Updated on 2025/03/14

Affiliation
Faculty of Commerce, School of Commerce
Job title
Research Associate

Research Experience

  • 2023.04
    -
    Now

    Waseda University   Graduate School of Commerce   Research Associate

Education Background

  • 2020.04
    -
    Now

    Waseda University   Graduate School of Commerce  

  • 2018.04
    -
    2020.03

    Waseda University   Graduate School of Commerce  

Professional Memberships

  • 2023.04
    -
    Now

    Academy of Management

  • 2022.12
    -
    Now

    The academic Association for Organizational Science

  • 2021.05
    -
    Now

    経営行動科学学会

  • 2021.07
    -
    Now

    経営戦略学会

  • 2021.04
    -
    Now

    日本経営学会

Research Areas

  • Business administration   Organizational Behavior

Research Interests

  • Voice behavior

  • Proactive behavior

  • Ethical Behavior

  • Organizational Behavior

  • Diversity Management

Awards

  • Ph.D. Award

    2023.11   Euro-Asia Management Studies Association (EAMSA)   When and How a High Performer’s Voice Links to Less Endorsement: The Effects of Coalition Voice and Supervisor’s Power Motivation

    Winner: Sen Zhang

  • 年次大会優秀賞

    2021.09   経営行動科学学会   日本における部下の「Voice 行動」の直接性とリーダーのパフォーマンス評価の関係について―帰属理論とLMX 理論の視点から

    Winner: 張森

 

Papers

  • Team familiarity, task familiarity, and quality competition: Evidence from Japanese sake brewing

    Sen Zhang, Hang Yuan, Mengru Zhao, Donghoon Kim, Keisuke Hori, Yusuke Hoshino, Hiroshi Shimizu

    Journal of Wine Economics     1 - 19  2025.01

     View Summary

    Abstract

    Using longitudinal data on teams and quality competition results, this study examines the impact of team and task familiarity on brewing excellence in the Japanese sake industry from 1956 to 2018. Sake production involves teamwork at every stage, but while some teams work together long term, others experience high turnover. The study highlights two factors: team familiarity, the collective experience of working together, and task familiarity, the individual experience of the task. High familiarity can strengthen team bonds and improve teamwork, but it can also limit the inflow of new knowledge and thus hinder innovation. This study uses data from national quality competitions and brewer lists, and considers the Great East Japan Earthquake of 2011 as an external shock to address endogeneity and estimate the causal relationship between familiarity and competition outcomes. The empirical results show that increases in both team and task familiarity are negatively associated with quality superiority.

    DOI

    Scopus

  • How does employee voice influence empowering leadership? The effects of voice tactics and gender

    Yunyue Yang, Sen Zhang

    Asian Journal of Social Psychology    2024.08  [Refereed]

    Authorship:Lead author, Corresponding author

     View Summary

    Although there is considerable evidence that empowering leadership is beneficial to individuals, teams, and organizations, a few studies have examined the antecedents of empowering leadership behaviour itself. To address this gap, this research examines the predictors of empowering leadership in terms of subordinate behaviours and traits. Based on signalling theory and role-based followership theory, we predict that employee voice expressed in rational appeals is more likely to enhance managerial attributions of employee proactivity compared to emotional appeals, which leads to increased empowering leadership. Furthermore, we propose that this is especially true when the subordinate is female rather than male. To test these hypotheses, we conducted a scenario-based experiment across two distinct cultural settings, Japan and the United Kingdom. The results from both countries support all hypotheses; our findings provide not only theoretical implications for research on empowering leadership, voice behaviour, and gender, but also several practical implications for subordinates and supervisors.

