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(*Denotes equal authorship; †Denotes corresponding author)
1. Feng, Z. Y. *, Liu, Y. K. *, Wang, Z., Savani, K. 2020. Let’s choose one of each: Using the partition dependence effect to increase diversity in organizations. Organizational Behavior and Human Decision Processes, 158: 11-26.
2. Feng, Z. Y. & Savani, K. 2020. Covid-19 created a gender gap in perceived work productivity and job satisfaction: Implications for dual-career parents working from home. Gender in Management: An International Journal.
3. Sheetal, A.*, Feng, Z. Y.* †, & Savani, K. 2020. Using machine learning to generate novel hypotheses: Increasing optimism about Covid-19 makes people less willing to justify unethical behaviors. Psychological Science.
4. Feng, Z. Y. , Liu, Y. K. , Wang, Z., Savani, K. 2020 July. Research: A method for overcoming implicit bias when considering job candidates. Harvard Business Review.
5. Li, H., Feng, Z. Y., Liu, C. L., & Cheng, D. J. 2014. The impact of relative leader-member exchange on employees’ work behaviors as mediated by psychological contract fulfillment. Social Behavior and Personality: An International Journal, 42(1): 79-88.
主要学术会议报告
1. Feng, Z. Y., & Savani, K. (August, 2020). Managers’ and employees’ judgment and decision making: New theoretical developments. Symposium accepted for presentation at the 80th annual meeting of the Academy of Management, Vancouver, British Columbia, Canada. (Symposium chair)
2. Keng-Highberger, F. T., Feng, Z. Y., Yam, K. C., Chen, X. P., & Li, H. (June, 2020). Multilevel power plays: How Machiavellian leaders use supervisor Guanxi and follower abusive supervision to gain power. Symposium paper accepted for presentation at the 35th annual conference of the Society for Industrial and Organizational Psychology, Austin, Texas, USA. https://mailchi.mp/siop.org/your-submission-was-accepted-for-siop-2020-register-for-the-conference-now?e=aec371fd4a (Conference canceled)
3. Keng-Highberger, F. T., & Feng, Z. Y. (August, 2019). The “dark” sides of inclusion and exclusion in the workplace: A counter-intuitive examination. Symposium presented at the 79th annual meeting of the Academy of Management, Boston, Massachusetts, USA. (Symposium co-chair)
4. Feng, Z. Y., & Savani, K., & Li, H. (August, 2019). Why and when employees’ implicit morality theories influence ethical behavior. Symposium paper presented at the 79th annual meeting of the Academy of Management, Boston, Massachusetts, USA.
5. Song, J., Feng, Z. Y., He, C. Q., Gu, J. B., & Wu, J. L. (August, 2019). Why and when abusive supervision evokes unethical pro-supervisor behavior. Paper presented at the 79th annual meeting of the Academy of Management, Boston, Massachusetts, USA.
6. Feng, Z. Y., & Savani, K. (June, 2019). Implicit morality theories: Understanding why and when employees’ beliefs about the malleability of moral character influence ethical behavior. Paper presented at the EURAM conference, Lisbon, Portugal.
7. Feng, Z. Y., & Savani, K. (March, 2019). Altruistic or egoistic? Tests of competing explanations of third parties’motivation to help abused coworkers. Paper presented at Academy of Management Journal paper & idea development workshop at NTU, Singapore.
8. Feng, Z. Y., & Keng-Highberger, F. T. (March, 2019). A stress-coping perspective on the curvilinear relationship between organizational tenure and voice. Paper presented at Academy of Management Journal paper & idea development workshop at NTU, Singapore.
9. Keng-Highberger, F. T., Feng, Z. Y., & Li, H. (August, 2018). How Machiavellian leaders strategically use abusive supervision to overpower their subordinates? Paper presented at the 78th annual meeting of the Academy of Management, Chicago, Illinois, USA.
10. Feng, Z. Y. (August, 2018). Ashamed for performing well: An investigation of abusive supervision from the third party perspective. Research proposal presented at the PDW session (10th Annual OB Research Incubator) of the 78th annual meeting of the Academy of Management, Chicago, Illinois, USA.
11.Feng, Z. Y., & Xu, H. Y. (August, 2017). Better or stable? A longitudinal investigation of leader-member exchange (LMX) relationship maintenance through the lens of regulatory focus theory. Research proposal presented at the PDW session (Mentoring at the Interface: From Leadership Research Proposals to High Quality Publications) of the 77th annual meeting of the Academy of Management, Atlanta, Georgia, USA.
12.Feng, Z. Y. (August, 2017). Guanxi and abusive supervision: How Machiavellian leaders attain and maintain power over subordinates. Research proposal presented at the PDW session (9th Annual OB Research Incubator) of the 77th annual meeting of the Academy of Management, Atlanta, Georgia, USA.
13.Feng, Z. Y., & Keng-Highberger, F. T. (July, 2017). Guanxi and abusive supervision: How Machiavellian leaders attain and maintain power over subordinates. Paper accepted for presentation at the 10th International Critical Management Studies, Liverpool, UK.
14.Feng, Z. Y., & Li, H. (August, 2016). Organizational tenure and employee voice: Exploring curvilinear and moderated relationships. Paper presented at the 76th annual meeting of the Academy of Management, Anaheim, California, USA.
15.Li, H., Liu, C. L., Feng, Z. Y., Li, J. J., Wu, J., Cheng, D. J., & Ying, T. F. (August, 2015), Why group size makes a difference for leader-member exchange?, Paper presented at the 75th annual meeting of the Academy of Management, Vancouver, British Columbia, Canada.
16.Li, H., Liu, C. L., Feng, Z. Y., & Wu, J. (August, 2014). A multilevel study on the asymmetric impacts of RLMX in blended workforce context. Paper presented at the 74th annual meeting of the Academy of Management, Philadelphia, Pennsylvania, USA.
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