论文发表 |
2024年 1. Nie, Q., Peng, J., Cheng, Y., & Chen, X*. (2024). Prototypical implicit followership theories, leader support, and follower organizational citizenship behavior.European Journal of Work and Organizational Psychology, 33(3), 385-398.（通讯作者；SSCI 一区） 2023年 2. Peng, J., Nie, Q., Chen, X*., & Zhang, Z. (2023). Congruence in positive implicit followership theories, relational identification, and job performance: The moderating role of uncertainty avoidance.Journal of Management & Organization, 1-20.（通讯作者；SSCI 三区） 3. Zhang, X., Lin, Z., Chen, X., Zhang, Z., & Liu, D. M. (2023). Leader–follower congruence in psychological capital: effects on LMX and turnover intention.Leadership & Organization Development Journal.（通讯作者；SSCI 三区） 4. 陈晓, 张慧莹, & 谢俊. 愿景型领导对助人行为的影响: 组织心理所有权的中介作用和促进性焦点的调节作用.心理研究, 16(6), 525-535. 5. 陈晓, 张兴贵, & 张志杰. 挑战性工作要求何时提升人岗匹配？基于工作要求-资源匹配的视角.中国人力资源开发(05), 37-50. 6. Yang, H., Lin, Z., Chen, X*., & Peng, J. (2023). Workplace loneliness, ego depletion and cyberloafing: can leader problem-focused interpersonal emotion management help?.Internet Research, 33(4), 1473-1494.（通讯作者；SSCI 一区） 7. Peng, J., Nie, Q., & Chen, X*. (2023). Managing hospitality employee cyberloafing: The role of empowering leadership.International Journal of Hospitality Management.（通讯作者；SSCI 一区） 2022年 8. Nie, Q., Chen, X*., & Yu, G. (2022). Linking workplace loneliness to workplace territoriality: a self-protection perspective.International Journal of Conflict Management, 34(2), 299-316.（通讯作者；SSCI 二区） 9. 陈晓, 谢彬, 彭坚, & 聂琦. 职场孤独感的形成原因与作用机理: 基于调节匹配理论视角.心理科学进展, 30(7), 1463.（CSSCI） 2021年 10. Chen, X., Peng, J., Lei, X., & Zou, Y. (2021). Leave or stay with a lonely leader? An investigation into whether, why, and when leader workplace loneliness increases team turnover intentions.Asian Business & Management, 1-24.（第一作者；SSCI 二区） 11. Nie, Q., Zhang, J., Peng, J., & Chen, X. (2021). Daily micro-break activities and workplace well-being: A recovery perspective.Current Psychology, 1-14.（SSCI 一区） 12. Peng, J., Chen, X., Zou, Y., & Nie, Q. (2021). Environmentally specific transformational leadership and team pro-environmental behaviors: The roles of pro-environmental goal clarity, pro-environmental harmonious passion, and power distance.Human Relations, 74(11), 1864-1888.（SSCI 一区 FT50） 2020年 13. Wang, H. J., Chen, X+., & Lu, C. Q. (2020). When career dissatisfaction leads to employee job crafting: The role of job social support and occupational self-efficacy.Career Development International.（共同第一作者；SSCI 二区） 14. Peng, J., Chen, X*., Nie, Q., & Wang, Z. (2020). Proactive personality congruence and creativity: a leader identification perspective.Journal of Managerial Psychology.（通讯作者；SSCI 二区） 15. Zhang, X., Lin, Z., Liu, Y., Chen, X*., & Liu, D. M. (2020). How do human resource management practices affect employee well-being? A mediated moderation model.Employee Relations, 42(4), 903-919.（通讯作者；SSCI 三区） 2019年及以前 16. Yang J, Zhang W, & Chen X* (2019). Why Do Leaders Express Humility and How Does This Matter: A Rational Choice Perspective.Frontiers in psychology.（通讯作者；SSCI 二区） 17. Chen, X., Liao, J., Wu, W., & Zhang, W. (2017). Perceived Insider Status and Feedback Reactions: A Dual Path of Feedback Motivation Attribution.Frontiers in psychology, 8, 668.（第一作者；SSCI 二区） 18. Peng, J., Wang, Z., & Chen, X*. (2018). Does Self-Serving Leadership Hinder Team Creativity? A Moderated Dual-Path Model.Journal of Business Ethics.（通讯作者；SSCI 一区 FT50） 19. Liu, W., Mao, J., & Chen, X. (2017). Leader humility and team innovation: investigating the substituting role of task interdependence and the mediating role of team voice climate.Frontiers in psychology, 8, 1115.（SSCI 二区） 20. 王晨光, 陈晓*, & 廖建桥. (2017). 反馈反应的相关研究述评与展望.中国人力资源开发, (5), 57-68.（通讯作者，CSSCI） 21. 刘涛, 陈晓*, & 廖建桥. (2017). 建设性批评和破坏性批评对个体心理健康影响的实验研究.中国人力资源开发, (7), 59-71.（通讯作者，CSSCI） 22. 张寒冰, 叶茂林, & 陈晓*. (2017). 牺牲小我, 成就大我: 自我牺牲型领导研究述评.中国人力资源开发, (2), 41-51.（通讯作者，CSSCI） |
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