance in R&D project teams: A dialectic perspective. Journal of Organizational Behavior, 40(1), 91-104.

[6] Shu, R., Ren, S., Zheng, Y. (2018). Building networks into discovery: The link between entrepreneur network capability and entrepreneurial opportunity discovery. Journal of Business Research, 85(5), 197-208.

[7] Ren, S., Shu, R.*, Bao, Y., & Chen, X. (2016). Linking network ties to entrepreneurial opportunity discovery and exploitation: the role of affective and cognitive trust. International Entrepreneurship and Management Journal, 12 (2), 465-485. (* corresponding author)

[8] 舒睿, 梁建. (2015). 基于自我概念的伦理领导与员工工作结果研究. 管理学报, 12(7), 1012-1020.

[9] 任胜钢, 舒睿. (2014). 创业者网络能力与创业机会: 网络位置和网络跨度的作用机制. 南开管理评论, (1), 123-133.

Book chapters

[1] Liang, J., & Shu, R. (2025). Voice behavior in organizations. In Oxford research encyclopedia of business and management. (pp. 1–25). Oxford University Press.

[2] 梁建，舒睿，(2023). 组织中员工的建言行为，在张志学，井润田，沈伟（主编），《组织管理学—数智时代的中国企业视角》(p.177-196). 北京大学出版社.

Academic conference

[1] Zhang, L., Shu, R. (2025). The cage of cliques: How complex social networks restrict the female voice in the workplace. Accepted by the 85th Annual Meeting of Academy of Management (AOM), Copenhagen, Denmark

[2] Shu, R., Zhang, L., Zhang, L., Li, A., & Chai, J. (2024) Silence from the middle: Examining the curvilinear relationship between employee status and voice within teams. Accepted by the 84th Annual Meeting of Academy of Management (AOM), Chicago, IL, USA

-- 获得年度最佳论文提名

[3] Shu, R., & Wu, J. (2023). How to gain endorsement: Voice framing tactics and feedback-seeking from peers (symposium: speaking up to be heard: Influence processes in employee voice). Accepted by the 83rd Annual Meeting of Academy of Management (AOM), Boston, MA, USA

[4] Spriha Y., Tangirala, S., Shu, R., & Srinivas, E. (2023). The craft of voicing to the powerful: How employees who have made upward social class transitions gain endorsement for their voice. Accepted by the 83rd Annual Meeting of Academy of Management (AOM), Boston, MA, USA

-- 获得年度最佳论文提名

[5] 张玲，舒睿. (2023)，弃卒保帅？领导工作不安全感及其对下属离职意愿的影响机制研究. 中国管理学国际学会（IACMR），中国香港

[6] Zhou, C., Li, J., & Shu, R. (2022). The benefits and detriments of leader narcissism: A meta-analysis based on agentic-communal framework. Accepted by the 2022 Annual Meeting of Academy of Management (AOM), Seattle, USA

[7] Wu, J, Tangirala, S., Van Knippenberg, D., Shu, R., Guo, Y. (2020). Only time will tell: How teams centralize their voice around competent members over time to perform better. Accepted by the 2020 Annual Meeting of Academy of Management (AOM), Vancouver, Canada

[8] Liu, F., Liang, J., Shu, R. (2020). Voice form, frame valence, and leader voice endorsement. Accepted by the 8th Conference of the International Association for Chinese Management Research (IACMR), Xi’An, China

[9] Shu, R., Liang, J. (2018). How should I speak up in facilitating voice? Examining a dual-path model. Present at the 7th Conference of the International Association for Chinese Management Research (IACMR), Wuhan, China

[10] Liang, J., Shu, R. (2017). Employee voice and team innovation: Examining the role of team Voice intensity in R&D teams. Presented at the 77th Annual Meeting of Academy of Management, Atlanta, GA, USA

[11] Hussain, I., Shu, R., Tangirala, S. Ekkirala, S. (2017). The voice bystander effect: How diffusion of responsibility inhibits employee voice. Presented at the 77th Annual Meeting of Academy of Management, Atlanta, GA, USA

[12] Shu, R., Ren, S., Zheng, Y. (2017). Building networks into discovery: The link between entrepreneur network capability and entrepreneurial opportunity discovery. Presented at the 77th Annual Meeting of Academy of Management, Atlanta, GA, USA

[13] Shu, R., Wang, X.. Zhao., S. (2017). Catch one and forget others: Effects of achievement value and task performance on unethical pro-organizational behavior. Presented at the 77th Annual Meeting of Academy of Management, Atlanta, GA, USA

[14] Liang, J., Shu, R., (2014). Unpacking the motivational process of ethical leadership: A self-concept perspective. Presented at the 5th Conference of the International Association for Chinese Management Research (IACMR), Beijing, China

2023-2025 获得颜光华青年学者基金

2020-2023 主持 国家自然科学基金青年项目（No.2020110699）

2019-2025 参与员工主动性创新团队 (No.2019110119) 

2019-2022 科研启动费

本科生课程

《管理学》（3学分）

《管理学原理》（2/3学分）

博士生课程

《组织行为专题》（3学分）

《高级管理研究方法（O）》（2学分）

MBA课程

《领导力开发与组织行为》（2学分）