已发表的学术论文
1. Qin, X., Huang, M., Johnson, R. E., Hu, Q., & Ju, D. (2018). The short-lived benefits of abusive supervisory behavior for actors: An investigation of recovery and work engagement. Academy of Management Journal, 61, 1951-1975.
2. Li, W., Krause, R.*, Qin, X.*, Zhu, H., Zhang, J., Xu, Y., & Lin, S. (2018). Under the microscope: An experimental look at board transparency and director monitoring behavior. Strategic Management Journal, 39, 1216-1236.
3. Qin, X., Chen, C., Yam, K. C., Huang, M., & Ju, D. (online). The double-edged sword of leader humility: Investigating when and why leader humility promotes versus inhibits subordinate deviance. Journal of Applied Psychology. https://doi.org/10.1037/apl0000456.
4. Qin, X., Ren, R., Zhang, Z., & Johnson, R. E. (2015). Fairness heuristics and substitutability effects: Inferring the fairness of outcomes, procedures, and interpersonal treatment when employees lack clear information. Journal of Applied Psychology, 100, 749-766.
5. Qin, X.*, Ren, R., Zhang, Z., & Johnson, R. E. (2018). Considering self-interests and symbolism together: How instrumental and value-expressive motives interact to influence supervisors’ justice behavior. Personnel Psychology, 71, 225-253.
6. Au, E.*, Qin, X.*, & Zhang, Z.* (2017). Beyond personal control: When and how executives’ beliefs in negotiable fate foster entrepreneurial orientation and firm performance. Organizational Behavior and Human Decision Processes, 143, 69-84.
7. Ju, D., Huang, M., Liu, D., Qin, X.*, Hu, Q., & Chen, C. (2019). Supervisory consequences of abusive supervision: An investigation of sense of power, managerial self-efficacy, and task-oriented leadership behavior. Organizational Behavior and Human Decision Processes, 154, 80-95.
8. Qin, X., Shepherd, D. A., Lin, D., Xie, S., Liang, X., & Lin, S. (online). The dark side of entrepreneurs’ creativity: Investigating how and when entrepreneurs’ creativity increases the favorability of potential opportunities that harm nature. Entrepreneurship Theory and Practice. https://doi.org/10.1177/1042258720915582.
9. Qin, X., Hom, P., & Xu, M. (2019). Am I a peasant or a worker? An identity strain perspective on turnover among developing-world migrants. Human Relations, 72, 801-833.
10. Qin, X., Huang, M., Hu, Q., Schminke, M., & Ju, D. (2018). Ethical leadership, but toward whom? How moral identity congruence shapes the ethical treatment of employees. Human Relations, 71, 1120-1149.
11. Qin, X.*, Liu, X., Brown, J. A., Zheng, X., & Owens, B. P. (online). Humility harmonized? Exploring whether and how leader and employee humility (in)congruence influences employee citizenship and deviance behaviors. Journal of Business Ethics. https://doi.org/10.1007/s10551-019-04250-4.
12. 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, 653-672.
13. Qin, X., Dust, S. B., DiRenzo, M. S., & Wang, S. (online). Negative creativity in leader-follower relations: A daily investigation of leaders’ creative mindset, moral disengagement, and abusive supervision. Journal of Business and Psychology. https://doi.org/10.1007/s10869-019-09646-7.
14. Ju, D., Xu, M., Qin, X., & Spector, P. E. (online). A multilevel study of abusive supervision, norms and personal control on counterproductive work behavior: A theory of planned behavior approach. Journal of Leadership and Organizational Studies. https://doi.org/10.1177/1548051818806289.
15. 陈晨、张昕、孙利平、秦昕*、邓惠如：《信任以稀为贵？下属感知被信任何时以及如何导致反生产行为》，《心理学报》，2020年第3期。
16. Xu, M., Qin, X.*, Dust, S. B., & Direnzo, M. S. (2019). Supervisor-subordinate proactive personality congruence and psychological safety: A signaling theory approach to employee voice behavior. Leadership Quarterly, 30, 440-453.
17. 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, 1-8.
18. 秦昕、薛伟、陈晨、刘四维、邓惠如：《为什么领导做出公平行为：综述与未来研究方向》，《管理学季刊》，2019年第4期。
19. 刘鑫、余宇、秦昕、郑晓明：《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》，2019年第9期。
20. 秦昕、马骏、朱沆、叶文平：《战略和创业研究中的实验方法：现状、方法与前景》，《管理学季刊》，2018年第1期。
21. Ju, D., Qin, X., Xu, M., & Direnzo, M. S. (2016). Boundary conditions of the emotional exhaustion - unsafe behavior link: The dark side of group norms and personal control. Asia Pacific Journal of Management, 33, 113-140.
