中国科大
校友
服务
☆ 主持和参与的科研项目
*主持国家自然科学基金面上项目“创业团队组建中的筛选与吸引机制：理论构建、实证证据与策略研究” （72472146）
*主持国家自然科学基金重点国际合作项目“数字化时代的职业生涯决策的测评研究：理论、方法与系统” （71910107003）
*主持国家自然科学基金面上项目“基于职业生涯视角的创业行为研究” （71871209）
*主持国家自然科学基金优秀青年基金项目“职业发展与就业管理” （71422014）
*主持国家自然科学基金面上项目“基于职业自我概念的大学生就业质量提升机制：一项追踪与实验研究” （71373251）
（团队成员：Filip Lievens, 曹威麟，Greet Van Hoye，罗彪，沈克祥，Bernd Carrete，王茜，汪良兵，洪嵩等）
*主持国家自然科学基金国际(地区)合作与交流项目“2014职业发展与就业管理国际学术会议”（71410307026）
*主持安徽省政府重大研究课题“科技创新人才激励机制研究”
（团队成员：梁樑，刘志迎，洪进，杨皖苏，张政政，杨惠，彭传虎，吴松，杨书春等）
*主持安徽省高校人文社科重大研究项目“大学生职业发展与就业质量的追踪研究”
（团队成员：Filip Lievens, 曹威麟，杨皖苏，Greet Van Hoye，杨惠，Bernd Carrete，吴松，卞泽娟，彭传虎，刘敬博等）
*主持中国科协调研课题“科技工作者流动状况调查”（2014DCYJ-2）
（团队成员：曹威麟，洪进，王茜，杨惠，彭传虎，陈银龄，杨书春，卞泽娟，臧颜伍等）
*主持欧盟ERASMUS项目“情景判断测验的跨文化比较”
（团队成员：Filip Lievens,Greet Van Hoye, 杨惠，王琼等）
*主持教育部博士学科点专项科研基金项目“大五人格与职业成长的关系：不同组织情境下下的匹配性追踪研究”（20133402120015）
（团队成员：Filip Lievens,洪进，Greet Van Hoye，彭传虎，王茜，臧颜伍，陈银龄，卞泽娟）
*主持教育部人文社科基金青年项目“成功职业转换的形成机理与实现技术：基于社会认知的视角”（12YJC630228）
（团队成员：周文霞，James McElroy, 李磊，刘鹏，张晓军，张笑峰，李鹏飞，彭传虎，陈银龄等）
*主持安徽省自然科学基金项目“基于人格视角的企业员工职业成长模式与机制研究” （1308085QG125）
（团队成员：曹威麟，洪进，瞿启发，彭传虎，王茜，臧颜伍，陈银龄，卞泽娟）
*主持中国科技大学青年创新基金项目“领导魅力的多层次归因及其对员工进谏行为与工作绩效的影响”
*主持中国博士后基金项目“企业员工职业成长的机理研究：基于个人与组织的视角”
*参与国家自科基金重点项目“从历史、情境以及行动中重新理解领导：理论与经验研究”
*参与国家自科基金面上项目“高管团队结构形态对组织性能的影响研究”
*参与国家自科基金面上项目“产业集群发展与创业人才孵化互动机理”
*参与国家自科基金面上项目“产业集群人才集聚效应研究”
*参与国家社科基金青年项目“区际产业转移与劳动力供给结构的动态变化跟踪研究”
☆ 主持和参与的企业和行业应用项目
*主持“贵州六枝特区'十四五'人才发展规划”项目
*主持安徽安天利信“供应商评价体系开发”项目
*主持“科大讯飞新员工价值观测评开发”项目
*主持“山东星火教育科技集团中高层管理潜能测评服务”项目
*主持“安徽龙瑞玻璃有限公司2021年度应急管理岗位内部竞聘”项目
*主持国网安徽电力“员工心理健康测评开发与应用”项目
*主持“亚信科技人才盘点测评”项目
*主持“安徽省立医院新员工入职心理测评”项目
*主持国网安徽电力“基于'1+1+1'模式的高质量后勤人才培养体系建设”项目
*主持“安徽送变电优先公司岗位评价及绩效管理优化”项目
☆ 近年来发表的主要论著
*2025年
Khalid, J., Weng, Q. D., & Khizar, H. M. U. (2025). A bibliometric-systematic literature review of workplace gossip research. Human Resource Management Review, 35(3), 101092. [pdf]
Weng, Q., Chen, L., Popelnukha, A., & Wang, X. (2025). An examination of the link between interest incongruence and employee cyberloafing from an ego depletion perspective. Journal of Occupational and Organizational Psychology, 98(1), e12559. [pdf]
Khalid, J., Weng, Q. D., Ghani, U., Usman, M., Asim, M., & Batool, M. (2025). Supervisor negative gossip and target’s helping behavior: the role of emotional exhaustion and Islamic work ethics. Baltic Journal of Management, 20(4), 493-510. [pdf]
Chen, L., Weng, Q., Popelnukha, A., & Jiang, H. (2025). Mixed feelings about supervisors: The effect of LMX ambivalence on supervisor-directed behaviors. Journal of Business Ethics, 199(1), 163-182. [pdf]
Chen, L., Weng, Q., Popelnukha, A., Jiang, H., & Wang, Y. (2025). Diminished relational energy: How and when LMX ambivalence leads to leader‐directed counterproductive work behavior. Applied Psychology, 74(1), e12598. [pdf]
Weng, Q., & Chen, L. (2025). Coping with interest incongruence: the joint roles of proactive personality and job crafting. Journal of Managerial Psychology, 40(2), 178-196. [pdf]
Fang, Q., Chen, L., & Weng, Q. D. (2025). Fostering employees’ intrapreneurial behaviors by servant leadership: the mediating role of thriving at work and moderating role of proactive personality. Baltic Journal of Management, 20(5), 710-730. [pdf]
Weng, Q., Wang, Y., Wang, X., & Qin, H. (2025). Catching up or putting them down? An investigation of employee divergent reactions to coworker conscientiousness. Personality and Individual Differences, 238, 113106. [pdf]
