Lu, H., & Li, F. (2021). The Dual Effect of Transformational Leadership on Individual- and Team-Level Performance: The Mediational Roles of Motivational Processes. Frontiers in Psychology http://doi.org/10.3389/fpsyg.2021.606066

Ye, L., Chen, Y., & Li, F. (2020). Psychometric properties of the proactive vitality management scale in a Chinese sample. Current Psychology http://doi.org/https://doi.org/10.1007/s12144-020-01022-6

李锋, & 韩明. (2020). 安全变革型领导、安全效能感与安全绩效的关系——基于焦化企业的实证研究. 安全与环境学报, 20(3), 1021-1027.

Zhang, L., Lu, H., & Li, F. (2018). Proactive personality and mental health: The role of job crafting. PsyCh Journal, 7, 154-155.

李仰霞, 吴玄娜, & 李锋. (2017). 团队变革型领导对安全结果影响机制的研究. 中国安全科学学报, 27(01), 146-150.

张蕊, & 李锋. (2017). 变革型领导与员工心理健康:工作情感的中介作用. 应用心理学, 23(03), 221-231.

Li, F., Wang, G., Li, Y., & Zhou, R. (2017). Job demands and driving anger: The roles of emotional exhaustion and work engagement. Accident Analysis & Prevention, 98, 198-205.

Li, F., Li, Y., & Wang, Y. (2015). Socially Desirable Responding In Chinese University Students: Denial and Enhancement? Psychological Reports, 116, 409-421.

Li, F., Yao, X., Jiang, L., & Li, Y. (2014). Driving anger in China: Psychometric properties of the Driving Anger Scale (DAS) and its relationship with aggressive driving. Personality and Individual Differences, 68, 130-135.

Li, F., Bai, X., & Wang, Y. (2013). The Scale of Positive and Negative Experience (SPANE): Psychometric Properties and Normative Data in a Large Chinese Sample. PLoS ONE, 8, e61137.

Li, F., Jiang, L., Yao, X., & Li, Y.J. (2013). Job demands, job resources and safety outcomes: the roles of emotional exhaustion and safety compliance. Accident Analysis & Prevention, 51, 243-251.

Li, F., Niu, X. Y., & Li, Y. J. (2011) Age-related and situation-related social desirability responding among Chinese teachers. Journal of Social Psychology, 151, 667–670.

Jiang, L., Yu, G. T., Li, Y. J., & Li, F. (2010). Perceived colleagues' safety knowledge/behavior and safety performance: Safety climate as a moderator in a multilevel study. Accident Analysis and Prevention, 42, 1468-1476.

Li, F., Li, Y. J., & Wang, E. P. (2009). Task characteristics and team performance: The mediating effect of team member satisfaction. Social Behavior and Personality, 37, 1373 -1382.

Li, F., Li, Y. J. (2008). The Balanced Inventory of Desirable Responding (BIDR): A Factor Analysis. Psychological Reports, 103, 727-731.

李锋*, 王二平. (2008). 团队作业特征研究现状与展望. 心理科学进展, 16, 753-759.

周洁, 李锋, 王二平. (2007). 极端性转移、启发式、社会称许性对职务信息完整性的影响. 北京大学学报（自然科学版）, 43, 578-584.

周洁, 李锋, 王二平. (2006). 信息提供者数量对职务信息完整性的影响. 心理科学, 29, 1226-1229.

李永娟, 富萍萍, 王二平, 罗凤英, 李锋. (2005). 高新技术企业领导集体有效性的理想与差距研究. 吉林大学社会科学学报,45(6), 123-128

李锋, 李永娟, 任婧, 王二平. (2004). 工业组织心理学中的社会称许性研究. 心理科学进展, 12, 455-461.

白新文, 李锋, 陈毅文. (2004). 社会称许性量表的测量等价性探讨. 心理科学, 27, 1083-1086.

李永娟, 王二平, 李锋, 于广涛. (2003). 核电组织错误的表现与类型. 核动力工程, 24, 380-383.

李永娟, 王二平, 于广涛, 李锋. (2003). 核电事件再分析—通过编码方法进行探索. 人类工效学, 9, 5-7.

李锋, 王二平, 张福松. (2002). 应用多质—多评价者程序对评定误差的分析. 心理学报, 35, 89-96.

更多成果信息请见：http://ir.psych.ac.cn/lifeng@psych.ac.cn