Refereed Journal Articles

1.      Wei, Z., Wang, H., Fan, L., & Li, F. (2026). Leader-team proactive personality (in)congruence and team performance: team work overload as mediator. Small Group Research, 1-27. DOI: 10.1177/10464964261463208

2.         Li, H., Li, F.,* Deng, H., & Dong, J. (2026). Collaboration Across Boundaries: An Active Trust Management Perspective. Asia Pacific Journal of Management 

3.         Li, H., Wang, H., & Li, F.* (2026). Directive leadership as social adaptation: How leader and aggregate team core self-evaluation interact with team past performance to shape directive behaviour. Journal of Occupational and Organizational Psychology, 99, e70100. https://doi.org 10.1111/joop.70100. 

4.         Li, C-J., Deng, H., Li, F.*, & Fan, L. (2026). I won't let you down! Transformational leadership, anticipated guilt of failure, and follower extra work effort. Journal of Occupational and Organizational Psychology, 99, e70089. https://doi.org 10.1111/joop.70089. 

5.         Qiao, Y., Fan, P., Li, F.*, & Chen, T. (2025). Learning and adaptation of transformational leaders: Linking transformational leadership to leader self-efficacy for emotional regulation and work engagement. Journal of Occupational and Organizational Psychology, 98(1), e70016. https://doi.org/10.1111/joop.70016

6.         Chen, T., Huang, X., Li, F.*, Wong, Y., & Gröschke, D. (2025). A dual cognitive pathway model of leadership influence on creativity. Journal of Occupational and Organizational Psychology, 98(1), e70006. https://doi.org/10.1111/joop.70006 

7.         Fan, P., Li, F., & Qiao, Y. (2024). We think, we do, and vice versa: Reciprocal effects of team collective perception of voice importance for leaders and team voice. Current Psychology, 43(23), 20698-20708. https://doi.org/10.1007/s12144-024-05782-3

8.         Li, F., Chen, T., Bai, Y., Liden, R. C., Wong, M.-N., & Qiao, Y. (2023). Serving while being energized (strained)? A dual-path model linking servant leadership to leader psychological strain and job performance. Journal of Applied Psychology, 108(4), 660-675. https://doi.org/10.1037/apl0001041 (FT50)

9.         Li, C-J., Li, F.*, Chen, T., & Crant, J. M. (2022). Proactive personality and promotability: Mediating roles of promotive and prohibitive voice and moderating roles of organizational politics and leader-member exchange. Journal of Business Research, 145, 253-267. https://doi.org/10.1016/j.jbusres.2022.03.002 

10.     Wei, Z., Li, C-J., Li, F., & Chen, T. (2021). How proactive personality affects psychological strain and job performance: The moderating role of leader-member exchange. Personality and Individual Differences, 179, 110910. https://doi.org/10.1016/j.paid.2021.110910 

11.     Li, C-J., Li, F., Fan, P., & Chen, K. (2020). Voicing out or switching away? A psychological climate perspective on customers’ intentional responses to service failure. International Journal of Hospitality Management, 85, 102361. https://doi.org/10.1016/j.ijhm.2019.102361

12.     Bai, Y., Wang, J., Chen, T., & Li, F.* (2020). Learning from supervisor negative gossip: The reflective learning process and performance outcome of employee receivers. Human Relations, 73(12), 1689-1717. https://doi.org/10.1177/0018726719866250 (FT50)

13.     Li, F.*, Chen, T., Chen, Y-F., Bai, Y., & Crant, J. M. (2020). Proactive yet reflective? Materializing proactive personality into creativity through job reflective learning and activated positive affective states. Personnel Psychology, 73(3), 459-489. https://doi.org/10.1111/peps.12370

14.     Chen, T., Li, F.*, Chen, X-P., & Ou, Z. (2018). Innovate or die: How should knowledge-worker teams respond to technological turbulence. Organizational Behavior and Human Decision Processes, 149, 1-16. https://doi.org/10.1016/j.obhdp.2018.08.008 (FT50)

15.     Lu, L., Li, F.*, Leung, K., Savani, K., & Morris, W. M. (2018). When can culturally diverse teams be more creative? The role of leaders’ benevolent paternalism. Journal of Organizational Behavior, 39(4), 402-415. https://doi.org/10.1002/job.2238

