1. 期刊論文

   1.      黃櫻美、葉怡君 (2017)。雇主品牌、個人-組織配適與組織人才吸引力之關係：五大人格特質之中介干擾效果。教育政策與管理，1(2)，1-32。

   
   2.      Huang, Y. M. (2017). The relationship between networking behavior and promotability: The moderating effect of political skill. Journal of Management & Organization, 1-16.
   
   3.      Huang, Y. M. (2016). Networking behavior: from goal orientation to promotability. Personnel Review, 45(5), 907-927.
   
   4.      Huang, Y. M., Chen, C. C., & Lai, S. Y. (2013). Test of a multidimensional model linking applicant work experience and recruiters' inferences about applicant competencies. The International Journal of Human Resource Management, 24(19), 3613-3629.
   
   5.      Chen, C. C., Huang, Y. M., & Lee, M. I. (2011). Test of a model linking applicant résumé information and hiring recommendations. International Journal of Selection and Assessment, 19(4), 374-387.
   
   6.      Exploring the mediating process linking applicant personality and hiring recommendation
   
   7.      黃櫻美. (2011). 探討團隊創新氣候與環境易變性對任務多元化與團隊績效關係之調節效果. 組織與管理, 4(1), 1-32.
   
   8.      Chi, N. W., Huang, Y. M., & Lin, S. C. (2009). A double-edged sword? Exploring the curvilinear relationship between organizational tenure diversity and team innovation: The moderating role of team-oriented HR practices. Group & Organization Management, 34(6), 698-726.
   
   9.      黃櫻美, 林淑姬, & 林月雲. (2009). 團隊多元化與團隊創新績效之關聯性研究: 以團隊外部活動與團隊凝聚力為中介歷程. 中山管理評論, 17(4), 847-882.
   
   10.  Huang, Y. M., & Lin, Y. Y. (2008). The relationship between human capital management and performance. The Journal of Global Business Management, 4(2).
   
   11.  黃嘉雄、黃櫻美、林淑姬 (2008)，「目標導向與角色拓展自我效能對諮詢網路內向中心性的影響」。台大管理論叢，第十九卷第一期，頁29-50。(TSSCI，國科會管理一學門組織與管理領域推薦之學術期刊)
   
   12.  Chi, N. W, Huang, Y. M., & Lin, S. C. (accepted). A double-edged sword? Exploring the curvilinear relationship between tenure composition team innovation: The moderating role of HR practices. Group & Organization Management. (SSCI, 2008 Impact factor = 2.000).
   
   13.  Lin, S. C. & Huang, Y. M. (2005). The role of social capital in the relationship between human capital and career mobility. Journal of Intellectual Capital, 6(2): 191-205.
   
   14.  侯勝宗、黃櫻美、羅育如、李思壯 (2005)，「心理擁有感與科技採用行為研究：量表發展」。科技管理學刊，第十卷第四期，頁91-110。(國科會管理一學門組織與管理領域推薦之學術期刊)
   
   15.  黃櫻美、喬友慶 (2004)，「僱用關係型態與人力資源管理實務之探索性研究」。勞動學報，第十五期，頁79-103。
   
   16.  蔡維奇、黃櫻美 (2002)，「員工情緒表達因素之研究－以鞋店銷售員為例」。管理評論，21，頁67-84。(TSSCI，國科會管理一學門組織與管理領域推薦之學術期刊)
   
   17.  Tsai, W. C. & Huang, Y. M.. (2002). Mechanisms linking employee affective delivery and customer behavioral intentions. Journal of Applied Psychology, 87, 1001-1008. (SSCI, 2002 Impact factor = 1.980; 2001年美國Society for Industrial and Organizational Psychology之調查被評為「組織與人力資源管理類期刊」第一名)
   
   18.  黃櫻美、林淑姬、林月雲 (已接受)，「團隊多元化與團隊創新績效之關聯性研究：以團隊外部活動與團隊凝聚力為中介歷程」。中山管理評論(TSSCI，國科會管理一學門組織與管理領域推薦之學術期刊)

2. 主編之專書

   1. 林淑姬、黃櫻美 (2006)，「關係資本之衡量與管理」收錄於智慧資本管理一書中，政大智慧資本中心與資策會資訊情報中心合編。

3. 研討會論文

   1.      黃櫻美 (2009)。「探討環境易變性與創新支持對工作相關多元化與團隊績效關係之干擾效果」，發表於第三屆台灣組織與管理學會年會。台中：台灣組織與管理學會主辦。
   
   2.      Chen, C. C., Huang, T. C., Huang, Y. M., & Liu, I. C. (2008). Exploring the mediating process linking applicant personality and hiring recommendations. Paper to be presented at the annual Academy of Management, Anaheim.
   
   3.      Tang, J., & Huang, Y., M. (2008). How entrepreneurs discover opportunities in china – an institutional view. Paper to be presented at the Asia Pacific Journal of Management Special Issue Conference, Kaoshiung, Taiwan.
   
   4.      Huang, Y. M., Lin, S. C., & Lin, Y. Y. (2007). The effects of relation-oriented diversity and job-related diversity on team process and team performance. Paper to be presented at the 2007 INGRoup conference, July 12-14, Lansing, Michigan.
   
   5.      Chi, N. W., Lin, S. C., & Huang, Y.. M. (2007). A double-edged sword? Exploring the curvilinear relationship between tenure composition team innovation: The moderating role of HR practices. Paper to be presented at the 2007 SCU’s Conference on Interdisciplinary and Multifunctional Business Management, May 19, Taipei, Taiwan. (The Best Paper Award)
   
   6.      黃嘉雄，林淑姬，黃櫻美 (2007)。「探討影響諮詢網絡內向中心性的個人差異變項」，發表於第一屆台灣組織與管理學會年會。台北：台灣組織與管理學會主辦。
   
   7.      Chen, H. W., Tsai, W. C., Liang, P. C., & Huang, Y. M. (2006). Effects of employee impression management tactics on supervisor performance ratings. Paper presented at the International Congress of Applied Psychology, Athens, Greence.
   
   8.      Huang, Y. M., Lin, S. C., & Lin, Y. Y. (2005). Boundary-spanning behaviors of R&D engineers: The interactive approach of social network and organizational commitment. Paper presented in Conference on Commitment- Commitment in Organizations: Accumulated Wisdom and New Directions, October 28-30, Columbus, Ohio, USA.
   
   9.      Lin, S. C., & Huang, Y. M. (2004). The role of social capital in the relationship between human capital and career mobility. Paper presented in 2004 International Conference on Intellectual Capital in Taiwan, Taipei, Taiwan.
   
   10.  林月雲，黃櫻美 (2002)，「台商赴大陸投資對台灣就業人口之影響」，發表於第二屆產業發展與經營管理學術研討會，台南：成功大學管理學院主辦。
   
   11.  Huang, Y. M., Lin, Y. Y., & Lin, Y. F. (2002). Human resource development of SMEs in Taiwan, The 1st Asian Regional International Conference on Human Resource Development- Bangalore, September 28-29, India. (The Best Paper Award)
   
   12.  Tsai, W. C., & Huang, Y. M. (2001). Mechanisms linking employee positive emotional display and customer behavioral intentions. Paper presented at the annual Academy of Management, Washington.
   
   13. 蔡維奇，黃櫻美 (2000)，「顧客購買意願對員工情緒表達的影響」，發表於2000科際整合管理國際研討會，台北：東吳大學企業管理系主辦。

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