1、论文（部分）
(1) zhang, j. w., li, y., zhang, y. j., zhang, h. t., & tang, j. the effects of perceived overqualification on spouse undermining and support. journal of managerial psychology, 2023, 38(5): 352-372. (ssci; q2)
(2) zhang, j. w., zhang, y. j., & lu, l. the double-edged sword of employee forgiveness: how forgiveness motives steer forgiveness toward interpersonal citizenship behaviors and interpersonal deviance. business ethics, the environment & responsibility, 2023, 32(4): 1247-1261. (ssci; q2)
(3) zhang, j. w., ul-durar, s., akhtar, m. n., zhang, y. j., & lu, l. how does responsible leadership affect employees’ voluntary workplace green behaviors? a multilevel dual process model of voluntary workplace green behaviors. journal of environmental management, 2021, 296: 113205. (ssci; q1)
(4) zhang, j. w., akhtar, m. n., zhang, y. j., & sun, s. are overqualified employees bad apples? a dual-pathway model of cyberloafing. internet research, 2020, 30(1): 289-313. (ssci; q1)
(5) zhang, j. w., bal, p. m., akhtar, m. n., long, l. r., zhang, y., & ma, z. x. high-performance work system and employee performan ce: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality. asia pacific journal of human resources, 2019, 57(3): 369-395. (ssci; q2)
(6) zhang, j. w., akhtar, m. n., zhang, y. j., & rofcanin, y. high-commitment work systems and employee voice: a multilevel and serial mediation approach inside the black box. employee relations, 2019, 41(4): 811-827. (ssci; q3)
(7) zhang, j. w., zhang, y. j., & lu, l. proactive responses to job insecurity: why and when job-insecure employees engage in political behaviors. management decision, 2022, 60(12): 3188-3208. (ssci; q3)
(8) yan, y. l., akhtar, m. n., zhang, j. w.*, & liang, s. c. positive leadership and employee engagement: the roles of state positive affect and individualism-collectivism. current psychology, 2023, 42: 9109-9118. (ssci; q1; corresponding author)
(9) zhang, y., he, w., long, l. r., & zhang, j. w. does pay for individual performance truly undermine employee creativity? the different moderating roles of vertical and horizontal collectivist orientations. human resource management, 2022, 61(1): 21-38. (ft 50)
(10) li, y., zhang, y. j., lu, l., zhang, j. w, & sun, x. l. laughters nurturing tears for leaders and organizations: the implications of leader humor for leader workplace deviance. journal of business ethics, 2023, 188: 603-621. (ft 50)
(11) zhang, y. j, lu, l., & zhang, j. w. humorous yet safe: the contrasting moderating effects of leader integrity and leader humor differentiation on the linkage between leader humor and team creativity. current psychology, 2023(ahead-of-print). https://doi.org/10.1007/s12144-022-04156-x. (ssci; q3)
(12) arefin, m. s., faroque, o., zhang, j. w., & long, l. r. high-performance work systems and organizational citizenship behavior: the role of goal congruence and servant leadership. international journal of emerging markets, 2023, 18(11): 5432-5453. (ssci; q2)
(13) zhang, y. j., yam, k. c., kouchaki, m., & zhang, j. w. cut you some slack? an investigation of the perceptions of a depleted employee’s unethicality. journal of business ethics, 2019, 157(3): 673-683. (ft 50)
(14) ma, z. x., long, l. r., zhang, y., zhang, j. w., & lam, c. k. why do high-performance human resource practices matter for team creativity? the mediating role of collective efficacy and knowledge sharing. asia pacific journal of management, 2017, 34(3): 565-586. (ssci; q2)
(15) zhang, y. j., gao, p. r., zhang, j. w., & lu, l. effect of authoritarian leadership on user resistance to change: evidence from is project implementation in china. industrial management & data systems, 2020, 120(10): 1813-1834. (ssci; q2)
(16) zhang, y., long, l. r., & zhang, j. w. pay for performance and employee creativity: the importance of procedural justice and willingness to take risks. management decision,2015, 53(7): 1378-1397. (ssci; q3)
(17) 张军伟, 龙立荣. 员工宽恕的前因与后果：多层次模型. 心理学报, 2014, 46(8): 1161-1175.
(18) 张军伟, 龙立荣. 不同层次高绩效工作系统的差距效应: 一个被调节的中介模型. 南开管理评论, 2017, 20(2): 180-190.
(19) 张军伟, 谢锟, 张亚军, 王桃林, 朱其权. 自我损耗理论视角下领导宽恕对领导辱虐行为的影响研究. 管理学报, 2023, 20(8): 1160-1168.
(20) 张军伟, 张亚军, 尹长琴, 陆露, 朱其权. 宽恕的代价：领导宽恕、员工道德推脱与工作场所越轨行为的关系研究. 管理评论, 2023, 35(2): 228-236.
