刘鑫

1. Liu, X., Zhang, L., Gupta, A., Zheng, X., Wu, C. (2022). Upper echelons and intra-organizational learning: How executive narcissism affects knowledge transfer among business units. Strategic Management Journal, 43(11), 2351-2381. 2. Liu*†, X., Liao†, H., Derfler-Rozin†, R., Zheng†, X., Wee, E., & Qiu, F. (2020). In line and out of the box: How ethical leaders help offset the negative effect of morality on creativity. Journal of Applied Psychology, 105(12), 1447-1465. 3. Yang, L., Zheng, X., Liu*, X., Lu*, C., Schaubroeck, J. (2020). Abusive supervision, thwarted belongingness, and workplace safety: A group engagement perspective. Journal of Applied Psychology, 105(3), 230-244. 4. Li, N., Zheng, X., Harris, T. B., Liu, X., & Kirkman, B. L. (2016). Recognizing “me” benefits “we”: Investigating the positive spillover effects of formal individual recognition in teams. Journal of Applied Psychology, 101(7), 925-939. 5. Venkataramani, V., Bartol, K., Zheng, X., Lu, S., & Liu, X. (2022). Not very competent but connected: Leaders’ use of employee social networks as prisms to make delegation decisions. Journal of Applied Psychology, 107(3), 458–480. 6. Lu, S., Bartol, K., Venkataramani, V., Zheng, X., & Liu, X. (2019). Pitching novel ideas to the boss: The interactive effects of employees’ idea enactment and influence tactics on creativity assessment and implementation. Academy of Management Journal, 62(2), 579-606. 7. Liu, X., Lee, B., Kim, Tae-Yeol, Gong, Y., Zheng, X. (in press). Double‑edged effects of creative personality on moral disengagement and unethical behaviors: Dual motivational mechanisms and a situational contingency. Journal of Business Ethics. https://doi.org/10.1007/s10551-022-05135-9 8. Liu, X., Zheng, X., Li, N., Yu, Y., Harms, P., & Yang, J. (2022). Both a curse and a blessing? A social cognitive approach to the paradoxical effects of leader narcissism. Human Relations, 75(11), 2011-2038. 9. Zhang, Y., Liu*, X., Xu*, S., Yang, L. & Bednall, T. (2019). Why abusive supervision impacts employee OCB and CWB: A meta-analytic review of competing mediating mechanisms. Journal of Management, 45(6), 2474-2497. 10. Qin†, X., Liu†, X., Brown†, J., Zheng†, X., & Owens†, B. (2021). Humility harmonized? Exploring whether and how leader and employee humility (in)congruence influences employee citizenship and deviance behaviors. Journal of Business Ethics, 170(1), 147-165. 11. Zheng†, X., Qin†, X., Liu†, X., &, Liao†, H. (2019). Will creative employees always make trouble? Investigating the roles of moral identity and moral disengagement. Journal of Business Ethics, 157(3), 653-672. 12. Lee, B. Y., Kim, Tae-Yeol, Gong, Y., Zheng, X., & Liu, X. (2020). Employee well-being attribution and job change intentions: The moderating effect of task idiosyncratic deals. Human Resource Management, 59(4), 327-338. 13. Hu, J., Zheng, X., Tepper, B. J., Li, N., Liu, X., & Yu, J. (2022). The dark side of leader-member exchange: Observers’ reactions when leaders target their teammates for abuse. Human Resource Management, 61(2), 199–213. 14. Liu, X., Zhang, Y., Chen, W., Li, W., & Ni, D. (in press). Bringing contribution-receipt (im)balance to team-member exchange research: A moderated mediation model. Journal of Organizational Behavior. https://doi.org/10.1002/job.2686 15. Liu, X., Zheng, X., Ni, D., & Harms, P. (2022). Employee voice and coworker support: The roles of employee job demands and coworker voice expectation. Journal of Organizational Behavior, 43(7), 1271-1286. 16. Liu, X., Zheng, X., Yu, Y., Owens, B. P., & Ni, D. (2022). How and when team average individual mindfulness facilitates team mindfulness: The roles of team relational stress and team individual mindfulness diversity. Journal of Organizational Behavior, 43(3), 430-447. 17. Liu, X., Zheng, X., Lee, B. Y., Yu, Y., & Zhang, M. (in press). COVID-19 and employee job performance trajectories: The moderating effect of different sources of status. Journal of Vocational Behavior. 18. Liu, X., Mao, J-Y, Chiang, J. T-J, Guo, L., & Zhang, S. (in press). When and why does voice sustain or stop? The roles of leader behaviours, power differential perception and psychological safety. Applied Psychology. https://doi.org/10.1111/apps.12432 19. Mao, J.-Y., Quan, J., Liu*, X., & Zheng, X. (2022). Too drained to obey! A daily study on how workplace envy fosters employee deviance and the buffering role of ethical leadership. Applied Psychology, 71(4), 1304–1325 20. Liu, X., Mao, J.