Wang, X., Weng, Q., Wang, Y., & Jiang, H. (2025). LMX and recruiter incivility toward job seekers: a self-serving attribution perspective. Journal of Managerial Psychology, 40(7), 832-844. [pdf]
Wang, X., Weng, Q. D., Gao, W., Islam, Z. U., & Xi, L. (2025). Navigating the pitfalls of incivility: the role of resilience in job search behavior. Personality and Individual Differences, 235, 112953. [pdf]
ul Amin, N., Kiani, A., Ahmad, N., & Weng, Q. (2025). Motivation by role models: Do they inspire or discourage us? Investigating the link between role models and entrepreneurial career intentions. The International Journal of Management Education, 23(2), 101090. [pdf]
Wang, Y., Weng, Q., Geng, Z., Ma, B., Xiao, M., & Gao, W. (2025). Cheating from dominating: An investigation of how leaders’ dominant behavior elicits employee cheating. Human Relations, 00187267251388354. [pdf]
Atamba, C., Weng, Q., Tariq, H., Popelnukha, A., & Qi, Y. (2025). Influence of meaningfulness of work and leadership characteristics on customer-directed counterproductive work behavior resulting from customer mistreatment. The Journal of Social Psychology, 165(2), 227-255. [pdf]
Hu, S., & Weng, Q. (2025). Graph-based deep fusion for architectural text representation. PeerJ Computer Science, 11, e2735.
Tetteh, A. N., Weng, Q., & Adams, M. Z. A. (2025). How venture capitalists evaluate entrepreneurs’ track records of conflicts in investment decisions. International Journal of Conflict Management, 36(4), 778-802. [pdf]
Weng, Q., Jiang, H., Zhao, H., Popelnukha, A., Niu, T., & Chen, L. (2025). Your success should be internally attributed: The role of performance accomplishment in entrepreneurial practice on entrepreneurial intention. The International Journal of Management Education, 23(2), 101161. [pdf]
*2024年
Bauer, F., King, D. R., Friesl, M., Schriber, S., & Weng, Q. (2024). Acquisition integration capabilities and organizational design. Long Range Planning, 57(6), 102479. [pdf]
Ilies, R., Yao, J., Pluut, H., Liang, A. X., & Weng, Q. D. (2024). Blurred lines: the spillover and crossover effects of interpersonal experiences at work on family behaviors and well-being. Journal of Vocational Behavior, 154, 104043. [pdf]
Chen, L., Weng, Q., & Xi, L. (2024). Interest incongruence and employee thriving at work: the roles of job crafting and servant leadership. Current Psychology, 43(16), 14553-14566. [pdf]
Naeem, R. M., Weng, Q., Hameed, Z., Arain, G. A., & Islam, Z. U. (2024). Supervisor incivility and counterproductive work behavior: the role of job and personal resources. Personnel Review, 53(4), 857-876. [pdf]
Gao, W., Weng, Q., Popelnukha, A., & Sungu, L. J. (2024). Their bad experiences make me think twice: Customer‐to‐colleague incivility, self‐reflection, and improved service delivery. Applied Psychology, 73(4), 2047-2076. [pdf]
Tetteh, A. D. N., Weng, Q., Sungu, L. J., & Adams, M. Z. A. (2024). How much conflict is too much? How frequent task conflict expressions affect angels’ reinvestment intention. International Journal of Conflict Management, 35(2), 387-410. [pdf]
