科研项目
“中国企业中多层次领导力模型的追踪研究”，国家自然科学基金面上项目，61万元，2015年01月至 2018年 12月，编号71472179，项目主持人。
“中国情境下领导行为与员工建言行为”，教育部人文社会科学研究青年基金项目，8万元，2015年01月至 2018年 12月，编号14YJC630128，项目主持人。
科研成果
发表论文
Venus, M., Johnson, R. E., Zhang, S., Wang,
X.-H. F., & Lanaj, K. (in press). Seeing the big picture: A
within-person examination of leader construal level and vision communication. Journal
of Management.
Zhang, S.X., Ke, X.D., Wang, X.-H. F., & Liu, J. (in
press). Empowering Leadership and Employee Creativity: A Dual-Mechanism
Perspective. Journal of Occupational and Organizational Psychology.
Wang, X.-H.F., Kim, T.-Y., & Lee, D.-R. (2016). Cognitive diversity and team
creativity: Effects of team intrinsic motivation and transformational
leadership. Journal of Business
Research, 69(9), 3231-3239.
Ye, R., Wang, X.-H., Wendt, J. H., Wu, J.,
& Euwema, M. C. (2016). Gender and managerial coaching across cultures:
female managers are coaching more. The International
Journal of Human Resource Management, 27(16), 1791-1812.
Wang, X.-H., Fang, Y., Qureshi, I., & Janssen, O. (2015). Understanding employee
innovative behavior: Integrating the social network and leader–member exchange
perspectives. Journal of
Organizational Behavior, 36(3), 403-420.
Jackson, T. A., Meyer, J. P., &Wang,
X.-H. (2013). Leadership, commitment, and culture: A meta-analysis. Journal of Leadership &
Organizational Studies, 20(1) 84–106.
Wang, X.-H., & Howell, J. M. (2012).A multilevel study of
transformational leadership, identification, and follower outcomes. Leadership Quarterly, 23(5),
775-790.
Wang, X.-H., & Howell, J. M. (2010). Exploring the dual-level
effects of transformational leadership on followers. Journal of Applied Psychology, 95(6), 1134-1144.
范雪灵，王小华.
愿景型领导研究述评与展望. 经济管理，2017年第12期，174-189
王小华，车宏生.
评价中心的评分维度和评分效果. 心理科学进展，2004年第4期, 601-607
王小华，车宏生. 无领导小组讨论——一种有效的人事测评方法. 中国人力资源开发. 2003年第10期，22-24