22. Zhou, Y., Hu, Q., Yao, J., & Qin, X.* (2016). The determinants of family business owners’ intrafamily succession intention: An interplay between business owners and institutional environment. Chinese Management Studies, 10, 710-725.
23. 胡琼晶、杨时羽、秦昕*、王颂：《非正式地位能否促进建言行为？基于地位特征理论的探讨》，《管理学季刊》，2016年第3期。
24. Li, X., Qin, X., Jiang, K., Zhang, S., & Gao, F. (2015). Human capital-enhancing HR practices and firm performance: The joint moderating effects of regional human capital level and product innovation strategy. Management and Organization Review, 11, 237-261.
25. Qin, X., Direnzo, M. S., Xu, M., & Duan, Y. (2014). When do emotionally exhausted employees speak up? Exploring the potential curvilinear relationship between emotional exhaustion and voice. Journal of Organizational Behavior, 35, 1018-1041.
26. Qin, X., Hom, P., Xu, M., & Ju, D. (2014). Applying the Job Demands-Resources model to migrant workers: Exploring how and when geographic distance increases quit propensity. Journal of Occupational and Organizational Psychology, 87, 303-328.
27. 张志学、秦昕、张三保：《中国劳动用工“双轨制”改进了企业生产率吗？——来自30省12314家企业的证据》，《管理世界》，2013年第5期。
28. Chen, Z., Qin, X., & Vogel, D. (2012). Cooperation is a panacea? The effect of cooperative response to task conflict on team performance. Systems Research and Behavioral Science, 29, 163-178.
29. Qin, X., Gao, Z., Ma, X., & Mao, L. (2012). The existence, quality, focus, and antecedents of corporate vision and mission: Evidence from the Top 500 Chinese Enterprises. In M. Marinov & S. Marinova (Eds.), Impacts of emerging economies and firms on international business (pp. 76-106). Hampshire: Palgrave Macmillan.
30. Qin, X.*, & Jiang, Y. (2011). The impact of natural disaster on absenteeism, job satisfaction, and job performance of survival employees: An empirical study of the survivors in Wenchuan Earthquake. Frontiers of Business Research in China, 5, 219-242.
31. 秦昕、张翠莲、马力、徐敏亚、邓世翔：《从农村到城市：农民工的城市融合影响模型》，《管理世界》，2011年第10期。
32. 秦昕、牛丛、黄振雷、徐敏亚：《甲流了解程度、疫苗安全感知、接种行为及其影响机制》，《心理学报》，2011年第43期。
33. 秦昕、鞠冬：《破镜能否重圆？承诺破坏和承诺恢复对心理契约及高管信任的影响》，《中大管理研究》，2011年第6期。
在管理杂志上发表的文章
1. Chua, R. Y. J.、秦昕：《创新：从跨文化合作出发》，《北大商业评论》，2013年第1期。
2. 秦昕：《别让创新等于零》，《清华管理评论》，2013年第3期。
3. 秦昕、黄鸣鹏：《幸福像花儿一样——日本大东服务的特例子公司模式》，《中欧商业评论》，2013年第5期。
4. 秦昕：《企业家与不道德行为》，《管理学家》，2013年第5期。
5. 秦昕、徐敏亚：《如何管理新生代农民工：两代人有区别》，《商界》，2013年第2期。
6. 秦昕、徐敏亚：《新生代农民工：从梦想终结到梦想驱动》，《商界评论》，2013年第2期。
7. 秦昕：《“屌丝”，如何不沉沦？》，《管理学家》，2012年第12期。
翻译的论文
1. 秦昕：《理解人力资源管理与企业绩效之间的关系：人力资源管理系统的“强度”的角色》，张志学、贾良定主编《《美国管理学会评论》优秀论文集萃》，北京大学出版社，2014年。(Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of Management Review, 29, 203-221.)
2. 秦昕：《创新传播的障碍：专业人士的中介角色》，徐淑英、蔡洪滨主编《《美国管理学会学报》最佳论文集萃（第二辑）》，北京大学出版社，2012年。(Ferlie, E., Fitzgerald, L., Wood, M., & Hawkins, C. (2005). The nonspread of innovations: The mediating role of professionals. Academy of Management Journal, 48, 117-134.)
3. 秦昕：《追求卓越宣言：在MOR中坚持学术正直》，《Management and Organization Review（中文版）》，2011年。(Tsui, A. S., & Galaskiewicz, J. (2011). Commitment to excellence: Upholding research integrity at Management and Organization Review. Management and Organization Review, 7, 389-395.)
