担任Journal of Business Ethics、Personnel Review、《中国人力资源开发》等期刊的匿名审稿专家，教育部学位中心评审专家。

项目主持：国家自然科学基金青年项目(72302127)《在组织发展中重塑：工作重塑的概念重构、形成机制与差异化影响研究》

项目主持：山东省人力资源和社会保障一般项目(RSKTY2021-RC005)《山东省高层次人才分类评价研究》

项目参与：山东省重点研发计划软科学项目(2023RKY05008)《山东省青年科技人才集聚政策优化研究》

期刊论文

l Lin, C., Li, X*., & Lam, L. W. (2020). Development or maintenance? Dual‐oriented human resource system, employee achievement motivation, and work well‐being. Human Resource Management, 59(4), 311–325. [SSCI, FT 50]

l  Yang, N., Lin, C*., Liao, Z., & Xue, M. (2022). When moral tension begets cognitive dissonance: An investigation of responses to unethical pro-organizational behavior and the contingent effect of construal level. Journal of Business Ethics,180(1), 339–353. [SSCI, FT 50]

l  Li, X., Lin, C*., & Dong, Y. (2022). Research on job insecurity and well-being in the workplace from triple perspectives of HRM, leader and coworkers. Asia Pacific Journal of Human Resources, 60(4), 739–763. [SSCI, JCR-Q2]

l  Li, X., & Lin, C*. (2021). The influence of high-commitment work system on work well-being: The mediating role of psychological empowerment and the moderating role of leader trust. Personnel Review,50(4), 1128–1147. [SSCI, JCR-Q2]

l  林丛丛, 李秀凤*. (2019). 承诺型人力资源管理实践与团队创新: 一个跨层次研究模型. 科学学与科学技术管理, 40(5), 150–164.

l  王尧, 章凯*, 张娇娇, 林丛丛. (2019). 领导可信赖性: 委派效应的分水岭及其消极面的形成机制. 管理世界, 35(2), 185–196.

l  章凯*, 林丛丛. (2018). 员工幸福感的心理目标实现进程说. 管理学报, 15(6), 818–826.

会议论文

l  Ding, Y., Lin, C., Wang, Y., & Chen, T. X. (2025). How AI literacy shapes creativity: Roles of techno-frustration, reliability, and personality. Accepted for presentation at the 85th Annual Meeting of Academy of Management, Copenhagen, Denmark (Academy of Management Best Paper Proceedings)

l  Li, X., & Lin., C. (2025). Why and when shared leadership fuels or backfires team proactivity and creativity: Uncovering the inverted U-shaped effect. Accepted for presentation at the 85th Annual Meeting of Academy of Management, Copenhagen, Denmark.

l  Li, X., Lin, C., & Yin, K. (2024). How and when shared leadership boosts team creativity in the context of collectivistic-HRM: A moderated dual-path model. Accepted by the 84th Annual Meeting of Academy of Management, Chicago, USA.

l  Li, X., Lin, C., & Liu, M. (2024). Unpacking the multilevel motivating effects of shared leadership on team and individual performance in virtual teams. Accepted by the 84th Annual Meeting of Academy of Management, Chicago, USA.

l  Li, X., Lin, C., & Yin, K. (2020). The influence of high-commitment work systems on work well-being: The mediating role of psychological empowerment and the moderating role of leader trust. Accepted by the 80th Annual Meeting of Academy of Management, Vancouver, Canada.

l  Lin, C., Li, X., & Lam, L. W. (2019). Development or maintenance? The distinct effect of dual-oriented HR practices on employee well-being. Paper presented at the 79th Annual Meeting of Academy of Management (Academy of Management Best Paper Proceedings), Boston, USA.

资政报告与社会服务                                                   

l 《关于山东省博士后人才工作的几点建议》获时任山东省委书记肯定性批示与采纳

l 《民营企业与外资企业发展难点及对策建议》被教育部《咨询专刊》综合采用，报上级部门后被国办采用

l 《提升外籍人才来鲁便利化的对策建议》被山东省决策咨询委员会《决策咨询专报》2024年第21期采用刊发，获时任山东省委常委、常务副省长、副省长等四位领导肯定性批示与采纳

l 《乡村振兴齐鲁样板及其提档升级研究》报告获得CTTI 2024年度智库研究优秀成果 (特等奖)

l  中国人力资源开发期刊 优秀审稿人 (2018, 2020)

l  美国管理学年会(AOM)最佳论文提名 (2019, 2025)

l  2021年度山东省就业和人才服务研究课题结题报告 (二等奖)