魏郁禎 博士

魏郁禎 博士  Dr. Yu-Chen Wei

 職稱：教授

 學歷：國立政治大學企業管理博士

 E-mail：wei@mail.ntue.edu.tw

 網頁：教學網頁

 研究室：篤行樓 Y636   分機：55636

 

個人簡介

In 2005, Professor Yu-Chen Wei completed the oral examination for her dissertation at the National Chengchi University (NCCU) in Taiwan. She then enrolled for a one-year visiting program at the University of Illinois at Urbana-Champaign. In 2006, shortly after returning to Taiwan and receiving a Ph.D degree in business administration, Professor Wei accepted a job offer from Ming Chuan University (MCU) in Taipei. The following year, she was invited to teach at the National Changhua University of Education (NCUE). In 2009, she began working at the National Taipei University of Education (NTUE).

​During her Ph.D. program, Professor Wei studied human resources management and organizational behavior (HR/OB) and participated in a large-scale research project based on the theme of human capital. Her dissertation was titled “The growth and decline of enterprises: Human capital and social capital perspectives.” After receiving her doctorate, Professor Wei continued her research on micro and macro-level human capital. She received research project funding from the National Science and Technology Council every year. Her research topics in recent years include (i) how to retain talents from the perspective of time and organizational resources, (ii) the relationship between citizenship behavior and workplace deviant behavior from the perspective of human capital, and (iii) the relationship between human capital, compulsory citizenship behavior, and negative behavior. Professor Wei has published papers in the International Journal of Human Resource Management, Journal of Business Research, Journal of Business Ethics, Personnel Review, Chinese Management Studies, Journal of Management and Organization, and Asia Pacific Journal of Education. She won the Best Paper Award at the Academy of Management Annual Meeting in 2009. She also won the Chinese Management Studies Award for Best Paper of the Year in 2014.

​Professor Wei is passionate about teaching and keeps introducing innovative features into the curriculum. She has won 10 teaching-related awards in her 17 years with the teaching profession. She has designed at least 70 classroom activities pertaining to Organizational Behavior. These game-like activities make it easier for students to learn relevant theories. Her textbook "Human Resource Management (in Chinese)", written from a psychological perspective, have also been popular among users, and this success has prompted a quick release of the new versions of the books. Her Career Management course was quite a success. Not only did it attract many students who wanted to take the course but it was also widely covered in newspapers and television news for its original teaching approach. Numerous universities have invited her to share her experience in teaching career courses. At the end of 2020, she collaborated with 104 Corporation, Taiwan’s renowned human resources company, for providing practical and integrated courses to undergraduate students by engaging with corporate experts. The opportunities to interact with corporate managers and discuss real company cases enhanced students’ understanding of the work environment and potential jobs and increased their employability and career self-efficacy.

​Years of experience as a university mentor and expertise in human resources management put Professor Wei in an advantageous position to deliver the Career Management course. In addition, she sought and received training in career coaching and obtained a Global Career Development Facilitator (GCDF) license in 2015, after which she assisted about 50 individuals per year through career counseling. Leveraging her insights into university students’ career planning issues, she designed an extensive career board game in 2011 and made it publicly available in 2022. Before its official release, the game had been played by more than 2,500 people and it had received positive feedbacks from students. Such initiatives can inspire students to think about how to allocate their time efficiently and plan their careers.

In addition to research, teaching, and mentoring, Professor Wei is often invited to various institutions and firms for providing their staffs education and training programs. She once served as a consultant to a large firm and assisted it with an organizational restructuring project, with a focus on the overhaul of the human resources system.

