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Ju, D., Huang, M. P., Liu, D., Qin, X., Hu, Q.,& Chen, C. (2019). Supervisory consequences of abusive supervision: Aninvestigation of sense of power, managerial self-efficacy, and task-orientedleadership behavior. Organizational Behavior and Human Decision Processes,154, 80-95.（组织行为学领域顶刊、FT 50期刊）
Qin, X., Huang, M. P., Johnson, R., Hu, Q. J., Ju, D.* (2018). Theshort-lived benefits of abusive supervisory behavior for actors: aninvestigation of recovery and work engagement. Academy of Management Journal,61(5), 1951-1975.【*通讯作者】（工商管理领域顶刊、UTD 24期刊）
论文已经被评为“高引”论文、受到国际媒体和网站的关注（如，Science daily、英国经济时报和今日印度）。
Huang, M., Ju, D.*, Yam, K. C., Liu, S., Qin, X.,& Tian, G. (forthcoming). Employee humor can shield them from abusivesupervision. Journal of Business Ethics, 1-18.【*通讯作者】（商业伦理领域顶刊、FT 50期刊）
Ju, D., Yao, J., & Ma, L. (2021). Person–jobfit and job involvement: the curvilinear effect and the moderating role of goalorientation. Journal of Managerial Psychology, 36(5), 433-446. （ABS3期刊）
Ren, R., Ma, L., Chen, G., Wang, H., & Ju, D.* (2022). Implicit voice delivery:Its antecedent, Consequence, and boundary conditions. Management andOrganization Review, 18(1), 43-72.【*通讯作者】（ABS3期刊）
获得2014年中国管理研究国际学会（IACMR）双年会的最佳论文提名
Qin, X., Chen, C.,Yam, K. C., Huang, M., & Ju, D. (2020). The double-edged sword of leaderhumility: Investigating when and why leader humility promotes versus inhibitssubordinate deviance. Journal of Applied Psychology, 105(7),693-712.（心理学领域顶刊、FT 50期刊）
Ju, D., Qin, X., Xu,M., & DiRenzo, M. S. (2016). Boundary conditions of the emotionalexhaustion-unsafe behavior link: The dark side of group norms and personalcontrol. Asia Pacific Journal of Management, 33(1),113-140.（ABS3期刊）
Ju, D., Xu, M., Qin,X., & Spector, P. (2019). A multilevel study of abusive supervision, norms,and personal control on counterproductive work behavior: A theory of plannedbehavior approach. Journal of Leadership & Organizational Studies, 26(2),163-178.
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. HumanRelations, 71(8), 1120-1149. （工商管理领域顶刊、FT 50期刊）
Qin, X., Hom, P.,Xu, M., & Ju, D. (2014). Applying the job demands–resources model tomigrant workers: Exploring how and when geographical distance increases quitpropensity. Journal of occupational and organizational psychology, 87(2),303-328.（ABS4期刊）
Ju, D., Ma, L., Ren, R.,& Zhang, Y. (2019). Empowered to breakthe silence: Applying self-determination theory to employee silence. Frontiers in Psychology, 10, 1-10.
姚晶晶,鞠冬,张建君.企业是否会近墨者黑:企业规模、政府重要性与企业政治行为[J]. 管理世界,2015(07):98-108.
张志学,鞠冬,马力.组织行为学研究的现状:意义与建议[J].心理学报,2014,46(02):265-284.
鞠冬,马力.润物细无声：思想教育融于管理学课堂的探索，光明日报客户端,2021年2月13日。
秦昕,鞠冬.破镜能否重圆？承诺破坏和承诺恢复之于心理契约和对高管的信任的影响[J].中大管理研究,2011年第6期。
鞠冬译：《组织情境下的社会身份和自我归类过程》，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。（Hogg, M. A., & Terry, D. J. (2000). Social identity andself-categorization processes in organizational contexts. Academy of Management Review, 25, 121-140.）
会议报告、论文
2022年“新征程下的中国式企业管理现代化”学术研讨会暨中国企业管理研究会，报告《新一轮技术变革下员工异化的挑战及应对——激发工作内在动机为核心的管理理论与实践》，西安，中国。
2018年第四届北航经商国际论坛：“全球商业研究的新视角：挑战、创新与沟通”,报告《Supervisoryconsequences of abusive supervision》，北京航空航天大学，中国。
Ju,D., Ma, L., Ren, R., & Zhang, Y. C. Confidenceof voice: Effects of performance, empowering leadership and power distance onsilence. Accepted by 2014 Academy ofManagement (AOM) Annual Meeting,Philadelphia, Pennsylvania, USA.
Ju,D., Xu, M., Qin, X., & Spector, P. Boundaryconditions of the abusive supervision-counterproductive work behavior link: Amultilevel study of norms and personal control. Accepted by 2014Biennial Conference of International Association for Chinese ManagementResearch (IACMR), Beijing.
Chen, Z. X., Ma, L., Wang, H., Ju, D., & Ren, R. Delivering voicein a subtle way: Why, when and so what? Accepted by 2014 Biennial Conference ofInternational Association for Chinese Management Research (IACMR),Beijing.
Ju,D., Ma, L., & Jiao, J. Effects of role clarityand person-job fit on employees’ job involvement: Goal orientations asmoderators. Accepted by 2013 Academy of Management (AOM) Annual Meeting(AOM), Orlando, Florida, USA.
Ju,D., Xu, M., & Qin, X. Applying AMO framework tocounterproductive work behavior: When personal control makes it worse. Acceptedby 2013Academy of International Business (AIB)-UKI Annual Conference,Birmingham, UK.
Ju,D., Xu, M., & Qin, X. Applying AMO framework tocounterproductive work behavior: When personal control makes it worse. Acceptedby2013 International Conference of Pacific Rim Management (ICPRM), LasVegas, Nevada, USA.
Qin, X., Xu, M., & Ju, D. Inspired by “long distancerelationship”: Exploring how and when geographical distance increasesemployees’ turnover intention. Accepted by 2013 Academy of International Business(AIB)-Midwest Meeting, Chicago, Illinois, USA.
Qin, X., Xu, M., & Ju, D. Inspired by “long distancerelationship”: Exploring how and when geographical distance increasesemployees’ turnover intention. Accepted by 2013 Academy of International Business(AIB)-US Southwest Chapter Annual Meeting, Albuquerque, New Mexico,USA.
Huang, M., Ju, D., & Zhang W. The role of internal corporate socialresponsibility efforts in retaining employees：Evidence from Chinese migrantworkers. Accepted by 2012 Biennial Conference of InternationalAssociation for Chinese Management Research (IACMR), Hong Kong.
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