Zhao, H., Jiang, H., Fang, Q., & Weng, Q. (2024). How does entrepreneurial role model Connect to entrepreneurial perceptions: the moderating role of psychological distance. Entrepreneurship Research Journal, 14(4), 1975-2000. [pdf]
Weng, Q., & Zhao, Y. (2024). Method of assessing political skill for personnel selection: Development and validation of a situational judgment test. JUSTC, 54(11), 1102-1. [pdf]
Sungu, L. J., & Weng, Q. (2024). Licensed to Misbehave? Leader Decisiveness Given Follower's Competence and Misconduct. Journal of Leadership & Organizational Studies, 31(3), 319-337. []
Xi, L., Weng, Q., Corstjens, J., Wang, X., & Chen, L. (2024). Effects of a constructed response retest strategy on faking, test perceptions, and criterion‐related validity of situational judgment tests. International Journal of Selection and Assessment, 32(4), 561-578. [pdf]
翁清雄,王迪,蒋慧 & 牛亭亭.(2024).创业经历对面试官录用决策的双刃剑效应——基于信号理论视角.创新与创业管理,(01),114-136. [pdf]
胡少云 & 翁清雄.(2024).基于词向量融合的建筑文本分类方法研究.微型电脑应用,40(02),18-20+25. [pdf]
*2023年
Li, J., Yang, H., Weng, Q., & Zhu, L. (2023). How different forms of job crafting relate to job satisfaction: The role of person-job fit and age. Current Psychology, 42(13), 11155-11169. [pdf]
Khalid, J., Weng, Q. D., Luqman, A., Rasheed, M. I., & Hina, M. (2023). After-hours work-related technology use and individuals' deviance: the role of interruption overload, psychological transition and task closure. Kybernetes, 52(1), 158-181. [pdf]
Chen, L., & Weng, Q. (2023). Authoritarian-benevolent leadership and employee behaviors: an examination of the role of LMX ambivalence. Journal of Business Ethics, 186(2), 425-443. [pdf]
Zhao, H., Weng, Q., Li, J., & Gao, W. (2023). Linking career adaptability to entrepreneurial burnout: a moderated mediation model. Journal of Career Development, 50(4), 785-802. [pdf]
Zhao, H., Li, J., Gao, W., & Weng, Q. (2023). Why and when does person-entrepreneurship misfit promote entrepreneurial exit intention? A conservation of resources perspective. Current Psychology, 42(23), 19752-19766. [pdf]
Shillamkwese, S. S., Weng, Q., Butt, H. P., Tariq, H., & Hameed, Z. (2023). From a restless pillow to a ruffled mind: testing a moderated mediation model of off-the-job antecedents of abusive supervision. International Journal of Conflict Management, 34(3), 511-544. [pdf]
Islam, Z. U., Weng, Q., Ali, A., Ghani, U., & Naeem, R. M. (2023). How and when perceived job search incivility leads to reduced job search behavior. Personnel Review, 52(4), 1273-1290. [pdf]
Weng, Q., & Wang, S. (2023). Entrepreneurial motivation and well-being: A moderated mediation model of entrepreneurial commitment and perceived progress. JUSTC, 53(2), 3-1. [pdf]
吴松, 翁清雄, & 张越. (2023). 领导拒谏如何影响下属? 基于情感事件理论视角. 管理评论, 35(2), 216. [pdf]
翁清雄 & 何小娇.(2023).创业者简历修饰对投资意愿的影响.创新与创业管理,(02),88-104. [pdf]
朱惠 & 翁清雄.(2023).人格、职业环境与工作满意度：基于匹配视角的实证研究.管理评论,35(03),207-219. [pdf]
*2022年
Pluut, H., Ilies, R., Su, R., Weng, Q., & Liang, A. X. (2022). How social stressors at work influence marital behaviors at home: An interpersonal model of work–family spillover. Journal of Occupational Health Psychology, 27(1), 74-88. [pdf]
Yang, H., Weng, Q., Li, J., & Wu, S. (2022). Exploring the relationship between trait emotional intelligence and adaptive performance: the role of situational strength and self-efficacy. Personality and Individual Differences, 196, 111711.