    DOI

    Scopus

  • Team Familiarity, Task Familiarity, and Product Innovation: Evidence from Japanese Sake Brewing

    Sen Zhang, Hang Yuan, Mengru Zhao, Donghoon Kim, Keisuke Hori, Yusuke Hoshino, Hiroshi Shimizu

    Academy of Management Annual Meeting Proceedings   2024 ( 1 )  2024.07  [Refereed]

    Authorship:Lead author

    DOI

  • Endorsement of High Performers’ Voice: The Role of Voice Tactic and Supervisor’s Power Motivation

    Sen Zhang

    Academy of Management Annual Meeting Proceedings   2024 ( 1 )  2024.07  [Refereed]

    Authorship:Lead author

    DOI

  • A Fault Confessed Is Half Redressed: The Impact of Deviant Workplace Behavior on Proactive Behavior

    Sen Zhang, Mengru Zhao

    Administrative Sciences   14 ( 7 ) 141  2024.07  [Refereed]

    Authorship:Lead author

     View Summary

    <jats:p>The extant research on deviant workplace behavior has mainly examined the consequences of such behavior from a “victim-centric” perspective, while ignoring the psychological and behavioral responses of the employees who engaged in it. Drawing upon moral cleansing theory, we adopt a “victimizer-centric” perspective and contend that employees experience moral deficits after engaging in deviant workplace behavior, which consequently lead to subsequent proactive behavior. We also propose that the indirect relationship between deviant workplace behavior and proactive behavior is contingent upon individuals’ moral courage. Specifically, employees with high moral courage are more inclined to perform subsequent proactive behavior upon perceiving a moral deficit than those with low moral courage. Our hypotheses are supported by empirical data from an experimental study involving 128 participants in the United Kingdom (Study 1) and a multi-wave survey-based field study with a sample of 180 employees conducted in the United States (Study 2). Our research provides contributions to the literature on deviant workplace behavior by demonstrating how and when deviant workplace behavior can lead to subsequent compensatory behavior, as well as practical insights for both employees and organizations.</jats:p>

    DOI

    Scopus

    1
    Citation
    (Scopus)
  • ORCHESTRATING INNOVATION: DIVERSITY OF TEAM CHARACTERISTICS IN THE SYMPHONY OF NEW PRODUCT DEVELOPMENT

    HANG YUAN, SEN ZHANG, MENGRU ZHAO, KEISUKE HORI, YUSUKE HOSHINO, HIROSHI SHIMIZU

    International Journal of Innovation Management   28 ( 3-4 ) 2450016  2024.05  [Refereed]

     View Summary

    This study investigates the strategic orchestration of New Product Development (NPD) teams, focusing on how age diversity influences their innovation capabilities within the competitive landscape of firms. As firms encounter an evolving demographic landscape, the role of team composition, particularly age diversity, becomes critical in tuning innovation and market alignment. This paper synthesises the disparate findings from the innovation management literature on the impact of age diversity, employing dual theoretical perspectives: information/decision-making and similarity/categorisation. The former suggests that age diversity brings diverse knowledge that boosts innovation, while the latter indicates it might hinder social cohesion and team performance. Addressing the gaps in existing research, this study explores tenure diversity and team familiarity as moderators in the age diversity-performance relationship. It hypothesises that tenure diversity can enhance knowledge exchange and innovation but may complicate social interactions, whereas high team familiarity might restrict new idea generation by homogenising knowledge. Empirical analysis conducted on a dataset of 21,370 observations from Japanese sake breweries reveals that tenure diversity and team familiarity are critical in moderating the effects of age diversity on NPD outcomes. These findings enrich the NPD literature by highlighting the importance of demographic diversity and provide new insights into managing age-related dynamics in team settings. The study underscores the need for managerial strategies that leverage demographic diversity to enhance NPD effectiveness.

    DOI

    Scopus

  • How does employee voice influence empowering leadership? The roles of voice tactics and gender

    Yunyue Yang, Sen Zhang

    Academy of Management Annual Meeting Proceedings   2023 ( 1 )  2023.07  [Refereed]

    Authorship:Lead author, Corresponding author

    DOI

  • A Literature Review on Antecedents and Consequences of Proactive Behaviors

    Sen Zhang

      92   23 - 47  2021.03  [Refereed]

    Authorship:Lead author, Corresponding author

  • The Prohibitive Voice Dilemma: When Direct Prohibitive Voice Backfires and How LMX Saves It?

