Innovative Research Award
| Jun Yin |
| Affiliation |
Shenzhen University |
| Country |
China |
| Scopus ID |
57222541034 |
| Documents |
8 |
| Citations |
81 |
| h-index |
4 |
| Subject Area |
Organizational behavior |
| Event |
Global HRM Awards |
Jun Yin
Shenzhen University, Shenzhen, China
Jun Yin is a management scholar whose research explores organizational theories, workplace psychology, paradox mindset, mentoring, employee engagement, artificial intelligence in organizations, and knowledge management. His academic profile reflects interdisciplinary contributions that connect behavioral science with contemporary management challenges, particularly in the context of organizational learning, innovation, leadership, and employee performance.[1][2]
Abstract
This article presents an academic profile of Jun Yin, Assistant Professor at Shenzhen University. His scholarly work focuses on paradox mindset, organizational learning, mentoring, employee engagement, artificial intelligence in the workplace, and employee adaptive performance. Through publications in recognized management and behavioral science journals, he has contributed to contemporary discussions on leadership, innovation, knowledge renewal, and workplace dynamics.[1][3]
Keywords
Paradox Mindset; Organizational Learning; Artificial Intelligence; Employee Engagement; Mentoring; Knowledge Management; Leadership; Innovation; Adaptive Performance; Workplace Psychology.
Introduction
The growing complexity of modern organizations has increased scholarly interest in paradox theory, organizational behavior, and technology-enabled workplace transformation. Jun Yin’s research addresses these themes by examining how individuals and organizations navigate tensions, embrace learning, and adapt to emerging technological developments such as generative artificial intelligence.[4]
Research Profile
Jun Yin serves as Assistant Professor at Shenzhen University. His academic training includes doctoral studies in management at Hokkaido University, graduate education at the University of Leeds, and undergraduate studies at Lanzhou University. His interdisciplinary research integrates management theory, psychology, leadership studies, and organizational development.[1]
Research Contributions
His research contributions include advancing understanding of paradox mindset in organizations, explaining mechanisms that influence employee engagement and unlearning, examining leadership behaviors that foster adaptive capabilities, and investigating the organizational implications of artificial intelligence adoption. These studies contribute to both theoretical development and practical management applications.[4][5]
Publications
Selected publications include studies on generative AI stressors and employee adaptive performance, AI-enabled knowledge renewal, paradox mindset and workplace unlearning, paradoxical leadership, mentoring effectiveness, and employee engagement. These works have appeared in journals such as Journal of Knowledge Management, Asia Pacific Journal of Human Resources, Current Psychology, and Leadership & Organization Development Journal.[3][4][5]
Research Impact
According to Scopus author metrics, Jun Yin has accumulated 81 citations across 8 indexed publications and holds an h-index of 4. These indicators reflect measurable scholarly visibility and engagement within the fields of management and organizational studies.[2]
Award Suitability
Jun Yin’s body of work demonstrates sustained engagement with contemporary organizational challenges, including leadership, innovation, learning processes, and AI-driven workplace transformation. His publication record, citation performance, and international academic background support consideration for recognition within research excellence and management scholarship categories.[1][2]
Conclusion
The academic profile of Jun Yin highlights a developing research portfolio focused on organizational behavior, management theory, and emerging workplace technologies. His contributions continue to expand scholarly understanding of paradox mindset, employee adaptation, and organizational learning within evolving business environments.[1][3]
External Links
References
- ORCID. (2026). Jun Yin (0000-0003-4799-4025) researcher profile.
https://orcid.org/0000-0003-4799-4025
- Elsevier. (2026). Scopus author details: Jun Yin, Author ID 57222541034.
https://www.scopus.com/authid/detail.uri?authorId=57222541034
- Yin, J., & Wang, Y. (2026). The Paradoxical Effects of Generative Artificial Intelligence Induced Stressors on Employee Adaptive Performance.https://doi.org/10.1111/1744-7941.70074
- Yin, J., & Hoang, K. D. (2025). AI-enabled knowledge renewal: the role of leaders’ AI attitudes and unlearning in enhancing employees’ creative.https://doi.org/10.1108/JKM-02-2025-0209
- Yin, J. (2023). Effects of the paradox mindset on work engagement: The mediating role of seeking challenges and individual .
https://doi.org/10.1007/s12144-021-01597-8