研究领域

教育背景

职业经历

Papers:

[2023] With Wenxin Wu and Zixun Zhou (2023). Targeted poverty alleviation disclosure and analyst forecast accuracy:

Evidence from a quasi-natural experiment.Finance Research Letters. 54,103767.

[2023] With 刘贝妮、徐振宇 (2023). “失却锋芒: 父母性别偏见对女性职场表现的负面影响”,《心理学报》,55(7), 1148-1159.

[2022] With Ye Li, Lea Waters et al. (2022). Significant Task Activates Trait Gratitude for Organizational Citizenship Behaviors:

The Mediating Role of Psychological Availability.European Journal of Work and Organizational Psychology. 31(6):817-829

[2022] With 王为久、孟元琦 (2022).“社会支持与情感动机如何驱动盲盒消费的驱动机制分析”,《商业经济研究》,13,62-67.

[2022] With 王为久、徐博希、孟思雨、魏钊 (2022). “基于XGBoost算法的非法经营罪量刑预测模型构建及应用”,《情报探索》,9,20-28.

[2021] With Haiyang Liu, Scott B. Dust and Yueting Ji (2021). Leader-Follower Risk Orientation Incongruence, Intellectual

Stimulation, and Creativity: A Configurational Approach.Personnel Psychology,74(1),143-173.

[2021] With Yaqiong Wang and Yundong Tu (2021). Uncovering the invisible effect of air pollution on stock returns: a

moderation and mediation analysis.Finance Research Letters,39,101646.

[2021] With Yating Wan, Hui Huang and Songxi Chen (2021). A spatio-temporal model for the analysis and prediction of

fine particulate matter concentration in Beijing.Environmetrics, 32(1), e2648.

[2021] With Lei Yao and Ekin K. Pellegrini (2021). The Boss's Long Arm: The Differential Impact of Authoritarian and Benevolent

Leadership on Spousal Family Satisfaction.Frontiers in Psychology, 12, 780030.

[2021] With 马力、王为久 (2021). “数字化时代销售人员自我领导行为对离职的影响”，《外国经济与管理》，43(11)，26-40.

[2021] With 王雅琼、王菲菲 (2021). “隐含动态地理统计校准模型--以PM2.5污染分析为例”，《数理统计与管理》, 2, 191-204.

[2021] With 陈丽萍 (2021). “牛顿式管理与量子管理”，《企业管理》，1(473)，122-123.

[2020] With 安月 (2020). “数字化升级打破制造传统”，《企业管理》，8，108-110.

[2020] 翻译《使用R进行质性研究：一种系统性的方法》一书--Chandra, Y., & Shang, L. (2019). Qualitative research

using R: A systematic approach. Springer.

[2019] With Xin Qin and Peter Hom (2019). Am I a peasant or a worker? An identity strain perspective on why and

when developing-world migrants quit.Human Relations,72(4), 801-833.

[2019] With Xin Qin, Scott B. Dust and, Marco S. Direnzo (2019). Supervisor-subordinate proactive personality

congruence and psychological safety: a signaling theory approach to employee voice behavior.The Leadership

Quarterly, 30(4), 440-453.

[2019] With Dong Ju, Xin Qin and Paul Spector (2019). A multilevle study of abusive supervision, norms and

personal control on counterproductive work behavior: A theory of planned behavior approach.Journal of

Leadership and Organizational Studies, 26(2), 163-178.

[2018] With 吴涵卿，刘古权 (2018). “数字化协同催升企业绩效 ”,《董事会》，8，80-81.

[2017] With Liu, Haiyang, Jack Ting-Ju Chiang, Ryan Fehr & Siting Wang (2017). How do leaders react when treated

unfairly? Leader narcissism and self-interested behavior in response to unfair treatment.Journal of Applied

Psychology, 102(11), 1590.

[2016] With Ping-Shou Zhong and Wei Wang (2016). Detecting Variance Change-Points for Blocked Time Series and

Dependent Panel Data.Journal of Business & Economic Statistics, 34(2): 213-226.