Wang, D., Weng, Q., Kiani, A., & Ali, A. (2022). Job insecurity and unethical pro-organizational behavior: The joint moderating effects of moral identity and proactive personality. Personality and Individual Differences, 195, 111685.[pdf]
Li, J., Yang, H., Weng, Q., & Gao, W. (2022). Interest Incongruence and Job Performance: Examining the Moderating Roles of Job Crafting and Positive Affect. Journal of Career Assessment, 30(2), 203-220. [pdf]
Li, J., Flores, L. Y., Yang, H., Weng, Q., & Zhu, L. (2021). The role of autonomy support and job crafting in interest incongruence: A mediated moderation model. Journal of Career Development, 08948453211033903.[pdf]
Li, H., Fan, J., Zhao, G., Wang, M., Zheng, L., Meng, H., Weng, Q., & Lievens, F. (2022). The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment. Journal of Applied Psychology, 107(1), 40-59.
Zhao, H., Li, J., Gao, W., & Weng, Q. (2022). Why and when does person-entrepreneurship misfit promote entrepreneurial exit intention? A conservation of resources perspective. Current Psychology, 1-15.
翁清雄，张帆，吴松. (2022). 新员工向上关系构建行为对同事帮助意愿的影响.外国经济与管理,44(8):106-120. [pdf]
翁清雄，叶美艳，王秀娟. 下属迎合如何影响领导关怀？领导积极情感与领导-下属性别差异的作用.中国人力资源开发,39(5):57-68. [pdf]
*2021年
Latif, K., Weng, Q., Pitafi, A. H., Ali, A., Siddiqui, A. W., Malik, M. Y., & Latif, Z. (2021). Social comparison as a double-edged sword on social media: The role of envy type and online social identity. Telematics and Informatics, 56, 101470. [pdf]
Tariq, H., Weng, Q., Ilies, R., & Khan, A. K. (2021). Supervisory abuse of high performers: a social comparison perspective. Applied Psychology, 70(1), 280-310.[pdf]
Khalid, J., Weng, Q. D., Luqman, A., Rasheed, M. I., & Hina, M. (2021). After-hours work-related technology use and individuals' deviance: the role of other-initiated versus self-initiated interruptions. Information Technology & People, https://doi.org/10.1108/ITP-03-2020-0136. [pdf]
Jiang, Y., Wang, Q., & Weng, Q. (2021). Personality and organizational career growth: The moderating roles of innovation climate and innovation climate strength. Journal of Career Development, 48(4), 521-536. [pdf]
Rasheed, M. I., Weng, Q., Umrani, W. A., & Moin, M. F. (2021). Abusive supervision and career adaptability: The role of self-efficacy and coworker support. Human Performance, 34(4), 239-256. [pdf]
Popelnukha, A., Almeida, S., Obaid, A., Sarwar, N., Atamba, C., Tariq, H., & Weng, Q. D. (2021). Keep your mouth shut until I feel good: testing the moderated mediation model of leader's threat to competence, self-defense tactics, and voice rejection. Personnel Review, 51(1), 394-431. [pdf]
Shang, C., Li, D., & Weng, Q. (2021). Do you lose by doing more? How organizational citizenship behavior directed to the organization relates to career development. International Journal of Selection and Assessment, 29(3-4), 483-494. [pdf]
Zhu, L., Flores, L. Y., Weng, Q., & Li, J. (2021). Testing a moderated mediation model of turnover intentions with Chinese employees. Journal of Career Development, 48(6), 893-909. [pdf]
Popelnukha, A., Weng, Q., Ali, A., & Atamba, C. (2021). When do low‐power customers complain? The joint effects of chronic sense of personal power and complaint success on complaining intentions. Journal of Consumer Behavior, 20(1), 101-118. [pdf]
Weng, Q., Chen, C., Junyi, L., & Tingting, N. (2021). Vocational interests and informal learning in the workplace: The mediating role of goal orientation. Journal of University of Science and Technology of China, 51(4), 275-287.
*2020年
Wang, Q., Weng, Q., Jiang, Y. (2020). When Does Affective Organizational Commitment Lead to Job Performance? Integration of Resource Perspective. Journal of Career Development, 47 (4), 380-393. [pdf]
Weng, Q., Zhu, L. (2020). Individuals’ Career Growth Within and Across Organizations: A Review and Agenda for Future Research. Journal of Career Development, 47 (3), 239-248. [pdf]
Sungu, L.J., Hu, E., Weng, Q. (2020). Goal Commitment Buffers the Negative Effects of Perceived Abusive Supervision. Journal of Psychology: Interdisciplinary and Applied, 154 (4), 273-291. [pdf]
Naeem, M., Weng, Q., Ali, A., Hameed, Z. (2020). Linking family incivility to workplace incivility: Mediating role of negative emotions and moderating role of self-efficacy for emotional regulation. Asian Journal of Social Psychology, 23 (1), 69-81. [pdf]
Tariq, H., Weng, Q., Garavan, T.N., Obaid, A., Hassan, W. (2020). Another sleepless night: Does a leader's poor sleep lead to subordinate's poor sleep? A spillover/crossover perspective. Journal of Sleep Research, 29 (1). [pdf]
Naeem, R.M., Weng, Q., Hameed, Z., Rasheed, M.I. (2020). Ethical leadership and work engagement: A moderated mediation model. Ethics and Behavior, 30 (1), 63-82. [pdf]
Jiang, Y., Wang, Q., Weng, Q. (2020). Job characteristics as drivers of occupational commitment: the mediating mechanisms. Current Psychology.
