한양대학교 경영전문대학원 메인페이지 바로가기

소개

한양대학교 경영학부의 교수로 재직 중인 신유형 교수는 서울대학교 심리학과를 졸업하고 Columbia University에서 조직심리학 박사 학위를 취득하였다. 신유형 교수는 조직 구성원의 정서 및 동기, 개인-조직 적합성, 일터에서의 proactive behavior (조직시민행동, 잡 크래프팅) 관련 연구를 수행하고 있으며, Group & Organization Management의 Associate Editor와 Journal of Organizational Behavior의 편집위원으로 활동하고 있다. 신유형 교수의 연구 결과는 Journal of Management, Journal of Organizational Behavior, Journal of Business Ethics, Journal of Occupational Health Psychology등의 국제저명학술지에 논문으로 게재되었다.

학력

• 2005, Columbia University 조직심리학 박사
• 2000, Columbia University 조직심리학 석사
• 1995, 서울대학교 심리학 학사

경력

• 2020. 8 – 2022. 7, 한양대학교 경영학부장
• 2017. 3 – 현재, 한양대학교 경영학부 교수
• 2016. 1 – 2016. 12, University of California, Riverside 방문학자
• 2013. 3 – 2017. 2, 한양대학교 경영학부 부교수
• 2010. 3 – 2013. 2, 한양대학교 경영학부 조교수
• 2006. 9 – 2010. 2, 성균관대학교 경영학부 조교수

수상 내역

• 2022년 4월 한양대학교 이달의 연구자상
• 2021년 한양대학교 최상위논문연구자
• 2021년 한양대학교 우수연구자상
• 2021년 한양대학교 경영전문대학원 강의우수교수상
• 2020년 9월 한양대학교 이달의 연구자상
• 2018년 한양대학교 우수연구자상
• 2018년 한양대학교 Highly Cited Researcher
• 2017년 4월 한양대학교 이달의 연구자상
• 2017년 한국경영정보학회 춘계통합학술대회 최우수논문상
• 2016년 한양대학교 우수연구자상
• 2016년 한국지식경영학회 추계학술대회 최우수논문상
• 2016년 한국중소기업학회 우수 논문심사자상
• 2016년 Fulbright Midcareer Researcher Grant
• 2014년 한양대학교 HYU학술상
• 2007년 성균관대학교 경영학부 우수강의상

주요 논문

* Corresponding author

• Shin, Y., & Hur, W. (2022). Having control or lacking control? Roles of job crafting and service scripts in coping with customer incivility. Journal of Occupational Health Psychology, 27, 104-118.
• Hur, W., Shin*, Y., & Moon, T. W. (2022). Liking motivation, emotional labor, and service performance from a Self-Determination Perspective. Journal of Service Research, 25, 227-241.
• Shin, Y., & Hur, W. (2021). When do job-insecure employees keep performing well? The buffering roles of help and prosocial motivation in the relationships between job insecurity, work engagement, and job performance. Journal of Business & Psychology, 36, 659-678.
• Hur, W., Shin*, Y., & Moon, T. W. (2020). How does daily performance affect next-day emotional labor? The mediating roles of evening relaxation and next-morning positive affect. Journal of Occupational Health Psychology, 25, 410-425.
• Shin, Y., Hur, W., & Choi, W. (2020). Coworker support as a double-edged sword: A moderated mediation model of job crafting, work engagement, and job performance. International Journal of Human Resource Management, 31, 1417-1438.
• Shin, Y., Hur, W., Kim, H., & Gang, M. C. (2018). Managers as a missing entity in job crafting research: Relationships between store manager job crafting, job resources, and store performance. Applied Psychology, 69, 479-507.
• Shin, Y., Kim, M. S., Choi, J. N., Kim, M., & Oh, W. (2017). Does leader-follower regulatory fit matter? The role of regulatory fit in followers’ organizational citizenship behavior. Journal of Management, 43, 1211-1233.
• Shin, Y., Kim, M., & Lee, S. (2017). Reflection toward creativity: Team reflexivity as a linking mechanism between team goal orientation and team creative performance. Journal of Business & Psychology, 32, 655-671.
• Shin, Y., Kim, M., Choi, J. N., & Lee, S. (2016). Does team culture matter? Roles of team culture and collective regulatory focus in team task and creative performance. Group & Organization Management, 41, 232-265.
• Shin, Y., Kim, M., & Lee, S. (2016). Positive group affective tone and team creative performance and change-oriented organizational citizenship behavior: A moderated mediation Model. Journal of Creative Behavior, 53, 52-68.
• Shin, Y., Du, J., & Choi, J. N. (2015). Multilevel longitudinal dynamics between procedural justice and interpersonal helping in organizational teams. Journal of Business & Psychology, 30, 513-528.
• Shin, Y., Sung, S. Y., Choi, J. N., & Kim, M. S. (2015). Top management ethical leadership and firm performance: The mediating role of ethical and procedural justice climate. Journal of Business Ethics, 129, 43-57.
• Seong, J. Y., Park, W., Kristof-Brown, A. Hong, D., & Shin, Y. (2015). Person-group fit: Diversity antecedents, proximal outcomes and performance at the group-level. Journal of Management, 41, 1184-1213.
• Du, J., Shin,* Y., & Choi, J. N. (2015). Convergent perceptions of organizational efficacy among team members and positive work outcomes in organizational teams. Journal of Occupational and Organizational Psychology, 88, 178-202.
• Shin Y. (2014). Positive group affect and team creativity: Mediation of team reflexivity and promotion focus. Small Group Research, 45, 337-364.
• Shin, Y., & Eom, C. (2014). Team proactivity as a linking mechanism between team creative efficacy, transformational leadership, and risk-taking norms and team creative performance. Journal of Creative Behavior, 48, 89-114.
• Chun, J. C., Shin,* Y., Choi, J. N., & Kim, M. S. (2013). How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior. Journal of Management, 39, 853-877.
• Shin, Y. (2012). CEO ethical leadership, ethical climate, climate strength, and collective organizational citizenship behavior. Journal of Business Ethics, 108, 299-312.
• Shin, Y., & Choi, J. (2010). What makes a group of good citizenships? The role of perceived group-level fit and critical psychological states in organizational teams. Journal of Occupational and Organizational Psychology, 83, 531-552.
• Ostroff, C., Shin, Y., & Kinicki, A. J. (2005). Multiple perspectives of congruence: Relationships between value congruence and employee attitudes. Journal of Organizational Behavior, 26, 591-623.
• Shin, Y. (2004). A person-environment fit model for virtual organizations. Journal of Management, 30, 725-743.