個人著作

A. 期刊論文
1. 魏郁禎(2023)。優達創意教育—教育產品數位化商業模式的選擇。管理評論,42 卷 2期,23-43 頁。「TSSCI」
2. Wei, Y. C. (2022). What makes talents stay? Perceived organizational support and future time perspective. Chinese Management Studies, https://doi.org/10.1108/CMS-12-2021-0527「SSCI」
3. Wei, Y. C. (2022). Effects of career course assignment design on undergraduates’ career self-
efficacy and exploration. Asia Pacific Journal of Education,https://doi.org/10.1080/02188791.2022.2074372 「SSCI」
4. Wei, Y. C. (2022). Are satisfied employees less inclined to quit? Moderating effects of human capital and abusive supervision. Evidence-based HRM: a global forum for empirical scholarship, 10(4): 439-456.「Scopus」
5. 曹瓊文、魏郁禎(2019)。看不見的資本:經營者之妻對家族核心價值觀發展的影響。中山管理評論質性研究專刊,27 卷 1 期,57-100 頁。「TSSCI」
6. Wei, Y. C & Tsao, C. W. (2019). Family influences in the internationalization of the Top 1000 Taiwanese enterprises: Enduring relationships with stakeholders do count. Chinese Management Studies, 13(1), 128-145.「SSCI」
7. Wei, Y. C. (2018). The department chair’s troubles: Leadership role of middle managers. Journal of Cases in Educational Leadership, 21(4),100-111.「ERIC」
8. Wei, Y. C., Chang, C. C., Lin, L. Y., & Liang, S. C. (2016). A fit-perspective approach to link corporate image and intention to apply. Journal of Business Research, 69(6), 2220-2225.「SSCI」
9. Wei, Y. C., & Lin, Y. Y. (2015). Intangible assets and decline: A population ecology perspective. Journal of Management and Organization, 21(6), 755-771.「SSCI」
10. Wei, Y. C. (2015). Do employees high in general human capital tend to have higher turnover intention? The moderating role of high-performance HR practices and P-O fit. Personnel Review, 44(5), 739-756.「SSCI」
11. 魏郁禎、曹瓊文(2015)。芝麻開門兒童美語-人力資本與創業行為。管理評論管理個案特刊,34 卷 2 期,21-37 頁。「TSSCI」
12. Wei, Y. C., & Lin, Y. Y. (2015). How can corporate social responsibility lead to firm performance? A longitudinal study in Taiwan. Corporate Reputation Review, 18(2), 111-127.「Scopus」
13. Wei, Y. C., Egri, C. & Lin, Y. Y. (2014). Do corporate social responsibility practices yield different business benefits in Eastern and Western contexts? Chinese Management Studies, 8(4),556-576. Emerald Award「SSCI」
14. 曹瓊文、魏郁禎、陳世哲(2014)。「夢幻員工」或「炸彈員工」?重新省思人力資本、個人與組織適配性和工作績效的關係。企業管理學報,102 卷,1-22 頁。
15. Wei, Y. C. (2013). Person-organization fit and organizational citizenship behavior: Time perspective. Journal of Management and Organization, 19(1), 101-114.「SSCI」
16. Wei, Y. C., Han, T. S., & Hsu, I. C. (2010). High-performance HR practices and OCB: A cross-level investigation of a causal path. International Journal of Human Resource Management,21(10), 1631-1648.「SSCI」
17. Lin, Y. Y., & Wei, Y. C. (2006). The role of business ethics in merger and acquisition success:An empirical study. Journal of Business Ethics, 69(1), 95-109「SSCI」
18. Lin, Y. Y., & Wei, Y. C. (2005). An eastern and SME version of expatriate management: An empirical study of small-and-medium enterprises in Taiwan. International Journal of Human Resource Management, 16(8), 1431-1453.「SSCI」

