Chang, E., Chin, H., & Kwon, J. (2023) Inclusive, supportive, and fair workplaces for all: workplace satisfaction of low-skilled migrant workers. International Journal of Human Resource Management. 34: 2202~2234.
Chang, E., Chin, H. & Lee, J. (2022) Pre-crisis commitment HRM and employees’ attitudes in a global pandemic: The Role of trust in the government. Human Resource Management. 61: 373~387.
Chang, E., Lee, J., & Chin, H. (2022) Employees striving for innovation in social enterprises: The roles of social mission and commitment-based human resource management. Business Ethics the Environment & Responsibility. 31: 702~717.
Chang, E., Chin, H., Lee, J., & Chung, K. (2020) More than money: The importance of social exchanges for temporary low-skilled migrant workers’ workplace satisfaction. International Migration. 58: 143~161.
Chang, E. & Chin, H. (2018) Signaling or experiencing: Commitment HRM effects on recruitment and employees’ online ratings. Journal of Business Research. 84: 175~185.
Chang, E., Chin, H. & Yae, J. (2014) Organizational work-family culture and affective commitment of working mothers: How career expectations matter. Human Resource Management. 53: 683~700.
Chang, E. (2011) Motivational effects of pay-for-performance: A multilevel analysis of a Korean case. International Journal of Human Resource Management. 22: 3929~3948.
Magoshi, E. & Chang, E. (2009) Diversity management and the effects on employees’ organizational commitment: Evidence from Japan and Korea. Journal of World Business. 44: 31~40.
Chang, E. (2006) Individual pay-for-performance and commitment HR bundle in South Korea. Journal of World Business. 41: 368~381.
Chang, E. & Hahn, J. (2006) Does pay-for-performance enhance perceived distributive justice for collectivistic employees? Personnel Review. 397~412.
Chang, E. (2005) Employees' overall perception of HR effectiveness. Human Relations. 58: 523~544.
Chang, E. (2003) Composite effects of extrinsic motivation on work effort: Case of Korean employees. Journal of World Business. 38: 70~79.
Chang, E. (2002) Distributive justice and organizational commitment revisited: Moderation by layoff in the case of Korean employees. Human Resource Management. 41: 261~270.
Chang,E. & Taylor,M.S. (1999) Control in multinational corporations : Case of manufacturing industry in Korea. Journal of Management. 541~565.
Chang, E. (1999) Career commitment as a complex moderator of organizational commitment and turnover intention. Human Relations. 52: 1257~1278.
오승철, 장은미, 권지민(2024) 고신뢰조직(HRO)과 오류경험공유: 공군 조종사 대상 연구, 인사조직연구. 32: 1~25.
장은미, 권지민, 김지현 (2023) 직장인들의 녹색 행동에 대한 연구: 시그날링 이론과 기대이론에 기반한 개인 수준의 분석. 조직과 인사관리 연구. 47: 1~22.
장은미, 권지민, 김보경 (2023) 조직 평판으로서의 ESG 시그널: 구성원 이직의도 인지와 도구성 효과에 관한 연구. 인사조직연구. 31: 1~24.
이정원, 권지민, 장은미 (2023) 팀 내 발언 기회의 전이 효과: 구성원의 삶의 만족과 사회적 영향력 인식에 미치는 영향 연구. 기업경영연구. 30: 51~76.
권지민, 장은미 (2022) 고용허가제 하의 저숙련 이주근로자들의 이직의도: 임금 측면과 심리적계약 측면의 비교 분석. 연세경영연구. 59: 25~54.
장은미, 진현, 최맑음 (2021) Empowerment effects on creative behaviors in a multiple project team membership context: An idividual-level analysis. 인사조직연구. 29: 25~57.
장은미, 진현 (2020) Failure and learning behavior: The role of supervisory support. 인사조직연구. 28: 33~60.
장은미, 이정원 (2019) 일반 고용허가제 저숙련 이주근로자들의 조직시민행동: 사회적 지원과 문화적 적응 시각의 적용. 중소기업연구. 41: 107~128.
장은미, 진현, 이정원 (2019) 가치적합성 또는 시그날링: 사회적 기업의 선발과 이직의도. 연세경영연구. 56: 77~101.
