中文代表性论著：
1. 刑志杰, 贺伟, 张正堂, 蒋旭婷. 2022.员工伦理型领导原型对伦理型领导有效性的影响: 员工崇敬感的中介作用. 心理学报, 54(9): 1093-1105.
2. 朱苏丽, 龙立荣, 贺伟, 王忠军. 2015. 超越工具性交换：中国企业员工-组织类亲情交换关系的理论建构与实证研究. 管理世界, (11), 119-134.
3. 贺伟, 蒿坡.2014. 薪酬分配差异一定会降低员工情感承诺吗？——薪酬水平、绩效薪酬强度和员工多元化的调节作用. 南开管理评论, 17(4), 13-23.
4. 贺伟, 龙立荣.2011. 实际收入水平、收入内部比较与员工薪酬满意度的关系——传统性和部门规模的调节作用. 管理世界, (4), 98-110.
5. 贺伟,龙立荣.2011. 薪酬体系框架与考核方式对个人绩效薪酬选择的影响. 心理学报, 43(10), 1198-1210.
6. 贺伟, 龙立荣, 赵海霞. 2011. 员工心理账户视角的薪酬心理折扣研究. 中国工业经济, (1), 99-108.
英文代表性论著：
1. Zhang, Z., He, W.,† Park.T.-Y., Xing, Z., & Wu, X., 2022. The effects of between-group pay dispersion. Academy of Management Journal. Online First Publication. https://doi.org/10.5465/amj.2021.0799
† Corresponding Author
2. Watkins,T., Longmire, N. H., Kleshinski, C. E., & He, W.† 2022. Rekindling the fire and stoking the flames: How and when workplaceinterpersonal capitalization facilitates pride and knowledge sharing at work. Academy of Management Journal. Online First Publication. https://doi.org/10.5465/amj.2021.1022
† Corresponding Author
3. He, W., Li, S. L., Feng, J., Zhang, G. L., & Sturman, M. C. 2021. When does pay for performance motivate employee helpingbehavior? The contextual influence of performance subjectivity. Academy of Management Journal, 64, 293-326. https://doi.org/10.5465/amj.2018.1408
4. Zhang,Y., He, W.,† Long, L., & Zhang, J. 2021. Does pay for individual performance truly undermine employee creativity? The different moderating roles of vertical and horizontal collectivist orientations. Human Resource Management. Online First Publication.
† Corresponding Author
5. Hu,J., He, W.,† & Zhou, K. 2020. The mind, the heart, and the leader in times of crisis: How and when COVID-19-triggered mortality salience relates to state anxiety, job engagement, and prosocial behavior. Journal of Applied Psychology, 105, 1218-1233.
† Corresponding Author
6. He, W.,Hao, P., Huang, X., Long, L. Hiller, N., & Li, S. 2020. Different roles of shared and vertical leadership in promoting team creativity: Cultivating andsynthesizing team members' individual creativity. Personnel Psychology,73(1), 199-225.
7. He, W., Han, Y., Hu, X., Liu, W., Yang, B., & Chen, H. 2020. From idea endorsement to idea implementation: A multilevel network approach toward managerial voice implementation. Human Relations,73(11), 1563-1582. https://doi.org/10.1177/0018726719882999
8. Klotz, A., He, W., Yam, K. C., Bolino, M., Wei, W., & Houston III, L.2018. Good actors but bad apples: Counterproductive consequences of daily impression management at work. Journal of Applied Psychology, 103(10): 1145-1154.
9. *Chen, X. P., He, W., † & Weng, L. C. 2018. What is wrong with treating followers differently? The basisof leader-member exchange differentiation matters. Journal of Management, 44 (3), 946-971.
* The first two authors contributed to this paper equally.
† Corresponding Author
10. He, W., Zhou, R. Y., Long, L. R., Huang, X., & Hao, P. 2018. Self-sacrificial leadership and followers’ affiliative and challenging citizenship behaviors: Arelational self-concept based study in China. Management and Organization Review, 14(1), 105-133.
11. Yam, K. C., Klotz, A., He, W.,† & Reynolds, S. 2017. From good soldiers to psychologically entitled: Examiningwhen and why citizenship behavior leads to deviance. Academy of Management Journal,60 (1), 373-396.
Best Paper Award, Academy of Management OB Division
†Corresponding Author
12. He, W.,Fehr, R., Yam, K. C., Long, L. R., & Hao, P. 2017. Interactional justice, leader-member exchange, and employee performance: Examining the moderating roleof justice differentiation. Journal of Organizational Behavior,38 (4), 537-557.
13. Fehr, R., Yam, K. C., He, W., Chiang, J., & Wei, W. 2017. Polluted work: Aself-control perspective on air pollution, organizational citizenship, and counterproductive work behavior. Organizational Behavior and Human Decision Processes, 143, 98-110.
14. He, W., Long, L. R., & Kuvaas, B. 2016. Workgroup salary dispersion andturnover intention in China: A contingent examination of individual differencesand the dual deprivation path explanation. Human Resource Management, 55, 301-320.