B. 研討會論文
1. Wei, Y. C. (2023, Augest). The interaction of job involvement and organizational citizenship behavior on well-being. Paper presented at the International Conference on Leadership and Management, Venice, Italy.
2. Wei, Y. C. (2022, November). Compulsory citizenship behavior and deviant behavior: A mediated moderation model. Paper virtual presented at the 18th European Conference on Management Leadership and Governance, Lisbon, Portugal.
3. Wei, Y. C. (2021, December). Effects of career course instructional design on undergraduates’ career self-efficacy and exploration. Paper virtual presented at the 4th International Academic Conference on Education, Barcelona, Spain.
4. Wei, Y. C. (2020, August). When talent cares about time: perceived organizational support and turnover intention. Paper presented at 2020 Academy of Management Virtual Annual Meeting.
5. Wei, Y. C. (2019, August). Why job-involved employees do bad things? Negative perception and psychological entitlement. Paper presented at International Conference on Economics and Business Management Conference, London, UK.
6. Tsao, C. W. & Wei, Y. C. (2018, July). Family influences in the internationalization of the Top 1000 Taiwanese enterprises: Enduring relationships with stakeholders do count. Paper presented at 2018 International Conference on Interdisciplinary Issues in Economics,Business and Social Sciences, Tokyo, Japan.
7. Wei, Y. C. (2017, March). Business ethics education can make a difference: A quasi-experimental study. Paper presented at 2017 5th International Conference on Management and Education Innovation. Paris, France.
8. Wei, Y. C. (2017, February). Human capital divergence and team performance: A study of MLB teams. Paper presented at 19th International Conference on Entrepreneurship and Innovation Management, Rio de Janeiro, Brazil.
9. Wei, Y. C. (2016, December). Why do talents stay? Time perspective, fit, and organizational support. Paper presented at International Conference on Advances in Business Management and Information Technology, Mexico City, Mexico.
10. Wei, Y. C. (2016, September). Does job satisfaction prevent talents from leaving? Negative effects of leadership. Paper presented at Fifth 21st Century Academy for Forum Conference at Harvard, Boston, USA.
11. Wei, Y. C., Lin, L. Y., & Liang, S. C. (2015, August). Corporate image, person-organization fit, and intention to apply: The moderating effect of recruitment messages. Paper presented at 3rd Global Conference on Business Management, Singapore.
12. 魏郁禎(2015,5月)。系主任的煩惱-中階主管的領導角色。2015中山管理評論管理個案研討會。桃園市:中央大學。
13. 魏郁禎、曹瓊文(2014,10月)。芝麻開門兒童美語-人力資本與創業行為。管理評論第四屆管理個案研討會。臺北市:臺北大學。
14. 曹瓊文、魏郁禎(2013,9月)。外來的和尚會敲鐘?人力資本與組織適配性之關係-以京城銀行財富管理部為例。臺灣組織與管理學會2013年會暨研討會。高雄:中山大學。
15. Wei, Y. C. (2013, May). Towards an effective management model for high-end human capital: A Taiwanese SME case study. Paper posted at 13th Annual Hawaii International Conference on Business, Hawaii: Honolulu, US.
16. Wei, Y. C. (2012, November). What can benefit organizational citizenship behavior to job performance? The role of human capital. Paper presented at 2012 Asian Business and Management Conference, Osaka, Japan.
17. Wei, Y. C. (2011, August). Interaction of time evaluation and person-organization fit onorganizational citizenship behavior. Paper presented at 2011 Bangkok International Forum on Indigenous Management Practices, Bangkok, Thailand.
18. Wei, Y. C. (2010, May). Human capital and job performance: social network and commitment are the catalyst. Paper posted at 10th Annual Hawaii International Conference on Business, Hawaii: Honolulu, US.
19. Wei, Y. C., & Lin, Y. Y. (2009, December). How can corporate social responsibility lead to firm performance? Paper presented at 2009 Academy of International Business Southeast Asia Regional Conference, Tuen-Mun, Hong-Kong.
20. 張火燦、江亭芳、魏郁禎(2009,11月)。雙向觀點之心理契約破壞對組織公民行為之影響:以員工負向情感與知覺主管支持為中介變項。第八屆管理新思維學術研討會。臺北:國立台灣科技大學。
21. Wei, Y. C., Egri, C., & Lin, Y. Y. (2009, August). Do corporate social responsibility practices make a difference in Eastern and Western contexts? Paper presented at 2009 Academy of Management Annual Meeting, Illinois: Chicago, US. (published at AOM Best Papers Proceedings)
22. Wei, Y. C., & Chen, S. L. (2008, July). Why do your people lack for OCB? Self-monitoring moderates reactions to time evaluation. Paper presented at 2008 International Conference on Business and Information, Seoul, South Korea.
23. Wei, Y. C. (2007, August). Human capital, social capital and moderating effect on organizational decline. Symposium conducted at 2007 Academy of Management Annual Meeting, Pennsylvania: Philadelphia, US.
24. Wei, Y. C., & Lin, S. C. (2007, July). A meta-analysis of the effects of strategic human resource practices on performance. Paper presented at 2007 International Conference on Business and Information, Tokyo, Japan.
25. Lin, Y. Y., & Wei, Y. C. (2006, December). Environmental pressure and organizational decline: The moderating effects of human capital and social capital. Paper presented at The 5th Asia Academy of Management Conference, Tokyo, Japan.
26. Lin, Y. Y., & Wei, Y. C. (2006, August). Human capital, social capital and organizational decline: A longitudinal study. Paper presented at 2006 Academy of Management Annual Meeting, Georgia: Atlanta, US.
27. Lin, Y. Y., Wei, Y. C., & Chen, M. H. (2006, January). The role of board chair in the relationship between board human capital and firm performance. Paper presented at 27th McMaster World Congress, Ontario: Hamilton, Canada.
28. Han, T. S., & Wei, Y. C. (2005, August). High-commitment human resource management and organizational behaviors: A multi-level approach. Poster session presented at 2005 Academy of Management Annual Meeting, Hawaii: Honolulu, US.
29. 韩志翔、魏郁祯(2004, 6 月).智能资本与组织绩效:知识管理与人力资源之交互作用.第一届中国管理学会(IACMR)学术研讨会.中国:北京。