Jiang, Y., Wang, Q., Weng, Q. (2020). Contextual resource or demand? The effects of organizational engagement climate on employees’ work-to-family conflict. Current Psychology.
Jiang, Y., Wang, Q., Weng, Q. (2020). Personality and Organizational Career Growth: The Moderating Roles of Innovation Climate and Innovation Climate Strength. Journal of Career Development. [pdf]
Zhu, L., Flores, L.Y., Weng, Q., Li, J. (2020). Testing a Moderated Mediation Model of Turnover Intentions with Chinese Employees. Journal of Career Development. [pdf]
Sungu, L.J., Weng, Q., Hu, E., Kitule, J.A., Fang, Q. (2020). How Does Organizational Commitment Relate to Job Performance? A Conservation of Resource Perspective. Human Performance, 33 (1), 52-69. [pdf]
Shillamkwese, S.S., Tariq, H., Obaid, A., Weng, Q., Garavan, T.N. (2020). It's not me, it's you: Testing a moderated mediation model of subordinate deviance and abusive supervision through the self-regulatory perspective. Business Ethics, 29 (1), 227-243. [pdf]
King, D.R., Bauer, F., Weng, Q., Schriber, S., Tarba, S. (2020). What, when, and who: Manager involvement in predicting employee resistance to acquisition integration. Human Resource Management, 59 (1), 63-81. [pdf]
翁清雄 & 李妍霏.(2020).职业潜能的测评、效度及作用机制的实证研究.中国科学技术大学学报,50(04),479-496. []
*2019年
Spagnoli, P., Weng, Q. (2019). Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China. International Journal of Human Resource Management, 30 (21), 2951-2970. [pdf]
Naeem, M., Weng, Q., Ali, A., Hameed, Z. (2019). An eye for an eye: does subordinates’ negative workplace gossip lead to supervisor abuse? Personnel Review, 49 (1), 284-302. [pdf]
Sungu, L.J., Weng, Q., Kitule, J.A. (2019). When organizational support yields both performance and satisfaction: The role of performance ability in the lens of social exchange theory. Personnel Review, 48 (6), 1410-1428.
Zhang, Y., Crant, J.M., Weng, Q. (2019). Role stressors and counterproductive work behavior: The role of negative affect and proactive personality. International Journal of Selection and Assessment, 27 (3), 267-279.
Sungu, L.J., Weng, Q., Xu, X. (2019). Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership. International Journal of Selection and Assessment, 27 (3), 280-290.
Butt, H.P., Tariq, H., Weng, Q., Sohail, N. (2019). I see you in me, and me in you: The moderated mediation crossover model of work passion. Personnel Review, 48 (5), 1209-1238.
Ahmad, B., Tariq, H., Weng, Q., Shillamkwese, S.S., Sohail, N. (2019). When a proximate starts to gossip: Instrumentality considerations in the emergence of abusive supervision. Employee Relations, 41 (5), 851-875.
Zuo, Y., Weng, Q., Xie, X. (2019). Are All Internships Equally Beneficial? Toward a Contingency Model of Internship Efficacy. Journal of Career Development.
Carpentier, M., Van Hoye, G., Weng, Q. (2019). Social media recruitment: Communication characteristics and sought gratifications. Frontiers in Psychology.
Tariq, H., Weng, Q., Ilies, R., Khan, A.K. (2019). Supervisory Abuse of High Performers: A Social Comparison Perspective. Applied Psychology.
Wang, Q., Jiang, Y., Weng, Q., Wang, Q. (2019). A meta-analysis of the relationship between occupational commitment and job performance. Social Behavior and Personality, 47 (8).
翁清雄，余涵. 评价中心与情境判断测验:两种人事选拔方法的对比研究, 中国人力资源开发, 2019, 26(10): 117-131 [pdf]
*2018年
Zuo, Y.H., Weng*, Q.X., & Xie, X. Y. Are all internships equally beneficial? Toward a contingency model of internship-career outcomes relationships. Journal of Career Development. Forthcoming.
Wang, Q., Weng*, Q.X. When does affective organizational commitment lead to job performance? A conservation of resources perspective. Journal of Career Development, https://doi.org/10.1177/0894845318807581.
