陈亚硕，管理学博士，于2021-2022年在多伦多大学罗特曼商学院进行博士联合培养，于2022-2025年在中山大学管理学院从事博士后工作。

组织伦理、道德决策、道德行为

英文期刊

1. Chen, Y., Yang, C*., Chen, A., & Yang, X. (2025). A comprehensive meta-analysis of workplace friendship: a resource-based perspective. European Journal of Work and Organizational Psychology, 1-21.

2. Chen, Y., Strejcek, B., Zhong, C. B., & Yang, C*. (2025). The dual processes of leader-member exchange social comparison. Journal of Business and Psychology, 40(3), 687-709.

3. Yang, C., Chen, Y., Zhao, X*., Miao, L., Leong, A. M. W., & Cui, Z. (2024). An integrated investigation into the impact of workplace shocks on employee turnover. Cornell Hospitality Quarterly, 65(2), 200-216.

4. Yang, C*., Chen, Y., Zhao, X., & Cui, Z. (2023). Career identity and organizational identification among professionals with on-demand work. Personnel Review, 52(3), 470-491.

5. Zhao, X*., Wang, J., Mattila, A., Leong, A. M. W., Cui, Z., Sun, Z., ... & Chen, Y.. (2023). Examining the cross-level mechanisms of the influence of supervisors’ job crafting on frontline employees’ engagement and performance. International Journal of Contemporary Hospitality Management, 35(12), 4428-4450.

6. Yang, C., Chen, Y*., Chen, A., & Ahmed, S. J. (2023). The integrated effects of leader–member exchange social comparison on job performance and OCB in the Chinese context. Frontiers in Psychology, 14, 1094509.

7. Yang, C*., Chen, Y., & Gao, J. (2022). How and when can employees with status motivation attain their status in a team? The roles of ingratiation, OCBI, and procedural justice climate. Group & Organization Management, 49(4), 801-859

8. Yang, C., Chen, Y., & Chen, A*. (2021). The effect of on-the-job shocks on employees’ intention to stay: an investigation of organizational embeddedness. Chinese Management Studies, 15(5), 1032-1056.

9. Yang, C*., Chen, A., & Chen, Y. (2021). College students’ stress and health in the COVID-19 pandemic: The role of academic workload, separation from school, and fears of contagion. PloS one, 16(2), e0246676. (ESI高被引论文)

10. Yang, C., Chen, Y., Zhao, X*., & Hua, N. (2020). Transformational leadership, proactive personality and service performance: The mediating role of organizational embeddedness. International Journal of Contemporary Hospitality Management, 32(1), 267-287.

11. Yang, C., Chen, Y., Roy, X. Z*., & Mattila, A. S. (2020). Unfolding deconstructive effects of negative shocks on psychological contract violation, organizational cynicism, and turnover intention. International Journal of Hospitality Management, 89, 102591.

12. Yang, C., Chen, Y., & Zhao, X*. (2019). Emotional labor: scale development and validation in the Chinese context. Frontiers in psychology, 10, 2095.

13. Chen, Y., Ning, R., Yang, T., Feng, S., & Yang, C*. (2018). Is transformational leadership always good for employee task performance? Examining curvilinear and moderated relationships. Frontiers of Business Research in China, 12(1), 22.

 中文期刊

1. 陈奥博,杨春江,陈亚硕. 多场域嵌入及一致性对员工绩效的影响研究 [J]. 管理学报, 2025, 22 (04): 669-680.

2. 陈亚硕,杨春江. 主动性人格对员工任务绩效和组织公民行为的影响机制研究 [J]. 管理评论, 2024, 36 (01): 188-200.

3. 杨春江,陈亚硕,赵新元,等. 中国情境下一项关于工作嵌入效应的元分析研究 [J]. 管理评论, 2022, 34 (07): 255-267.

4. 杨春江,陈亚硕. 认知-动机-关系理论视角下辱虐管理对员工留职的作用机制研究 [J]. 管理学报, 2022, 19 (05): 676-686. （人大复印报刊全文转载）

5. 陈亚硕,王潞,陈奥博,等. 农民工缘何背井离乡?基于社会比较和区位理论的农民外出务工主客观路径分析 [J]. 人力资源管理评论, 2018, (01): 48-61.

6. 杨春江,田鹏妹,陈亚硕. 公平与安全对农民工社会融入的影响研究——基于生活满意和经济收入的作用 [J]. 农业现代化研究, 2017, 38 (05): 843-851.

论著

杨春江 陈亚硕 自我差异理论《管理与组织研究必备的理论书》北京大学出版社

主持：

2025年度国家自然科学基金项目-青年科学基金C类（项目编号：72502097）

2023年度教育部人文社会科学研究青年基金项目（项目编号：23YJC630016）

参与：

2025年甘肃省第五次全国经济普查研究课题

2022年度国家自然科学基金项目-面上项目（项目编号：72172137）

2021年度教育部人文社会科学研究一般基金项目（项目编号: 21YJA630103）

2020年度博士国家奖学金

2022/2023学年度河北省优秀博士学位论文