    Sen Zhang, Mengru Zhao

    2024 AIB Asia Pacific Regional Conference Proceedings    2024.12  [Refereed]

    Authorship:Lead author, Corresponding author

  • Building Bridges or Barriers? The Role of Community Culture in Online Knowledge Sharing

    Mengru Zhao, Sen Zhang

    2024 AIB Asia Pacific Regional Conference Proceedings    2024.12  [Refereed]

  • From Beneficial to Harmful: The Effects of Voice Endorsement on Employee’s Cyberloafing

    Sen Zhang, Mengru Zhao

    2023 AIB Asia Pacific Regional Conference Proceedings    2023.12  [Refereed]

    Authorship:Lead author, Corresponding author

  • Managerial Voice Endorsement of Subordinate’s Coalition Voice Tactics: The Moderating Role of Performance History

    Sen Zhang

    2022 AIB Asia Pacific Regional Conference Proceedings    2022.12  [Refereed]

    Authorship:Lead author, Last author, Corresponding author

▼display all

Presentations

  • Team Familiarity, Task Familiarity, and Product Innovation: Evidence from Japanese Sake Brewing

    Sen Zhang, Hang Yuan, Mengru Zhao, Donghoon Kim, Keisuke Hori, Yusuke Hoshino, Hiroshi Shimizu

    The 84th Annual Meeting of the Academy of Management 

    Presentation date: 2024.08

  • Endorsement of High Performers’ Voice: The Role of Voice Tactic and Supervisor’s Power Motivation

    Sen Zhang

    The 84th Annual Meeting of the Academy of Management 

    Presentation date: 2024.08

  • A Fault Confessed is Half Redressed: The Impact of Deviant Workplace Behavior on Proactive Behavior

    Sen Zhang, Mengru Zhao  [Invited]

    Journal of Management Studies Workshop-Japan 2024 

    Presentation date: 2024.05

  • When and How High Performers’ Voice Links to Less Endorsement: The Effects of Coalition Voice and Supervisor’s Power Motivation

    Sen Zhang

    The 39th Euro-Asia Management Studies Association (EAMSA) Annual Conference 

    Presentation date: 2023.11

  • How does employee voice influence empowering leadership? The roles of voice tactics and gender

    Yunyue Yang, Sen Zhang

    The 83rd Annual Meeting of the Academy of Management 

    Presentation date: 2023.08

  • 日本における部下の「Voice 行動」の直接性とリーダーのパフォーマンス評価の関係について―帰属理論とLMX 理論の視点から

    Sen Zhang

    Presentation date: 2021.09

    Event date:
    2021.09
    -
     
  • The Prohibitive Voice Dilemma: When Direct Prohibitive Voice Backfires and How LMX Saves It?

    Sen Zhang, Mengru Zhao

    The Academy of International Business Asia Pacific 2024 Chapter Conference 

    Presentation date: 2024.12

  • Building Bridges or Barriers? The Role of Community Culture in Online Knowledge Sharing

    Mengru Zhao, Sen Zhang

    The Academy of International Business Asia Pacific 2024 Chapter Conference 

    Presentation date: 2024.12

  • Unfamiliar Paths to Excellence: The Role of Team and Task Familiarity in Sake Brewing Innovation

    Sen Zhang, Hang Yuan, Mengru Zhao, Donghoon Kim, Keisuke Hori, Yusuke Hoshino, Hiroshi Shimizu

    AAOS Annual Meeting 2025 Special Session 

    Presentation date: 2024.09

  • From Beneficial to Harmful: The Effects of Voice Endorsement on Employee’s Cyberloafing

    Sen Zhang, Mengru Zhao

    The Academy of International Business Asia Pacific 2023 Chapter Conference 

    Presentation date: 2023.12

  • Managerial Voice Endorsement of Subordinate’s Coalition Voice Tactics: The Moderating Role of Performance History

    Sen Zhang

    The Academy of International Business Asia Pacific 2022 Chapter Conference 

    Presentation date: 2022.12

  • The Determinants of Supervisors’ Empowering Behaviors in Japan: The Role of Voice Tactics and Gender

    Yunyue Yang, Sen Zhang

    The 38th Euro-Asia Management Studies Association’s (EAMSA) Annual Conference 

    Presentation date: 2022.10

▼display all

 

Academic Activities

  • The 84th Annual Meeting of the Academy of Management

    Competition, symposium, etc.