张赟，翁清雄*. 多源评价的特点及其内在机制探析. 心理科学进展. 26(6): 1131-1140. [pdf]
朱琳娜，翁清雄，高永. 自我差异视角下的职业生涯幸福感. 外国经济与管理.
朱琳娜，翁清雄，高永. 职业生涯幸福感概念的回顾与探析——三大特征及“自我”视角下的心理过程. 预测.
翁清雄, 胡啸天, 陈银龄. (2018). 职业妥协研究：量表开发以及对职业承诺与工作倦怠的预测作用, 管理世界. 4, 112-126+175. [pdf]
Weng, Q., Wu,S., McElroy, J.C. Place attachment and intent to quit: A moderated mediation of intent to relocate and occupational commitment. Journal of Vocational Behavior, forthcoming.
Zhang, Y., Weng*, Q.X., & Zhu, N. (2018).The relationship between electronic banking adoption and its antecedents: A meta-analytic study of the role of national culture. International Journal of Information Management. 40, 76-87. [pdf]
Tariq, H., Weng*, Q.X. (2018) Accountability breeds response-ability: Instrumental contemplation of abusive supervision. Personnel Review. https://doi.org/10.1108/PR-05-2017-0149.
*2017年
Weng, Q.X., Yang, H., Lievens, F., McDaniel, M.C. (2017). Optimizing the validity of situational judgment tests: The importance of scoring methods. Journal of Vocational Behavior. https://www.sciencedirect.com/science/article/pii/S0001879117301422
Spagnoli, P., & Weng, Q. (2017). Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China. The International Journal of Human Resource Management, 1-20.
翁清雄，杨惠，曹先霞. 科研人员职业成长、工作投入与工作绩效的关系. 科研管理，2017， 38(6): 144-151.
*2016年
Wasti, A., Peterson, M., Breitsohl, H., Carolina, A., Cohen. A., Jorgensen, F., Rodrigues, D.A., Weng, Q.X., Xu, X.H. (2016). Location, location, location: Contextualizing organizational commitment. Journal of Organizational Behavior. 37(4): 613-632.
Fan, J., Stuhlman, M., Chen, L., & Weng, Q. (2016). Both General Domain Knowledge and Situation Assessment Are Needed To Better Understand How SJTs Work. Industrial and Organizational Psychology, 9(1), 43-47.
翁清雄, 彭传虎, 曹威麟, 等. 大五人格与主观职业成功的关系: 对过去 15 年研究的元分析. 管理评论, 2016, 28(1): 83-95.
翁清雄, 王婷婷, 吴松, 等. 情感型领导: 量表开发及与员工离职倾向和建言行为的关系. 外国经济与管理, 2016, 38(12): 74-90.
翁清雄, 刘敬博, 吴松, 等. 工作机会识别能力与成功就业的关系. 北京大学教育评论, 2016 (2): 81-98.
翁清雄, 臧颜伍. 工作狂热的研究动态, 整合与未来方向[J]. 管理评论, 2016, 28(5): 186-198.
*2015年
McElroy, J.C., Weng*, Q.X. The connections between careers and organizations in the new career era: Questions answered, questions raised. Journal of Career Development, 2015, DOI: 10.1177/0894845315604738.[pdf]
翁清雄，张越. 企业员工情绪研究动态：测量、前因与后果. 预测，2015, 34(5): 74-80.
翁清雄，卞泽娟. 组织职业生涯管理与员工职业成长：基于匹配理论的研究. 外国经济与管理，2015, 37(8):30-64. [pdf]
翁清雄，吴松. 组织吸引力的影响因素元分析：基于过去25年研究的回顾. 预测，2015，34(1): 29-34.[pdf]
胡海军，翁清雄，曹威麟. 基于元分析的魅力型领导与组织绩效的关系研究. 管理学报，2015，12(2): 223-230.[pdf]
翁清雄，刘敬博. 2014年“职业发展与就业管理”国际会议综述. 中国人力资源开发，2015(3):41-46+54.[pdf]
*2014年
Wang, Q., Weng*, Q.X., McElroy, J.C., Ashkanasy, N.M., Lievens, F. Organizational career growth and subsequent voice behavior: The role of affective commitment and gender. Journal of Vocational Behavior, 2014, 84(3): 431-441. [pdf] (Wang and Weng contributed equally to this paper)
刘容志，翁清雄，黄天蔚. 产业集群对创业人才孵化的协调机理. 科研管理, 2014, 35(11): 44-50.[pdf]
翁清雄，陈银龄，席酉民. 员工离职决策多路径模型案例分析——基于离职倾向与外在事件的两维视角. 中国人力资源开发, 19:48-58. [pdf]
翁清雄，陈银龄. 职业生涯幸福感概念介绍、理论框架构建与未来展望. 外国经济与管理，2014, 36(12): 56-63.[pdf]
翁清雄，刘勇，张增田. 基层公务员组织公民行为的提升机制：社会心理动因视角. 软科学, 2014, 28(11): 86-89.[pdf]
翁清雄，杨书春，曹威麟. 区域环境对人才承诺与根植意愿的影响. 科研管理, 2014, 35(6): 154-160.[pdf]
罗彪，缪然，翁清雄. 如何提升目标管理的有效性：基于不同类型组织文化的实证研究. 软科学，2014, 28(2): 83-86+95.[pdf]
翁清雄主编，谢义忠、周均旭副主编. 组织行为学：人的行为与组织管理. 清华大学出版社，2014.
