自2023年8月开始在kaiyun体育登录网页入口担任访问教授 （Citi Visiting Chair）。工作经历包括美国圣母大学门多萨商公司助理教授（2012年7月-2017年5月），副教授（终身教职，2017年5月），美国俄亥俄州立大学费舍尔商公司副教授 (终身教职，2017年6月-2022年5月），正教授以及得曼学者（2022年5月至今）。

教授全日制MBA课程的领导力必修课程（俄亥俄州立大学），金融硕士和运筹管理硕士的组织领导力课程（俄亥俄州立大学），博士生的高级组织行为学研讨会（俄亥俄州立大学），员工的管理学原理和管理胜任力课程(圣母大学）。在清华教授Global MBA以及苏世民学者项目的组织领导力课程，以及博士生的微观组织管理课程。

胡佳的主要研究领域包括亲社会的团队领导力、团队动机、科技运用以及数据科学对组织领导力和有效性的影响，以及远程办公对家庭和工作的影响。胡佳的研究主要探讨了当前组织面临的以下问题：哪些组织领导者的特征和行为能够积极影响员工和团队的长期健康和有效性？什么因素能够促使组织管理者展现更多的亲社会动机和行为？科技因素和数据科学如何影响领导的有效性？远程办公对员工和管理者的工作和家庭体验有怎样的影响？

在国际顶级管理学和应用心理学期刊，比如Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and Personnel Psychology, 多次发表文章。其研究成果曾多次被西方主要媒体报道，其中包括《福布斯》，《财富》，《时代》等。谷歌学术引用超过8，500次。

业界经历：曾担任美国麦肯锡公司的学术咨询，并在中国和美国数十家不同行业不同规模的企业，包括Bristol-Myers Squibb，IBM，美国银行，联想，万科等企业，做过深入的实证研究。

• Hu, J., Zhang, S. Lount, R., & Tepper, B. (In press). When leaders heed the lessons of mistakes: Linking leaders’ recall of learning from mistakes to expressed humility. Personnel Psychology. (doctoral student at the start of the project underlined)

• Ren, S., Hu, J., Tang, G., & Chadee, D. (2023). Digital connectivity for work after hours: Its curvilinear relationship with employee job performance. Personnel Psychology, 76, 731-757.

• Hu, J., Chiang, T. Liu, Y., Wang, Z., & Liu, Y. (2023). Double challenges: How working from home affects dual-earner couples’ work-family experiences. Personnel Psychology, 76, 141-179. (doctoral student at the start of the project underlined)

• Jiang, K., Zhang, Z., Hu, J., & Liu, G. (2022). Retirement intention of older workers: The influences of high-involvement work practices, individual characteristics and economic environment. Personnel Psychology, 75, 929-958. (doctoral student at the start of the project underlined)

• Zhang, S., Hu, J. Chuang, J., & Chiao, Y. (2022). Prototypical leaders reinforce efficacy-beliefs: How and when leader-leader exchange relates to team performance.  Journal of Organizational Behavior, 43, 1136-1151. (doctoral student at the start of the project underlined)

• Hu, J., Zheng, X., Tepper, B., Li, N., Liu, X., & Yu, J.  (2022). The dark side of leader-member exchange: Observers’ reactions to targeted teammates of leader abuse. Human Resource Management, 61, 199-213. (doctoral student at the start of the project underlined)

• Hu, J., He, W., & Zhou, K. (2020). The mind, the heart, and the leader in times of crisis: How and when mortality salience relates state anxiety, job engagement, and prosocial behavior. Journal of Applied Psychology, 105, 1218-1233. (doctoral student at the start of the project underlined)

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• Hu, J., Zhang, Z., Jiang, K., & Chen, W. (2019). Getting ahead, getting along, and getting prosocial: Examining extraversion facets, peer reactions, and leadership emergence.  Journal of Applied Psychology, 104, 1369-1386.

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• Park, H., Hoobler, J., Wu, J., Liden, R. C., Hu, J., & Wilson, M. (2019). Abusive supervision and employee deviance: A multifoci justice perspective. Journal of Business Ethics, 158, 1113-1131.

• Anand, S., Hu, J., Vidyarthi, P., & Liden, R.C. (2018). Leader-follower relationships as linking pins in the idiosyncratic deals - performance relationship in workgroups. The Leadership Quarterly, 9, 98-708.

• Hu, J., Erdogan, B., Jiang, K., Bauer, T. N., & Liu, S. (2018). Leader humility and team creativity: The role of team information sharing, psychological safety, and power distance. Journal of Applied Psychology, 103, 313-323.

• Hu, J., & Judge, T. (2017). Leader-team complementarity: Exploring the interactive effects of leader personality traits and team power distance value on team processes and performance. Journal of Applied Psychology, 102, 935-955.

