(一)出版专著、教材、译著:
1、严瑜 周志清 著. 压力管理研究. 北京:人民出版社. 2023. 2、刘毅,严瑜(译). 牛津中国心理学手册(下):社会与管理. 北京:人民出版社. 2019. 3、严瑜 著. 幸福心理学. 北京:人民出版社.2015. 4、邓晓红,严瑜 编著. 集团心理咨询. 武汉:华中科技大学出版社.2011. 5、严瑜 著. 心理测量与人才评鉴. 北京:人民出版社. 2008. 6、严瑜,廖皓磊 著. 心灵诱导手册. 北京:人民出版社. 2008.
(二)近年主要科研论文: 1、Yu Yan. A Moderated Mediation Model Between Perceived Incivility and Instigated Incivility on Workplace: A Cross-Cultural Daily Diary Study. International Journal of Stress Management. 2023, 18(06): 1-18. (SSCI). 2、Mujahid Iqbal, Yu Yan. A Mediation Moderation Model between Self‐Evaluative Emotions and Relapse Rate among Polysubstance Users: A Comparative Cross‐Sectional Study. International Journal of Environmental Research and Public Health. 2023, 20(02): 1-17. (SSCI). 3、Shuaiping Xiao, Yu Yan, Zhiqing Zhou. Effects of two-dimensional cyber incivility on employee well-being from a self-determination perspective. Frontiers in Psychology. 2023, 14(04): 1-13. (SSCI). 4、Mujahid Iqbal, Yu Yan. Shame and guilt activations: Associations and sociodemographic differences among ploy-substance abusers. Frontiers in Psychiatry. 2022, 13(10): 1-11. (SSCI). 5、严瑜,祁航. (2022). 加班一定会带来疲倦吗?加班时长对工作恢复水平的影响机制研究. 心理科学. 45(1), 97–104.(人大复印资料转载于《心理学》2022年06期) 6、严瑜, 康馨怡, 赵开宸, 肖帅萍, 蒋利娇, 曹照雪(2022). 职场不文明与职场辱虐管理的关系探析[J]. 管理科学与工程, 11(3): 304-310. 7、吴以頔, 严瑜*, 曹照雪, 赵开宸(2022). 多层次辱虐管理对员工工作行为的影响:互动公平中介作用机制模型[J]. 现代管理, 2022, 12(9): 1114-1126. 8、张琪, 严瑜*, 赵开宸, 肖帅萍(2022). 职场不文明行为与职场歧视研究综述[J]. 社会科学前沿, 2022, 11(7): 2767-2773. 9、詹思群, 严瑜*. (2021). 工作场所不文明行为与职场排斥间的螺旋效应. 心理科学进展. 29(3), 560–570. 10、覃柳双, 严瑜*.(2021). 工作场所不文明行为的成因——实施者和受害者两个角度的解读[J]. 社会科学前沿, 10(1): 64-70. 11、Fang He, Yu Yan*, Hang Qi(2021). Peer Abusive Supervision and Silence: An View of Intergroup Threat Theory. Journal of Innovation and Social Science Research. 12、严瑜,赵颖. (2020). 辱虐管理的应对:基于人际拒绝的多动力模型分析. 心理科学进展. 28(5), 844–854. 13、严瑜,曹照雪. (2019). 工作场所文明行为:从内隐的自我提升到外显的组织优化. 心理科学进展. 27(11), 1906–1916.(人大复印资料转载于《心理学》2020年03期) 14、Yu Yan, Tong Li.(2018). Effect of daily Workplace Civility on Employee Psychological Well-being: The Role of Positive Emotions. Basic & Clinical Pharmacology & Toxicology. 122(3), 6—8.(SCI) 15、严瑜,李彤. (2018). 工作场所不文明行为受害者向实施者反转的机制. 心理科学进展. 26(7), 1307–1318. 16、严瑜, 李佳丽. (2017). 超越不文明: 从消极无礼的恶化升级到积极的文明干预. 心理科学进展, 25(2), 319–330. 17、Yu Yan, Zhenjia Zhang. (2017). Third parties' emotional and behavioral responses to workplace incivility: The role of belief and power. Proceedings International Conference on Information Technology in Medicine and Education. 8 (7), 830—834.(EI). 18、严瑜,张振嘉.(2017). 组织公平在多层辱虐管理中的角色:基于道德排除理论的多视角分析.心理科学进展 . 25(1), 145-155. 19、严瑜,张振嘉.(2017). 老员工心理韧性的实证研究. 哲学教育的过去、现在与未来. 1(6),30-43. 20、严瑜, 王轶鸣. (2016). 工作场所无礼行为的溢出和交叉效应: 超越职场范围的负性作用机制. 心理科学进展,24(12), 1934–1945. 21、严瑜, 何亚男. (2016).领导对建言反应的动机感知作用机制:基于归因理论的阐释. 心理科学进展,24(9), 1457–1466. 22、严瑜,吴霞. (2016). 从信任违背到信任修复:道德情绪的作用机制.心理科学进展. 24(4), 633-642. 