翁清雄，陈银龄. 职业妥协研究：量表开发以及对职业承诺与工作倦怠的预测. 第17届全国心理学年会. 心理测量学分会报告, 2014.
Weng, Q.X., Wu, S., McElroy, J.C. The Effects of Regional Commitment and Work Commitment on Intent to Leave. 2014 Conference on Commitment. Ohio State University.
*2013年
翁清雄，席酉民. 职业成长、组织承诺与离职倾向：集群内外比较. 预测, 2013, 32(1): 23-30.[pdf](自科基金委认定A类，CSSCI/CSCD)
Liu, R.Z., Weng, Q.X., Mao, G.F., Huang, T.W. Industrial cluster, government agency and entrepreneurial development: A case study of Wenzhou City, Zhejiang Province. Chinese Management Studies, 2013, 7(2): 253-280. (SSCI收录)[pdf]
*2012年
Weng, Q. X., McElroy, J. C. Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 2012, 80(2): 256-265. ( SSCI收录，影响因子2.820) [pdf]
Gu,J.J. Weng, Q.X., Xie, F.H. Leadership, team and decision speed: empirical study using cross-provincial data. Chinese Management Studies, 2012, 6(4): 598-609. ( SSCI收录，通讯作者)[pdf]
* 2011年
翁清雄，席酉民.动态职业环境下职业成长与组织承诺的关系. 管理科学学报, 2011, 14(3): 48-59. [pdf](自科基金委认定A类，CSSCI/CSCD，人大复印资料全文转载)
翁清雄，席酉民.企业员工职业成长研究：量表编制与效度检验. 管理评论, 2011, 23(10): 132-143.[pdf](自科基金委认定A类，CSSCI/CSCD，人大复印资料全文转载)
*2010年
Weng, Q.X., McElroy, J.C. Vocational self-concept crystallization as a mediator of the relationship between career self-management and job effectiveness. Journal of Vocational Behavior. 2010,76(2): 234-243.( SSCI收录，影响因子2.820) [pdf]
Weng, Q.X, McElroy, J.C., Morrow, P., Liu, R.Z. The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 2010, 77(3): 391-400.( SSCI收录，影响因子2.820；爱荷华州立大学、Asia Business Newsweekly等分别转载报道这篇研究 ) [pdf]
Weng, Q.X., McElroy, J.C. HR environment and regional attraction: an empirical study of industrial clusters. Australian Journal of Management,2010,35(3): 245-263.( SSCI收录，影响因子0.469) [pdf]
翁清雄，席酉民. 职业成长与离职倾向：职业承诺与感知机会的调节作用. 南开管理评论，2010, 13(2): 119-131. [pdf](自科基金委认定A类，CSSCI/CSCD)
翁清雄.自我职业生涯管理对职业决策质量的作用机制. 管理评论, 2010, 22(1): 82-93.[pdf](自科基金委认定A类，CSSCI/CSCD，人大复印资料全文转载)
翁清雄，席酉民.职业成长理论研究简评. 预测, 2010, 33(6): 1-7.[pdf](自科基金委认定A类，CSSCI/CSCD)
翁清雄，席酉民.产业集群与非产业集群员工组织行为比较研究. 科学学与科学技术管理, 2010,31(4): 193-199.[pdf](自科基金委认定B类，CSSCI/CSCD)
*2009年
胡蓓，周均旭，翁清雄. 高科技产业集群特性对人才吸引力的影响——基于武汉光谷、北京中关村等产业集群的实证. 研究与发展管理, 2009, 21(1): 51-57. (自科基金委认定A类，CSSCI/CSCD)
翁清雄，陈国清. 组织承诺理论溯源与最新研究进展. 科学学与科学技术管理, 2009, 30(11): 27-34.[pdf](自科基金委认定B类，CSSCI/CSCD)
翁清雄，胡蓓. 员工职业成长的结构及其对离职倾向的影响. 工业工程与管理, 2009, 14(1): 14-21.(自科基金委认定B类，CSCD)
翁清雄. 职业生涯决策与规划慎防陷入误区. 中国就业，2009(11).