-Y., Zheng, X., Ni, D., & Harms, P. D. (2022). When and why narcissism leads to taking charge? The roles of coworker narcissism and employee comparative identity. Journal of Occupational and Organizational Psychology, 95(4), 758-787. 21. Zheng, X., Ni, D., Liu*, X., Zhang, M. (in press). A mixed blessing? State mindfulness change, ego depletion and counterproductive work behaviour. Journal of Occupational and Organizational Psychology. https://doi.org/10.1111/joop.12419 22. Zheng, X., Zhao, H. H., Liu*, X., & Li, N. (2019). Network reconfiguration: The implications of recognizing top performers in teams. Journal of Occupational and Organizational Psychology, 92(4), 825-847. 23. Zheng†, X., Liu†*, X., Liao†, H., Qin†, X., & Ni, D. (2022). How and when top manager authentic leadership influences team voice: A moderated mediation model. Journal of Business Research, 145, 144-155. 24. Zhang, Y., Liu*, X., Chen, W. (2020). Fight and flight: A contingency model of third parties’ approach-avoidance reactions to peer abusive supervision. Journal of Business and Psychology, 35(6), 767-782. 25. Zhou, Q., Mao, J-Y, Liu*, X., & Ning, X. (2022). The impacts of distinct motives on promotive and prohibitive voice: The differential moderating role of perceived voice level. Journal of Business and Psychology, 37(3), 601–613. 26. Zheng, X., Ni, D., Liu*, X., & Liang, L. H. (in press). Workplace mindfulness: Multidimensional model, scale development and validation. Journal of Business and Psychology. https://doi.org/10.1007/s10869-022-09814-2 27. Ni, D., Liu*, X., Zheng, X. (2022). How and when does service performance improve positive emotions? An employee-customer social exchange perspective. European Journal of Work and Organizational Psychology, 31(3), 367-382. 28. Mao, J.-Y., Mu, X. & Liu*, X. (2021). Discouraging gender-biased job seekers by adapting job advertisements. Journal of Managerial Psychology, 36(2), 170-182. 29. Mao, J-Y., Zhang, Y., Chen, L., & Liu, X. (2019). Consequences of supervisor self-interested behavior: A moderated mediation. Journal of Managerial Psychology, 34(3), 126-138. 30. Zhang, Y., Guo, Y., Zhang, M., Xu, S., Liu, X., & Newman, A. (2022). Antecedents and outcomes of authentic leadership across culture: A meta-analytic review. Asia Pacific Journal of Management, 39(4), 1399–1435. 31. Zhang, Y., Zheng, Y., Zhang, L., Xu, S., Liu, X., & Chen, W. (2021). A meta-analytic review of the consequences of servant leadership: The moderating roles of cultural factors. Asia Pacific Journal of Management, 38(1), 371–400. 32. Mao, J-Y., Xiao, J., Liu, X., Qing, T., & Xu, H. (in press). Emulating coworkers: How and when coworker ideation facilitates employee ideation. Creativity Research Journal. https://doi.org/10.1080/10400419.2022.2049533 33. Liu, X., Zhang, Y., & Liu, C. H. (2017). How does leader other-emotion appraisal influence employees? The multilevel dual affective mechanisms. Small Group Research, 48(1), 93-114. 34. Ni, D., Liu*, X., & Zheng, X. M. (2021). How do subordinates react to perceived narcissistic supervision? The roles of perceived interactional justice and need for belonging. Baltic Journal of Management, 16(4), 621-637. 35. Zheng, X. & Liu*, X. (2017). The buffering effect of mindfulness on abusive supervision and creative performance: A social cognitive framework. Frontiers in Psychology, 8, 1588. 36. Qin, X., Liao, H., Zheng, X., & Liu, X. (2019). Stock market exposure and anxiety in a turbulent market: Evidence from China. Frontiers in Psychology, 10, 328. 37. Kirkman, B. L., Li, N., Zheng, X., Harris, T. B., & Liu, X. (2016). Teamwork works best when top performers are rewarded. Harvard Business Review (on-line). 38. 郑晓明, 刘鑫*. (2016). 互动公平对员工幸福感的影响：心理授权的中介作用与权力距离的调节作用. 心理学报, 48(6), 693-709. 39. 郑晓明, 余宇, & 刘鑫. (2022). 配偶情绪智力对员工工作投入的影响：员工生活幸福感的中介作用和性别的调节作用. 心理学报, 54(5), 1-19. 40. 刘鑫, 余宇, 秦昕, & 郑晓明. (2019). 高层服务型领导对基层员工服务绩效的涓滴效应：中层领导服务导向的调节作用. 科学学与科学技术管理, 40(9), 135-151. 41. 徐梦蝶, 刘鑫*, 郑晓明, 任娜. (2019). 组织变革意义认知对员工的影响：工作投入和工作倦怠的双中介机制. 科学学与科学技术管理, 40(5), 134-149. 42. 倪丹, 郑晓明, 刘鑫*,& 张梦怡. (2021). 团队正念如何及何时影响团队有效性？——以制造行业A公司为例. 科学学与科学技术管理, 42(6), 164-186. 43. 郑晓明, 倪丹, 刘鑫*. (2019). 基于体验抽样法的正念对工作-家庭增益的影响研究. 管理学报., 16(3), 360-368. 44. 郑晓明, 余宇, & 刘鑫. (2020). 高绩效工作系统对情绪劳动的影响：一个多层次模型. 科学学与科学技术管理, 41(11), 132-145. 45. 周琦玮, 刘鑫*, & 李东红. (2022). 企业数字化转型的多重作用与开放性研究框架. 西安交通大学学报（社会科学版）, 42(3), 10-19. 46. 刘鑫* & 张梦怡. (2019). 自恋：领导者的一把双刃剑. 清华管理评论, 68, 73-81. 47. 刘鑫, 李丽源, & 郑晓明. (2022). 守正创新，行稳致远：企业如何兼顾创新与道德？清华管理评论, 6, 26-33.