2009年—2015年 西班牙IE商学院 博士

2007年—2009年 瑞典皇家理工学院，意大利米兰理工大学 ，西班牙马德里理工大学  三校联合培养硕士

2000年—2004年 东南大学 学士

意大利水泥集团公司，意大利贝加莫2009年-2009年

中兴通讯印尼子公司，印尼雅加达2006年—2007年

中兴通讯巴西子公司，巴西圣保罗 2005年—2006年

中兴通讯股份有限公司，中国深圳 2004年—2005年

Journal Publications

1.      Allan Lee*, Joanne Lyubovnikova, Geoff Thomas, Gary Schwarz, Jie Cao, (2024). A relational perspective on how and when follower attachment style impacts job performance: The moderating role of leader neuroticism. Journal of Occupational and Organizational Psychology, online publication. 

2.      Taiyuan Wang, Jie Cao*, Nan Lin, (2024). From sibship to entrepreneurship: an intragenerational perspective on entrepreneurial intention and action. Asia Pacific Journal of Management, 94(3), 1373-1394. 

3.      Jie Cao and Monika Hamori*, (2023). The impact of developmental job experience on job performance: The importance of team context. Human Resource Management, 62(6), 901-916. 

4.      Amy Tian, Jie Cao*, Alex Newman, (2023). The curvilinear effects of training participation on job performance through organizational support: The moderating role of entity self-beliefs. Asia Pacific Journal of Management, 40(2), 553-573. 

5.      Jie Cao* and Monika Hamori*, (2022). Adapting careers to the COVID crisis: The impact of the pandemic on employees' career orientations. Journal of Vocational Behavior, 139 (103789), online publication. 

6.      Sabine Sonnentag*, Amy Tian, Jie Cao, Svetlana Grushina, (2021). Positive work reflection during the evening and next-day work engagement: Testing mediating mechanisms and cyclical processes. Journal of Occupational and Organizational Psychology, 94(4), 836-865. 

7.      Allan Lee*, Berrin Erdogan, Sara Willis, Amy Tian, Jie Cao, (2021). Perceived overqualification and task performance: Reconciling two opposing pathways. Journal of Occupational and Organizational Psychology, 94(1), 80-106. 

8.      Jie Cao* and Monika Hamori, 2020. How can employers benefit most from developmental job experiences? The needs–supplies fit perspective. Journal of Applied Psychology, 105(4), 422–432.

9.       Jie Cao and Monika Hamori*, 2016. The impact of management development practices on organizational commitment. Human Resource Management, 55(3), 499-517. 

10.    Monika Hamori*, Burak Koyuncu, Jie Cao*, Thomas Graf, 2015. What high-potential young managers want. MIT Sloan Management Review, 57(1), 61-68. 

11.    Monika Hamori*, Jie Cao, Burak Koyuncu, 2012. Why top young managers are in a nonstop job hunt. Harvard Business Review, 90, 7-8.  

Books and Others

1.      Lingjun Zhou, Jinsong Li, Jie Cao*, 2024, What Is Below the Surface? Rejected Applicant Reactions Toward AI/HM-Based Hiring. Academy of Management Proceeding, 2024(1), online publication, Academy of Management, Chicago: US. (Final two award nominees of OB Division Outstanding Practical Implications for Management Paper Award)

2.      W. Brenner & F. Uebernickel, 2016, Design Thinking for Innovation, Springer. Translated by Nan Lin, Jie Cao and Ping Zhou, 2019, China Machine Press

3.      Jie Cao and Monika Hamori, 2012, “Mind the gap: Impacts of on-the-job development and the expectation gap on organizational commitment”, Academy of Management Best Paper Proceedings, 2012(1), online publication, Academy of Management, Boston: US.

* Refers to corresponding author

本科

- 管理学

- 管理学原理

- 领导学

- 招聘与测评

硕士
- 领导力培养与组织行为学

- 战略人力资源管理

博士

- 管理研究导论及论文写作

- 人力资源专题

- 第四届上财商学院“MBA明星教师”

- 上海财经大学商学院2021-2022学年先进工作者
- 上海财经大学第五轮“特任研究员”

1. 高效的员工培训，2016；

2. 人性化的人力资源管理政策对员工身心以及企业效益的影响，2015；

3. 员工职业发展措施与员工的企业忠诚度和工作表现之间的关系，2015.