• Jiang, K., Hu, J., Liu, S., & Lepak, D. (2017). Understanding employees’ perceptions of human resource practices: Effects of demographic dissimilarity to and relationships with managers and coworkers. Human Resource Management, 56, 69-91.

• Hu, J., Jiang, K., Mo, S., Chen, H., & Shi, J. (2016). The motivational antecedents and performance consequences of corporate volunteering: When do employees volunteer and when does volunteering help versus harm work performance? Organizational Behavior and Human Decision Processes, 137, 99-111.

• Jiang, K., Hu, J., Hong, Y., Liao, H., & Liu, S. (2016). Do it well and do it right: The impact of service climate and ethical climate on business performance outcomes and the boundary conditions. Journal of Applied Psychology, 101, 1553-1568.

• Hu, J., Wayne, S. J., Bauer, T., Erdogan, B., &. Liden, R. C. (2016). Senior executive and self perceptions of fit and performance: A time-lagged examination of newly-hired executives. Human Relations, 69, 1259-1286.

• Hu, J., Erdogan, B., Bauer, T., Jiang, K., Liu, S., & Li, Y. (2015). There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees. Journal of Applied Psychology, 100, 1228-1238.

• Hu, J., & Liden, R. C. (2015). Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness. Academy of Management Journal, 58, 1102-1127.

• Liden, R.C., Wayne, S.J., Meuser, J.D., Hu, J., Wu, J., & Liao, C. (2015). Servant leadership: Validation of a short form of the SL-28. The Leadership Quarterly, 26, 254-269.

• Liu, S. *, Hu, J., * Li, Y., Wang, Z., & Lin, X. (2014). Examining the cross-level relationship between shared leadership and learning in teams: Evidence from China. The Leadership Quarterly, 25, 282-295.  (*equal contribution)

• Hong, Y.*, Liao, H.*, Hu, J.*, & Jiang, K.* (2013). Missing link in the service profit chain: A meta-analytic review of the antecedents, consequences, and moderators of service climate. Journal of Applied Psychology, 98, 237-267. (*equal contribution)

• Hu, J., & Liden, R. C. (2013). Relative leader-member exchange within team contexts: How and when social comparison impacts individual effectiveness. Personnel Psychology, 66, 127-172.

• Hoobler, J. M., & Hu, J. (2013). A model of injustice, abusive supervision, and negative affect. The Leadership Quarterly, 24, 256-269.

·       Jiang, K., Lepak, D. P., Hu, J., & Baer, J.  (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of the mediating            mechanism. Academy of Management Journal, 55, 1264-1294. (Lead Article)

• Hu, J., Wang, Z., Liden, R. C., & Sun, J. (2012). The influence of leader core self-evaluation on follower reports of transformational leadership. The Leadership Quarterly, 23, 860-868.

·       Hu, J., & Liden, R. C. (2011). Antecedents of team potency and team effectiveness: An examination of goal and process clarity and servant leadership. Journal of Applied                 Psychology, 96, 851-862.

• Hoobler, J. M., Hu, J., & Wilson, M. (2010). Do workers who experience conflict between the work and family domains hit a “glass ceiling?”: A meta-analytic examination.  Journal of Vocational Behavior, 77, 481-494.

曾担任美国麦肯锡公司的学术咨询，并在中国和美国数十家不同行业不同规模的企业，包括Bristol-Myers Squibb，IBM，美国银行，联想，万科等企业，做过深入的实证研究。

胡佳曾荣获美国管理学会（Academy of Management）领导力学者协会的“中期职业杰出学者奖”（Mid-Career Standout Scholar Award）（2023）；在2011至2017年期间，名列全球组织行为学领域领导力学者中最高产的前十名（2019）；成为美国工作和组织学会的会士（Fellow）（2023）；被Poets & Quants评选为“全球最佳的四十位四十岁以下的商公司教授”之一（2021）；获得了Personnel Psychology年度“最佳评审”奖（2019）；以及Management and Organization Review年度“最佳编辑奖”（2021、2023）；胡佳还获得了俄亥俄州立大学费舍尔商公司的“学术成就奖”（Pace Setters Award，2020），并荣获“优秀教职工奖”（2021、2019），还成为圣母大学门多萨商公司的“J. Donnelly Fellow”（2016）。目前，胡佳担任国际顶级应用心理学期刊Journal of Applied Psychology的副主编，同时还担任Management and Organization Review的责任主编，并且是多家一流国际管理学期刊包括Academy of Management Journal, Journal of Management, Organizational Behavior and Human Decision Processes, and Personnel Psychology, Journal of Organizational Behavior, and Human Relations的编委会成员。