[2016] With Dong Ju, Xin Qin and Marco S. Direnzo (2016). Boundary Conditoins of the Emotional Exhaustion-

Unsafe Behavior Link: The Dark Side of Group Norms and Personal Control.Asia Pacific Journal of

Management, 33(1), 113-140.

[2016] With 刘海洋、刘圣明、王辉 (2016).“领导与下属权力距离的一致性对下属工作绩效的影响及其机制”,《南开管理评

论》, 19(5)，55—65.

[2014] With 安超、雷明 (2014).“后金融危机时代个体认知、反应机制与理财方式选择关系分析”,《商业时代》, 33，

90-91.

[2014] With Xin Qin, Marco S. Direnzo and Yilong Duan (2014). When do emotionally exhausted employees speak up? Exploring

the potential curvilinear relationship between emotional exhaustion and voice.Journal of

Organizational Behavior, 35(7), 1018-1041.

[2014] With Xin Qin, Peter Hom and Dong Ju (2014). Applying the job demands resources model to migrant workers:

Exploring how and when geographical distance increases quit propensity.Journal of Occupational and

Organizational Psychology, 87(2), 303-328.

[2014] With Yi Han and Enying Zheng(2014). The influence from the past: organizational imprinting and firms'

compliance with social insurance policies in China.Journal of Business Ethics, 122, 65-77.

[2013] With Ping-Shou Zhong and Song Xi Chen (2013). Tests Alternative to Higher Criticism for High Dimensional

Means Under Sparsity and Column-wise Dependence.The Annals of Statistics, 41(6), 2820-2851.

[2013] 秦昕、徐敏亚*(2013).“如何管理新生代农民工”,《商界》,2, 106-108。

[2013] 秦昕、徐敏亚*(2013). “新生代农民工：从梦想终结到梦想驱动”,《商界评论》,2,82-86。

[2013] 徐敏亚*、刘古权、李瑞 (2013). “大数据对组织变革的影响”,《企业管理》,9,106-108。

[2013] 徐敏亚*、刘古权、陈飔、李瑞 (2013). “中国企业有效率吗”,《管理学家》,12,90-96。

[2013] 参与编著 《协同创造价值》，世界知识出版社，2013年10月,ISBN：9787501245482。

[2013] 致远软件公司顾问，完成《中国企业组织行为绩效指标体系研究（第一版）》在其2013用友用户大会上发布。

[2012] 李祥进、杨东宁、徐敏亚和雷明 (2012). “中国劳动密集型制造业的生产力困境 ——企业社会责任的视角”,《南开管

理评论》，3，122-130。

[2011] 秦昕、张翠莲、马力、徐敏亚、邓世翔 (2011).“从农村到城市：农民工的城市融合影响模型”,《管理世界》,10,

48-57。

[2011] 秦昕、牛丛、黄振雷、徐敏亚 (2011).“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》

43, 684-695。

[2009] With Arthur Cohen and H.B. Sackrowitz (2009).A new multiple testing method in the dependent case.The

Annals of Statistics, 37(3),1518-1544.

[2008] With Arthur Cohen, H.B. Sackrowitz and Steven Buyske (2008). A family of Bayes multiple testing procedures.

Biometrika, 95(2), 295-305.

[2008] With Arthur Cohen and H.B. Sackrowitz (2008).The use of an identity in Anderson for multivariate multiple testing.

Journal of Statistical Planning and Inference, 138(2), 2615-2621.

基金项目:

2010-2012，主持“用多重假设检验方法来研究方差变点问题”， 国家自然科学基金(青年项目)，基金号10901010。

2012-2017，参与“高维数据统计建模与分析”，国家自然科学基金(重点项目)，基金号11131002。

2016-2020，参与“空气质量统计诊断模型, 第一课题：空气质量统计评估方法”，国家重点研发专项, 基金号2016YFC0207702。