16.     Li, F.*, Chen, T., & Lai, X. (2018). How does a reward for creativity program benefit or frustrate employee creative performance? The perspective of transactional model of stress and coping. Group & Organization Management, 43(1), 138-175. https://doi.org/10.1177/1059601116688612

17.     Li, H., Li, F., & Chen, T. (2018). A motivational-cognitive model of creativity and the role of autonomy. Journal of Business Research, 92, 179-188. https://doi.org/10.1016/j.jbusres.2018.07.025 

18.     Li, H., Li, F., & Chen, T. (2018). Do performance approach-oriented individuals generate creative ideas? The roles of outcome instrumentality and task persistence. Journal of Applied Social Psychology, 48(3), 117-127. https://doi.org/10.1111/jasp.12495

19.     Ou, Z., Chen, T., Li, F.*, & Tang, P. (2018). Constructive controversy and creative process engagement: The roles of positive conflict value, cognitive flexibility, and psychological safety. Journal of Applied Social Psychology, 48(2), 101-113. https://doi.org/10.1111/jasp.12494

20.     Shang, Y., Xu, J., Li, F., Zhao, X., & Li, H. (2018). How leaders generate meanings for monetary rewards. The Journal of Applied Business Research, 34(2), 405-418. https://doi.org/10.19030/jabr.v34i2.10140

21.     Chen, T., Li, F.*, & Leung, K. (2017). Whipping into shape: Construct definition, measurement, and validation of directive-achieving leadership in Chinese culture. Asia Pacific Journal of Management, 34(3), 537-563. https://doi.org/10.1007/s10490-017-9511-6 

22.     Li, F., Deng, H., Leung, K., & Zhao, Y (2017).Is perceived creativity-reward contingency good for creativity? The role of challenge and threat appraisals. Human Resource Management, 56(4), 693-709. https://doi.org/10.1002/hrm.21795 (FT50)

23.     Chen, T., Li, F.*, & Leung, K. (2016). When does supervisor support encourage innovative behavior? Opposite moderating effects of general self-efficacy and internal locus of control. Personnel Psychology, 69(1), 123-158. https://doi.org/10.1111/peps.12104 

24.     Chen, T., Leung, K., Li, F.*, & Ou, Z. (2015). Interpersonal harmony and creativity in China. Journal of Organizational Behavior, 36(5), 648-672. https://doi.org/10.1002/job.2001 

25.     Lai, X., Li, F.*, & Leung, K. (2013). A Monte Carlo study of the effects of common method variance on significance testing and parameter bias in hierarchical linear modeling. Organizational Research Methods, 16(2), 243-269. https://doi.org/10.1177/1094428112469667 

26.     Li, F.*, & Leung, K. (2012). Effects of evaluation of societal conditions and work-family conflict on social cynicism and distress: A longitudinal analysis. Journal of Applied Social Psychology, 42(3), 717-734. https://doi.org/10.1111/j.1559-1816.2011.00816.x

27.     Leung, K., Li, F.*, & Zhou, F. (2012). Sex differences in social cynicism across societies: The role of men’s higher competitiveness and male dominance. Journal of Cross-Cultural Psychology, 43(7), 1152-1166. https://doi.org/10.1177/0022022111422259

28.     Li, F.*, Zhou, F., & Leung, K. (2011). Expecting the worst: Moderating effects of social cynicism on the relationships between relationship conflict and negative affective reactions. Journal of Business and Psychology, 26(3), 339-345. https://doi.org/10.1007/s10869-010-9192-3

29.     梁觉，李福荔. (2010). 中国本土管理研究的进路. 管理学报(05), 642-648.

30.     陈婷婷, 李福荔, 陈晓萍, 欧湛颖.“不创新就灭亡的时代，谁来掌握团队话语权？”《管理视野》，2018年12月第16期, 13-16.

31.     李福荔，乔艳，刘佳昕，王海珍.“她”力量：女性管理者职业发展的破局之道. 清华管理评论, 2023年第7-8期, 76-83.

32.     李福荔，程文，董靖渝. 激发员工创造力 助力组织创新发展. 清华管理评论, 2024年第5期, 76-83.

33.     乔紫琼，刘丽君，王悦，李福荔，刘圣明，李馨宁. (2025) 女性领导力发展环境评估框架及企业实践.人力资源管理评论, 2025年第2辑，Vol. 2, 139-157.

34.     范攀，李福荔. (2026). 团队建言对领导纳谏的影响机制：基于合法性视角. 心理学报, 2026年Vol. 58, No. 8, 1666-1680.