*2008年
Weng, Q.X. The influence of industrial clusters’ Character on talent growth. International Journal of Human Resources Management,2008, 8(1/2): 150-162.(EI Inspec收录)
Weng, Q.X. The role of HR-environment on talent growth: an Empirical study in Industrial Clusters of China. Chinese Management Studies,2008, 2(1):14-31.（SSCI收录）
Hu Bei, Sun Yue, Weng Qingxiong. The measure of perceived risk of employee turnover. Proceeding of 2008 International Conference on Wireless Communications, Networking and Mobile Computing, Oct., 2008, 1-4. (EI收录)
翁清雄，胡蓓. 产业集群特征对集群内人才成长的影响——基于我国四个产业集群的一项实证研究. 科研管理, 2008, 29(4): 103-110. (自科基金委认定A类，CSSCI/CSCD)
翁清雄，胡蓓. “员工流动的成长效应”: 结构模型构建与实证分析. 南开管理评论, 2008, 11(5): 64-72. (自科基金委认定A类，CSSCI/CSCD)
胡蓓，翁清雄. 基于求职者视角的组织人才吸引力实证分析——以十所名牌大学毕业生的求职倾向为例. 预测, 2008, 31(1): 53-59. (自科基金委认定A类，CSSCI/CSCD)
Hu Bei, Weng Qingxiong. Why talents concentrate to industrial clusters? Proceeding of 2008 International
Conference on Communications, Networking and Mobile Computing Conference. Dalian, PR. China, September, Oct., 2008, 1-6. (EI收录)
胡蓓，翁清雄. 产业集群特征对集群内人才根植意愿的影响. 工业工程与管理, 2008, 13(5): 113-119.( 自科基金委认定B类，CSSCI/CSCD)
翁清雄，胡蓓. 人才流动的成长效应——一个探索分析框架. 经济管理, 2008, 30(5): 54-57. (CSSCI)
顾义冠，翁清雄军官职业生涯的中期管理. 政工导刊, 2008(2): 15-17.(中文核心期刊)
翁清雄. 人民币汇率对中国企业国际竞争力的影响. 金碚主编, 中国企业竞争力报告(2008)——企业成本与竞争力. 北京：社会科学文献出版社, 2008, 245-259.
翁清雄. 劳动力价格上涨对企业竞争力的影响. 金碚主编, 中国企业竞争力报告(2008)——企业成本与竞争力. 北京：社会科学文献出版社, 2008, 260-269.
*2007年
Hu Bei, Weng Qingxiong. The selection of city HR environment evaluation indexes. Proceeding of 2007
International Conference on Communications, Networking and Mobile Computing. Shanghai, PR. China, September, 2007, 4422-4426. (EI收录)
胡蓓，翁清雄. 人才成长问题研究进展与评述. 人才开发, 2007(6): 11-12. (中文核心期刊)
翁清雄，胡蓓. 军官职业生涯的早期管理. 政工导刊, 2007(2): 29-31. (中文核心期刊)
*2006年
翁清雄. 建设新农村需要新人才. 光明日报，2006.06.
翁清雄. 末位淘汰制：是药三分毒. 企业研究，2006(2): 68-68.
翁清雄. 市场化取向不能逆转. 财经，2006(1): 18-20.
陈金兴，翁清雄. 军队应学习和借鉴职业生涯管理. 政工导刊，2006(7)：38-39.
翁清雄. 军队干部职业生涯管理初探. 海军工程大学学报, 2006(4): 72-81.
翁清雄，张存禄. 论我军开展职业生涯管理的意义. 长江论坛，2006(5): 64-68.
翁清雄. 医改: 市场化≠医药高价. 市场研究，2006(7): 58-59.
翁清雄. 高学历人才呈结构性失衡. 市场报，2006.01.
翁清雄. 经济学家其能独自承担功过. 市场报，2006.01.
翁清雄. 大学生延缓选专业有利于就业. 中国改革报，2006.02.
翁清雄. 人口性别比失衡要靠经济调节.市场报，2006.01.
张存禄，翁清雄. 我国人口问题深层次矛盾的经济学解读. 西北人口，2006(5): 5-8. (CSSCI)
*2005年
翁清雄. 中国，能够接受人口的考验——我国人口问题研究报告.发展2005(5): 32-33.
翁清雄. 对走出职业生涯管理困境的探讨. 教书育人，2005.10.
翁清雄. 节约型社会让人力资源当“主力”. 市场报，2005.11.
翁清雄. 城镇化：关键在开发农村人力资源. 经济参考报，2005.11.
翁清雄. 行政问责昭示政府的权力源自人民.中国改革报，2005.09
