陳雅如

2008 Best Micro Paper Award, International Association of Chinese Management Research

2006 Faculty Research Grant Award, Rutgers Business School

2004 Research Award, Stern School of Business, New York University

2003 Research Award, Stern School of Business, New York University

2002 Best Paper Award, OB Division of Academy of Management

1997 Research Grant, Columbia Business School Chazin Institute

1996 Research Grant, Center for International Business Education, Columbia

1996 Research Grant, Citicorp Behavioral Sciences Research Council

1994 Research Grant, Columbia Business School Chazin Institute

1991-96 International Graduate Student Scholarship, Columbia University

Editorial Board: Academy of Management Review, 2003 - present

Editorial Board: Management and Organization Review, 2002 - present

Committee Chair: AMR Best Paper Selection Committee, 2006

Guest Editor: Upcoming Special Issue on “Attaining, Maintaining, and Experiencing Status in Organizations and Markets”, Organization Science

Chen, Y., Chen, X., & Portnoy, R. (2009). To whom do the positive and negative reciprocity apply? Inequitable offers: Culture, emotion, and reciprocity. Journal of Experimental Social Psychology, 45, 24-34.

Brewer, M.B., & Chen, Y. (2007). Where (and who) are collectives in collectivism: Toward conceptual clarification of individualism and collectivism. Psychological Review, 114, 133-151.

Brockner, J., De Cremer, D., van den Bos, K., & Chen, Y. (2005). To whom does the relational model of procedural fairness apply? The moderating influence of interdependent self-construal. Organizational Behavior and Human Decision Processes, 96, 155-167.

Chen, C., Chen, Y., & Xin, K. (2004). Guanxi practices and trust in management: A procedural justice perspective. Organization Science, Special Issue on Corporate Transformations in the People's Republic of China.

Morrison, E.W., Chen, Y., & Salgardo, S. (2004). Cultural differences in newcomer feedback seeking: A comparison of the United States and Hong Kong. Applied Psychology: An International Review, 53, 1-22.

Chen, Y., Brockner, J., & Greenberg, J. (2003). When is it "a pleasure to do business with you?" The effects of relative status, outcome favorability, and procedural Fairness. Organization Behavior and Human Decision Processes, 92, 1-15. Chen, Y., Mannix, E.A., & Okumura, T. (2003). The importance of who you meet: Effects of self-versus other-concerns among negotiators in the United States, the People's Republic of China, and Japan. Journal of Experimental Social Psychology, 39, 1-15.

Chen, Y., Brockner, J., & Chen, X. (2002). Individual-collective primacy and ingroup favoritism: Enhancement and protection effects. Journal of Experimental Social Psychology, 38, 482-491.

Mezias, S., Chen, Y., & Murhpy, P. (2002). Aspiration-level adaptation in an American financial services organization: A field study. Management Science, 48, 1285-1300. (equal authorship between the first two authors)

Mezias, S., Chen, Y., Murphy, P., Biaggio, A., Chuawanlee, W., Hui, H., Starr, S., & Okumura, T. (2002). National cultural distance as liability of foreignness: The issue of level of analysis. Journal of International Management, 8, 407-421. (equal authorship between the first two authors)

Brockner, J., Chen, Y., Mannix, E. A., Leung, K., & Skarlicki, D. (2000). Culture and procedural justice: When the effects of what you do depend upon how you do it. Administrative Science Quarterly, 45, 138-159. (equal authorship between the first two authors)

Chen, Y., Brockner, J., & Katz, T. (1998). Toward an explanation of cultural differences in ingroup favoritism: The role of individual versus collective primacy. Journal of Personality and Social Psychology, 75, 1490-1502.

Mezias, S., Chen, Y., & Murphy, P. (1999). Toto, I don't think we're in Kansas anymore: Some footnotes to cross-cultural research. Journal of Management Inquiry, 8, 323-333. (equal authorship between the first two authors)

Brockner, J., & Chen, Y. (1996). The moderating roles of self-esteem and self-construal in reaction to a threat to the self: Evidence from the People's Republic of China and the United States. Journal of Personality and Social Psychology, 71, 603-615.

Chen, Y., & Church, A. (1993). Reward allocation preferences in groups and organizations. International Journal of Conflict Management, 4, 25-59.

Bartel, C. & Chen, Y. Competition in work teams and organizational identification: The effects of unity, performance, and status.

Blader, S. & Chen, Y. What influences how higher status people respond to lower status others? Effects of procedural fairness, outcome favorability, and status sensitivity.Under review at Organization Science.

Chen, Y., Peterson, R., Philips, D., Podolney, J. & Ridgeway, C. Bringing status to the table:Attaining, maintaining, and experiencing status in organizations and markets. (A perspective paper invited by Organization Science)

Chen, Y., Leung, K., & Chen, C.C. (forthcoming). Bringing culture to the table: Advancing behavioral research through cross-cultural lenses. In A. Brief & J. Walsh (Ed.), The Academy of Management Annals (Vol. 3).

Chen, Y. (2006). Theme Editor for Research on managing groups and teams: National culture and groups (Volume 9, with Serial Editors: Mannix, E.A. and Neale, M.)

Chen. Y. (2007). Social Psychology and Economics, by David DeCremer, Marcel Zeelenberg, and J. Keith Murnighan (Eds.), Administrative Science Quarterly.

Chen, Y., Brockner, J., & Greenberg, G. (2002). When is it "a pleasure to do business with you?" The effects of relative status, outcome favorability, and procedural fairness. Academy of Management Best Papers Proceedings 2002. (OB Division Best Paper Award)

Chen, Y., & Brockner, J. (1996). The moderating roles of self-esteem and self-construal in reaction to a threat to the self: Evidence from the People's Republic of China and the United States. Academy of Management Best Papers Proceedings 1996. ^[1]