23、Zhiqing Zhou, Yu Yan*, Xin Xuan Che, Laurenz L. Meier. Effect of Workplace Incivility on End-of-work Negative Affect: Examining Individual and Organizational Moderators in a Daily Diary Study, Journal of Occupational Health Psychology, 2015, 20(1): 117-130. (SSCI). 24、严瑜, 刘念.(2015). 幽默:工作场所无礼行为的积极应对. 山东青年. (2): 100—103. 25、严瑜.(2014). 基于被试内方法的自愿工作行为的中介机制模型, 海外人文社会科学发展年度报告. (11).105—130. 26、严瑜, 张倩.(2014). “过犹不及”——组织公民行为消极面的解读与探析. 心理科学进展. 22(5): 834-844 。 27、严瑜, 邹瑾.(2014). 基于认知和情绪的个体内OCB和CWB的动态转化机制探究. bat365中文官方网站学报. 67(3):54-63. 28、严瑜, 吴艺苑, 郭永玉.(2014). 基于认知和情绪的工作场所无礼行为发展模型. 心理科学进展. 22 (1): 150-159。 29、Yu Yan, Xiaoyan Zhu, Jin Zou, & Michael Coovert. (2014). The Moderate Effect of Personality and Organizational Factors Between Workplace Incivility and Its Outcomes: A Longitudinal Perspective. International Conference on Management and Engineering. (5): 1218—1225. 30、Yu Yan, Jin Zou. (2014). The Explanation of the Intraindividual Dynamic Interplay between CWB and OCB Based on Cognition and Emotion. Wuhan University Journal (Humanity Sciences). 67 (3): 54-63. 31、Yu Yan, Jin Zou.(2014). From Safety Climate to Safety Performance on Workplace: Conceptual Framework and Dynamic Mechanism of Safety Culture. Proceedings of the first summit forum of China's cultural psychology. (1): 178—182. 32、严瑜, 邹瑾.(2014). 基于用户行为的信息用户满意度模型探析. 情报科学. 32(2): 129-133. 33、Yu Yan, Jin Zou, & Xiaoyan Zhu. (20113). How People-organization Value-Fit Affects Work Engagement: the Moderation Role of Conscientiousness. International Conference on Applied Social Science Research. (6): 44—47. 34、Yu Yan,Yiyuan Wu.(2013). Body cleanliness and morality under different interpersonal relationships in China. Social Psychology Research. (4 ). 35、严瑜, 张掌然. (2013). 现代职业发展心理学学科框架构建的几点思考. 哲学评论,(4):234—243. 36、Zhou Z. E., Che X. X., Yan Y. (2013). The individual and organizational moderators on workplace incivility – outcome relationship: A longitudinal study, Work, Stress, and Health Conference. Los Anglos, CA, United States. 37、Yu Yan, Xinxuan Che. (2013). A Moderated Mediation Model of the Relationship between Psychological Safety Climate and Safety Outcomes. Conference on Psychology and Social Harmony. (6): 176—179. 38、严瑜, 徐东兴. (2013). 职业健康心理学的发展现状及其未来课程建设展望. 哲学评论. (4): 248—258. 39、Jin Zou, Yu Yan*.(2012). The study of information users satisfaction model based on the user behavior. Proceedings International Conference on Information Technology in Medicine and Education.(2) : 995—999. 40、Yu Yan, Lirong Long. (2012). Professional Commitment: Concept and Related Construces. Proceedings of the first international symposium on public human resource management. (1): 117—122. 41、Yu Yan, Xinxuan Che. (2012). General Self-efficacy as a Mediator Between “Big Seven” Personality Factors and Well-Being in College Students. The 2nd Conference on Psychology and Social Harmony. (9): 453—456. 42、严瑜. (2008). 现代心理学面临的困境及未来走向. 江汉论坛. 30(9):45-48. 43、严瑜. (2008). 老员工专业承诺的心理结构及影响因素研究. 高等教育研究. 29(6):90-98. 44、严瑜. (2008). 老员工专业承诺的实证研究. 湖北大学学报. 35(6):134-139. 45、严瑜. (2008). 进化心理学对主流心理学的反思和批判. bat365中文官方网站学报(人文科学版). 61(4):425-430. |