    Academy of Management  

    2024.08
    -
     

Internal Special Research Projects

  • An Empirical Investigation of the Influence of Artificial Intelligence on Employees and Organizations

    2024  

     View Summary

    &nbsp; Artificial intelligence has emerged as a transformative force in organizational management, with contemporary research illuminating its profound impact on employee work patterns, daily operations, and organizational effectiveness. Recent studies published in Harvard Business Review and MIT Sloan Management Review document accelerating adoption among Fortune 500 companies, with over 60% now integrating AI systems into their operational frameworks.&nbsp; Through comprehensive analysis of scholarly literature, I have conducted a review examining how AI is reshaping the everyday reality of employees and organizational dynamics. The literature reveals three critical domains where AI is fundamentally altering workplace realities. &nbsp; First, AI adoption is transforming daily work routines and task allocation across various roles. In customer service environments, AI chatbots are handling routine inquiries, allowing human representatives to focus on complex problem-solving and relationship building. This shift is creating dual effects: reducing repetitive workloads while simultaneously requiring employees to develop enhanced interpersonal and critical thinking capabilities. &nbsp; Second, AI implementation is reshaping organizational communication and collaboration patterns. In project management contexts, AI tools are automating status tracking and resource allocation, changing how teams interact and coordinate their efforts. This raises important questions about how these shifting interaction patterns affect workplace relationships and team cohesion.&nbsp; Third, AI adoption is influencing employee work-life balance and psychological well-being in multifaceted ways. Research from organizations like Siemens demonstrates that while AI automation can reduce overtime by handling routine tasks, it can also create "always-on" expectations as work processes become more efficient. Employee satisfaction appears heavily influenced by organizational approaches to AI implementation, with transparent communication and skills development opportunities emerging as critical factors in positive adoption experiences.&nbsp; For the next phase of this research, I will employ a dual-methodology approach combining comprehensive surveys with controlled experiments. The survey component will collect quantitative data from employees across multiple industries on AI interaction frequency, perceived impact on productivity, job satisfaction, and work-life balance. Simultaneously, I will conduct a series of controlled experiments where participants will complete standardized tasks with varying levels of AI assistance, allowing direct measurement of performance metrics, cognitive load, and satisfaction indices. This experimental design will enable causal inference regarding how specific AI implementations affect both individual work experience and organizational outcomes. By triangulating survey data with experimental findings, I aim to develop evidence-based frameworks that help organizations implement AI solutions that simultaneously enhance operational efficiency.

  • An Empirical Investigation of Managerial Endorsement of Employee's Voice Tactics

    2023  

     View Summary

    High performers’ voice offers numerous advantages to organizations and previous research has demonstrated that supervisors tend to endorse it. However, following social dominance theory, such a voice may be perceived as a threat to the established hierarchy, leading to diminished voice endorsement. Drawing on associative evaluation theory, I argue that the degree to which supervisors endorse a high performer’s voice is fundamentally determined by the supervisor’s organizational-focused associations that the voice elicits. I contend that there is a three-way interaction effect, involving high performers, coalition voice, and the supervisor’s power motivation, on managerial voice endorsement. More specifically, a high performer’s coalition voice is less likely to receive managerial endorsement via organizational-focused associations compared to a non-coalition voice, especially from supervisors with high power motivation. Results from a scenario-based experimental study sampling of 226 supervisors conducted in the United States, supported my hypotheses. I discuss the implications of my findings both theoretically and practically and offer directions for future research.