[1]Xue, J., Zhang, J., Li, Y., van der Vegt, G. S., Dong, N., & Men, C. (2026). How leaders respond to team time urgency diversity: A functional leadership perspective. Journal of Applied Psychology. Advance online publication. (FT50)
[2]Dong, N., Xing, L. L., Ma, L., Sheldon, O. J., Yin, K., & Gu, W. (2026). Enhancing proactivity or encouraging cheating? The contrasting effects of leader negative feedback on employees' workplace behaviour. Journal of Occupational and Organizational Psychology, 99, e70126. (ABS 4)
[3]Dong, N., Xing, L., Li, L., Sheldon, O. J., & Yin, K. (2026). Choking under negative feedback: How daily leader negative feedback influences daily employee creativity. Journal of Managerial Psychology. Advance online publication. (ABS 3)
[4]Dong, N., Xing, L., Zhang, Y., Sheldon, O. J., Yin, K., Hu, X., & Zhang, L. (2025). The effect of daily leader secure‐base support on employees' daily performance: An attachment theory perspective. Applied Psychology, 74(1), e12576. (ABS 3)
[5]Dong, N., Zhang, Y., Ma, X., Yin, K., & Liu, Y. (2024). Carrying ostracism overnight: The cognitive mechanism underlying the effect of daily workplace ostracism on next-day work engagement. Stress and Health, 40(6), e3500. (ABS 3)
[6]Zhang, J., Dong, N*., Zhao, L., Xue, J., & Hu, J. (2025). Ups and Downs in Serving Us: Servant Leadership Behavior Variability Weakens the Benefit of Servant Leadership Behavior. Group & Organization Management, 10596011251326978. (ABS 3)
[7]Dong, N., Zhang, M., & Livingston, B. A. (2024). Effects of work-to-family conflict on job satisfaction and reparative behaviors. Chinese Management Studies, 18(2), 575-589.
[8]Dong, N., Zhang, M., & Wang, X. (2025). The influence of employees’ work-to-family experiences on their spouses’ intentions to provide social support. Community, Work & Family, 28(2), 233-253.
[9]Yin, K., Niu, J., Dong, N.*, Zhang, K., & Ashok, M. (2024). A meta-analysis of horizontal leadership and knowledge sharing. Current Psychology, 43(17), 15507-15521.
[10]Dong, Y., Cao, C., & Dong, N.* (2024). The spillover of daily job crafting onto employees’ work-family experiences: The role of daily harmonious passion and trait mindfulness. Current Psychology, 43(42), 32759-32773.
[11]Zhang, R., Yin, K., Dong, N., Sheldon, O., Cui, G., & Zhang, Z. (2025). A meta-analysis of leadership and service performance in the hotel and tourism industry. International Journal of Contemporary Hospitality Management, 37(7), 2425-2447.
[12]Yin, K., Li, D., Zhang, X., Dong, N., & Sheldon, O. J. (2023). The influence of the Big Five and Dark Triad personality constructs on knowledge sharing: A meta-analysis. Personality and Individual Differences, 214, 112353.
[13]Yin, K., Zhao, L., Chi, Z., Song, H., & Dong, N. (2026). The relationship between employees' growth mindset, well-being, and job performance: Evidence from a Meta-analysis. Personality and Individual Differences, 249, 113507.
[14]Yin, K., Liu, Y., Xu, Q., Xing, L., & Dong, N. (2026). Test of regulatory mode theory in explaining employee performance and well‐being: A meta‐analysis. Applied Psychology: Health and Well‐Being, 18(2), e70130.
[15]Pan, X., Chen, X., Sinha, P., & Dong, N. (2020). Are firms with state ownership greener? An institutional complexity view. Business Strategy and the Environment, 29(1), 197-211.