(21) 张军伟, 张亚军, 崔利刚, 陆露. 人力资源系统差异与员工工作绩效的关系研究. 管理评论, 2022, 34(4): 226-237.
(22) 张军伟, 龙立荣. 服务型领导对员工人际公民行为的影响：宽恕氛围与中庸思维的作用. 管理工程学报, 2016, 30(1): 43-51.
(23) 张军伟, 龙立荣, 易谋. 上行下效：工作场所宽恕的涓滴模型. 管理工程学报, 2017, 31(1): 24-31.
(24) 张军伟, 龙立荣. 领导宽恕与员工工作绩效的曲线关系: 员工尽责性与程序公平的调节作用. 管理评论, 2016, 28(4): 134-144.
(25) 张军伟, 龙立荣, 王桃林. 高绩效工作系统对员工工作绩效的影响：自我概念的视角. 管理评论, 2017, 29(3): 136-146.
(26) 张军伟, 肖小虹, 张亚军, 周芳芳. 高绩效工作系统对员工工作绩效与情绪衰竭的差异化影响机制. 管理评论, 2019, 31(10): 178-190.
(27) 张军伟, 龙立荣. 上司冲突管理行为与员工宽恕的关系. 管理科学，2013，26(6): 58-70.
(28) 张军伟, 龙立荣. 高绩效工作系统一定能提高绩效吗? 一个跨层次多特征的调节模型. 经济管理, 2016, 38(10): 87-99.
(29) 徐富明, 张军伟, 刘腾飞, 蒋多, 文桂婵. 模糊规避的形成机制：基于可评价性假设的视角. 心理科学，2012，35(1): 177-179.
(30) 张军伟, 徐富明, 孙彦, 刘腾飞, 蒋多. 行为决策视野中的幸福及其提升策略. 心理科学进展，2010, 18(7): 1096-1103.
(31) 张军伟, 徐富明, 刘腾飞, 陈雪玲, 蒋多. 行为决策中作为价值的时间：基于与金钱的比较. 心理科学进展, 2010, 18(10): 1574-1579.
(32) 张亚军, 张军伟(通讯作者), 刘汕. 领导宽恕对员工建言的影响研究. 科研管理, 2017, 38(11): 66-74.
(33) 张亚军, 张军伟(通讯作者), 崔利刚, 刘汕. 组织政治知觉对员工绩效的影响: 自我损耗理论的视角. 管理评论, 2018, 30(1): 78-88.
(34) 施丹, 陶祎祎, 张军伟(通讯作者), 陈蕾. 领导-成员交换关系对产业工人敬业度的影响研究. 管理学报, 2019, 16(5): 694-703.
(35) 张亚军, 张金隆, 张军伟(通讯作者), 崔利刚. 谦卑型领导与员工抑制性建言的关系研究. 管理评论, 2017, 29(5): 110-119.
(36) 张亚军, 尚古琦, 张军伟(通讯作者), 周芳芳. 资质过剩感与员工工作绩效：心理权利的视角. 管理评论, 2019, 31(12): 194-206.
(37) 张军伟, 徐富明, 刘腾飞, 陈雪玲, 蒋多. 行为决策中模糊规避研究的回顾与展望. 应用心理学, 2009, 15(3): 245-250.
(38) 张军伟, 徐富明, 刘腾飞, 陈雪玲, 蒋多. 概率大小、损益结果和认知闭合需要对模糊规避的影响. 应用心理学, 2010, 16(3): 218-224.
(39) 周芳芳, 陆露, 张亚军, 张军伟. 自利型领导对员工越轨行为的影响: 基于认知和情感的双路径研究. 管理评论, 2021, 33(7): 237-248.
(40) 闫艳玲, 张军伟, 张洪. 积极领导与员工敬业度的关系研究：基于自我决定视角. 科研管理, 2019, 40(6): 254-264.
(41) 王桃林, 龙立荣, 张军伟, 张勇. 类亲情交换对工作家庭冲突的作用研究. 管理评论, 2019, 31(2): 180-189.
(42) 张亚军, 张金隆, 张军伟. 工作不安全感对用户抵制信息系统实施的影响. 管理科学, 2015, 28(2): 80-92.
(43) 周如意, 龙立荣, 张军伟. 自我牺牲型领导与团队绩效: 凝聚力、心理资本及心理权利的作用. 科学学与科学技术管理, 2018, 39(8): 145-160.
(44) 张亚军, 陈江涛, 张军伟, 崔利刚. 用户抵制与信息系统成功实施的关系研究. 管理学报, 2016, 13(11): 1681-1689.
(45) 张亚军, 张金隆, 张千帆, 张军伟. 威权和授权领导对员工隐性知识共享的影响研究. 管理评论, 2015, 27(9): 130-139.
