科研论文：
[1] Xu T., Wu H., Lv Z, Shan L.* (2026), Supervisor expectations for availability after-hours and employee harmonious passion: exploring curvilinear and moderated relationships. Journal of Managerial Psychology, ahead-of-print. (SSCI，ABS 3*)
[2]Xu, T., Wen, J., & Lv, Z. (2025). Enabling and burdening: the impact of supervisor off-work digital connection for work and employees’ harmonious passion. Current Psychology, 44(20), 16669-16681. (SSCI)
[3] Lv, Z., Sun, Y., & Xu, T.* (2025). Does world uncertainty and economic policy uncertainty affect tourism in G7 countries? Evidence from quantile-on-quantile regression.Journal of Travel Research, 64(1), 104-122. (SSCI，中科院一区Top，ABS 4*)
[4] Xu, T.* & Zhou, Y. (2024). How women hold up half the sky? A configurational analysis of women’s political leadership participation? Gender in Management, 39(6), 796-812. (SSCI 一区)
[5] Xu, T.* & Liu, X. (2024). Achieving manufacturing supply chain resilience: the role of paradoxical leadership and big data analytics capability, Journal of Manufacturing Technology Management, 35(2), 205-225. (SSCI，中科院一区Top)
[6] Xu, T.* & Wang, J. (2024). Examining the impact of leader’s paradoxical cognition on supply chain sustainability: a moderated chain mediation model. International Journal of Logistics Management, 35(6), 1760-1778. (SSCI 一区)
[7] Lv, Z., Jiang, F., & Xu, T.* (2022). Female political leadership participation and environment nexus: The neglected role of governance quality. Technological Forecasting and Social Change, 184, 122022. (SSCI，中科院一区Top，ABS 3*)
[8] Lv, Z.*, & Xu,T. (2018). Psychological contract breach, high-performance work system and engagement the mediated effect of person-organization fit. The International Journal of Human Resource Management, 29(7), 1257-1284. (SSCI，ABS 3*)
[9]Xu, T., Lv, Z.*, & Xie, L. (2018). Does country risk promote the informal economy? A cross-national panel data estimation. Global Economic Review, 47(3), 289-310. (SSCI)
[10] Lv, Z.*, & Xu, T. (2016). The impact of national IQ on longevity: New evidence from quantile regression. Personality and Individual Differences, 101, 282-287. (SSCI, Grade three by ABS)
[11] 颜爱民, 徐婷*. (2015). 高绩效工作系统, 知识共享与企业绩效的关系研究. 软科学, 29(1),70-73.（CSSCI）
[12] 李歌, 颜爱民*, 徐婷. (2016). 中小企业员工感知的企业社会责任对离职倾向的影响机制研究. 管理学报, 13(6), 847-854. （CSSCI）
[13] 颜爱民*, 胡仁泽, 徐婷. (2016). 新生代员工感知的高绩效工作系统与工作幸福感关系研究. 管理学报, 13(4), 542-550. （CSSCI）
[14] 颜爱民*, 单良, 徐婷. (2017). 员工感知的企业社会责任对建言行为的作用机制研究. 软科学, 31(7), 76-79. （CSSCI）
[15] 黄泽群, 颜爱民*, 陈世格, 徐婷. (2019). 资质过高感对员工敬业度的影响:组织自尊和高绩效工作系统的作用.中国人力资源开发, 36(9), 18-31. （CSSCI）
科研项目
主持，国家社科后期资助一般项目（25FGLB123）、湖南省自然科学基金面上项目（2024JJ30652）、湖南省教育厅优秀青年项目（23B0166）、湖南省社科成果评审委员会课题一般项目（XSP20YBZ157）、湖南省自然科学基金青年项目（2021JJ40548）
