Zhao, H.,Chen,Y.*,Liu,W. (2022). Sociallyresponsiblehumanresourcemanagement andemployeemoralvoice: Based on theself-determinationtheory.Journal of Business Ethics, 1-18.DOI: 10.1007/s10551-022-05082-5(FT-50)
Zhao, H., & Liu, W*. (2022). Employee perceptions of corporate hypocrisy and knowledge hiding: roles of moral identity and organization-based self-esteem.Journal of Knowledge Management, 26(8),1945-1967.(FMS-B)
Xia, Q., Yan, S.*,Zhao, H., & Cheng, K. (2022). Request politeness and knowledge hiding: A daily diary study through an affective events perspective.European Journal of Work and Organizational Psychology, 31(4), 496-509.(ABS 3)
Zhao, H., Zhou, Q., He, P.*, & Jiang, C. (2021). How and when does socially responsible HRM affect employees’ organizational citizenship behaviors toward the environment?Journal of Business Ethics, 169(2), 371-385.(ESI前1%高被引論文; FT-50)
5.Guo, L., Cheng, K.*, Luo, J., &Zhao, H.(2021). Trapped in a loss spiral: How and when work alienation relates to knowledge hiding.International Journal of Human Resource Management, 1-30. DOI: 10.1080/09585192.2021.1937672 (ABS 3; FMS-B)
Zhao, H.*, & Liu W. (2020). Managerial coaching and subordinates' workplace well-being: A moderated mediation study.Human Resource Management Journal, 30(2), 293-311. (ABS 4*)
Zhao, H., Liu, W., Li, J.*, & Yu, X. (2019). Leader–member exchange, organizational identification, and knowledge hiding: The moderating role of relative leader–member exchange.Journal of Organizational Behavior, 40(7), 834-848.(ESI前1%高被引論文; ABS 4; ABDC-A*)
Zhao, H., Zhou, Q*. (2021). Socially responsible human resource management and hotel employee organizational citizenship behavior for the environment: A social cognitive perspective.International Journal of Hospitality Management, 95, 102749. (ESI前1%高被引論文; ABS 3; ABDC-A*)
Zhao, H.*, & Guo, L. (2019). Abusive supervision and hospitality employees’ helping behaviors.International Journal of Contemporary Hospitality Management, 31(4), 1977-1994. (ABS 3; ABDC-A)
Zhao, H.*, & Guo, L. (2019). The trickle-down effects of creative work involvement: The joint moderating effects of proactive personality and leader creativity expectations.Personality and Individual Differences,142, 218-225. (ABS 3; ABDC-A)
He, P., Peng, Z.,Zhao, H., & Estay, C. (2019). How and When Compulsory Citizenship Behavior Leads to Employee Silence: A Moderated Mediation Model Based on Moral Disengagement and Supervisor–Subordinate Guanxi Views.Journal of Business Ethics, 155(1), 259-274. (FT 50)
Zhao, H., Xia, Q*. (2017). An examination of the curvilinear relationship between workplace ostracism and knowledge hoarding.Management Decision, 55(2), 233-251. (該文獲得2018年度Emerald Literati Network for Excellence-高度評價獎)
Zhao, H., Xia, Q., He, P.*, Sheard, G., & Wan, P. (2016). Workplace ostracism and knowledge hiding in service organizations.International Journal of Hospitality Management, 59: 84-94. (ESI前1%高被引論文; ABS 3; ABDC-A*)
Zhao, H.(2015). Leader-member exchange differentiation and team creativity: A moderated mediation study.Leadership & Organization Development Journal, 36(7), 798-815. (該文獲得2016年度Emerald Literati Network for Excellence–傑出論文獎)