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*表示这个项目开始时该作者是孙健敏教授的研究生

1. 张晔骏* ,孙健敏, shaffer, m. & lin,c-h （2022）. high commitment work systems and employee well-being: the roles of workplace friendship and task interdependence. human resource management. doi: 10.1002/hrm.22093 (通讯作者) (online)

2. 邢璐*, 孙健敏，jepsen, d., & 张晔骏. (2021). supervisor negative feedback and employee motivation to learn: an attribution perspective. human relations, (online).doi: 10.1177/00187267211038514. (通 作者)

3. 邢璐*, 孙健敏 & jepsen, d. (2021). feeling shame in the workplace: examining negative feedback as an antecedent and performance and well-being as consequences. journal of organizational behavior (online). doi:10.1002/jb.2553. (通讯作者)

4. huang, l-c., liu, y., cheung, g. w., & 孙健敏 (2021). a multilevel study of group affective tone and team innovation: a moderated mediation model. group &organization management, (online). doi: 10.1177/10596011211029411

5. 李培凯*, 孙健敏, & taris, t. w. (2021): differentiating between gift giving and bribing in china: a guanxi perspective, ethics & behavior (online), doi:10.1080/10508422.2021.1896363

6. sanders, k., kraimer, m. l., greco, l., morgeson, f.p., budhwar, p. s., 孙健敏, shipton, h. & sang, x. (2020）. why academics attend conferences? an extended career self-management framework, human resource management review. (online)

7. 李培凯*, 孙健敏, taris, t. w., & xing, l.(2020). country differences in the relationship between leadership and employee engagement: a meta-analysis. the leadership quarterly (通讯作者). (online).

8. biron, m., de cieri, h., fulmer, i., lin, c-h, mayrhofer, w., nyfoudi, m., sanders, k., shipton,h. & 孙健敏 . (2020). structuring for innovative responses to human resource challenges: a skunk works approach. human resource management review, 32(2),1-14. https://doi.org/10.1016/j.hrmr.2020.100768

9. wilkinson, a., 孙健敏 , mowbray, p. k.(2020). employee voice in the asia pacific. asia pacific journal of human resources. 58(4), 471-484.

10. 张晔骏*, 孙健敏, lin, c-h., & ren, h. (2020). linking core self-evaluation to creativity: the roles of knowledge sharing and work meaningfulness. journal of business and psychology.35:257-270. (通讯作者)

11. han, j.,孙健敏, & 王宏蕾*, (2020). the negative effect of high performance work systems: why and when. human resource management review. （通讯作者）(online).

12. jack, r., huang, y., 孙健敏 , & guo, f. (2019). internationalisation of chinese banks and financial institutions and its implications for ihrm. the international journal of human resource management, 30(14), 2121-2136. doi:10.1080/09585192.2019.1598037

13. yang, m. x., li, j., yu, i. y., zeng, k. j., 孙健敏 (2019). environmentally sustainable or economically sustainable? the effect of chinese manufacturing firms’ corporate sustainable

strategy on their green performances. business strategy and the environment. 1-9. doi:10.1002/bse.2296. （通讯作者）

14. wang, j. & 孙健敏 . (2018). talent development in china: current practices and challenges ahead. advances in developing human resources. 20(4), 389-409.

15. lin, c-h., sanders, k., 孙健敏 , shipton, h. & choi, e. (2018). hrm and innovation: the mediating role of market-sensing capability and the moderating role of national power

distance. international journal of human resource management. 1-26 doi: 10.1080/09585192.2018.1474938

16. lin*, c-h. & 孙健敏. (2018). chinese employee’s leadership preferences and the relationship with power distance orientation and core self-evaluation. frontiers of business research in china, 12(1), 1-22. doi.org/10.1186/s11782-018-0027-9. correspondence author.

17. 毛畅果*, c., chang, c.-h., johnson, r. e., & 孙健敏 (2019). incivility and employee performance, citizenship, and counterproductive behaviors: implications of the social

context. journal of occupational health psychology, 24(2), 213-227.

18. li, y., tse, c-h., & 孙健敏 . (2018). other-race categorisation advantage in a binary- vs.ternary-response race categorization task. journal of cognitive psychology, 30(2), 242-256, doi:10.1080/20445911.2017.1414822

19. 孙健敏, hu, p., & ng, s. h. (2017). impact of english on education reforms in china. journal of multilingual and multicultural development, 38(3), 192-205. doi.org/10.1080/01434632.2015.1134551

20. 陆欣欣*, & 孙健敏. (2017). multiple pathways linking leader-member exchange to work effort. journal of managerial psychology, 32(4), 270-283. doi.org/10.1108/jmp-01-2016-0011

21. 李艳*, & fu, f., 孙健敏，& yang, b. (2016). leader–member exchange differentiation and team creativity: an investigation of nonlinearity. human relations.69(5),1121-1138

22. lin*, c-h, sanders, k., 孙健敏 , shipton, h., mooi, e. (2016). from customer-oriented strategy to organizational financial performance: the role of human resource management and

customer-linking capability. british journal of management. 27(1), 21-37.

23. eskin, m., 孙健敏, abuidhail, j. yoshimasu, k. kujan,j., et al (2016) : suicidal behavior and psychological distress in university students: a 12-nation study, archives of suicide research, doi: 10.1080/13811118.2015.1054055

24. 李 艳 *, & 孙健敏 (2015). traditional chinese leadership and employee voice behavior: a cross-level examination. leadership quarterly. 26(2),172-189.doi

25. 刘晓禹*, hartel, c., &孙健敏. (2014). the workgroup emotional climate scale: theoretical development, empirical validation and relationship with workgroup effectiveness. group &

organization management.39(6), 626-663.

26. 姜燕 *, law, k. s., &孙健敏 . (2014). leader–member relationship and burnout: the moderating role of leader integrity. management and organization review, 10(2), 223–247.

doi:

1. 李原，于坤，孙健敏（译），管理研究方法（第 13 版），中国人民大学出版社，2021

2. 孙健敏，朱曦济，李原（译），组织行为学（第 18 版），中国人民大学出版社，2021

3. 孙健敏，张德（主编）组织行为学（马工程重点教材），高等教育出版社，2019

4. 孙健敏，徐世勇，组织行为学，中国人民大学出版社，2019.

5. 孙健敏，穆桂斌，管理心理学，中国人民大学出版社，2017