© 2018 國立臺灣師範大學-管理學院 管理學院

English
  • 企業管理學系
    助理教授
  • 林玠妤
  • 專長：組織行為、工作態度與行為
  • E-mail：chiehyulin@ntnu.edu.tw
  • 電話：02-7749-5057

學歷：國立中山大學人力資源管理博士

  1. Chi, N. W., Achyldurdyyeva, M., Lin, C. Y., & Kao, N. Y. (2024). An emotional journey to speaking up: Understanding when and how employee daily emotions relate to promotive and prohibitive voice. European Journal of Work and Organizational Psychology, 33(4), 517–534.【SSCI; 國科會管理一學門推薦期刊】
  2. Chi, N. W., Lin, C. Y.*, Bruning, P. F., & Hung, Y. (2023). Forced to be a good citizen: Exploring the bright- and dark-side effects of daily compulsory citizenship behaviors on subsequent proactive helping and interpersonal deviance. Journal of Occupational and Organizational Psychology, 97(2), 647–671. 【SSCI; 國科會管理一學門推薦第一級期刊】
  3. Lin, C. Y., & Chi, N. W. (2022). Understanding why and when compulsory citizenship behaviors lead to subsequent destructive voice and citizenship behaviors: The retributive justice and impression management perspectives. Human Performance, 35(5), 303–322.【SSCI; 國科會管理一學門推薦期刊】
  4. 林玠妤、紀乃文、錢宛玲、周晏伶（已接受）。團隊熬夜工作要求對團隊績效究竟是利是弊？團隊目標承諾之干擾效果及負向團隊情感氛圍與團隊成員愉悅程度之中介效果。組織與管理。【TSSCI; 國科會管理一學門推薦之學術期刊】
  5. 紀乃文、林玠妤、邱乙甯、簡珮慈（已接受）。小酌怡情、大飲傷身？探討主管下班後飲酒量與當晚睡眠品質及情緒耗竭的曲線關係、及其對隔日正、負向領導行為的影響。組織與管理。【TSSCI; 國科會管理一學門推薦之學術期刊】
  6. 郭馥甄、林玠妤*、唐荷婷（2022）。部屬難為：領導者利組織不道德行為與部屬離職傾向、越級建言、主管導向組織公民行為與沉默行為之關係：以領導者-部屬交換關係為調節效果。人力資源管理學報，22(2)，1-27。【TSSCI; 國科會管理一學門推薦之學術期刊】
  1. Lin, C. Y.,* Lin, S. H., & Poulton, C. E., (2025, August). Do You Want to Hang Out? Understanding the Positive and Negative Consequences of Coworkers’ Social Activity Invitations at Work. 85th Academy of Management Meeting (AOM), Copenhagen, Denmark.
  2. Lin, C. Y., Tsao, C. W., Nguyen, T. D., & Chen, S. J. (2025, August). Breaking gender barriers: Complementary abilities and family value in father-daughter succession. 85th Academy of Management Meeting, Copenhagen, Denmark.
  3. Chen, S. J., Tsao, C. W., Nguyen, T. D., & Lin, C. Y. (2025, June). Dynamic managerial capabilities, leadership succession, and resilience in family-controlled and managed SMEs. European Academy of Management (EURAM) 2025 Annual Meeting, Florence, Italy.
  4. Lin, C. Y.* (2024, August). Navigating the balance — Social activity engagement and its implication on work and family dynamics. 2024 Academy of Management Annual Meeting (AOM), Chicago, Illinois, USA.
  5. 5.    Lin, C. Y.,* Lin, S. H., & Poulton, C. E. (2024, June). Beyond 9 to 5: Exploring after-work social activities with coworkers. 2024 AAOM & TAOM joint conference, Miri, Malaysia.
  6. Lin, C. Y.*, Achyldurdyyeva, M., & Kuo, F. C. (2023, August). How a toxic coworker makes you withdraw from work and unwell: Effects of coworker social undermining. 83rd Annual Meeting of the Academy of Management (AOM), Boston, Massachusetts.
  7. Chi, N. W., Lin, C. Y., & Patrick, B. (2021, August). Forced to Be a Good Citizen: The Mechanisms and Boundary Conditions of Daily Compulsory Citizenship. Paper presented at the 2021 Academy of Management Annual Meeting. (Virtual Conference)
  8. Lin, C. Y., & Chi, N. W. (2019, June). Justice and impression management mechanisms and boundary conditions of the effects of citizenship pressure on destructive voice and organizational citizenship behaviors. 2019 AAOM & TAOM joint conference, Bali, Indonesia.
  9. 林玠妤、錢宛玲、周晏伶 (2021, 九月)。挑燈夜戰衝績效？探討團隊熬夜工作與團隊績效及團隊創造力間之關係：團隊負向情感氛圍與團隊成員愉快程度之中介效果及團隊目標責任之干擾效果。2021台灣組織與管理學會(TAoM)年會暨研討會。線上。
  10. 紀乃文、簡珮慈、林玠妤 (2020, 九月)。小酌怡情、大飲傷身？探討主管下班後飲酒量與當晚睡眠品質及情緒耗竭的曲線關係、及其對隔日正、負向領導行為的影響。2021台灣組織與管理學會(TAoM)年會暨研討會。線上。
  11. 林玠妤、郭馥甄、紀乃文、唐荷婷 (2021, 四月)。部屬難為：領導者利組織不道德行為與部屬離職傾向、建言行為、組織公民行為與沈默行為之關係：以領導者–成員交換為中介效果。2021管理觀念與應用：總體環境不確定下之亞太企業管理研討會。高雄：中山大學。
  12. 林玠妤、紀乃文、洪瑜 (2020, 九月)。被迫成為「好士兵」一定不好嗎？探討員工每日強迫性組織公民行為對後續自發性/強迫性組織公民行為之影響：自我耗損與組織自尊的中介效果及情緒壓抑與外向性特質的干擾效果。2020台灣組織與管理學會(TAoM)年會暨研討會。台北：台灣大學。(*獲選「傑出論文獎」)