近五年發表：
張勉、馬溪悅 (2021) The Contextualization of Employee Retention Research in China. In Allen D., & Vardaman, J. (Eds). Global Talent Retention: Understanding Employee Turnover Around the World. Emerald Publishing Limited. ISBN: 978183909294
張勉、窦吉芳、Foley, S.、Shaffer, M.、李全 (2021) The relationship between gender and work-to-family conflict among Chinese managers: Testing a moderated mediation model. International Journal of Human Resource Management. Advance online publication. DOI: 10.1080/09585192.2021.1893784
張勉 (2020) 如何免繳管理稅？自組織的實踐. 《清華管理評論》2020年第5期
張勉 (2019) 企業文化簡論. 北京：BETVLCTOR伟德官方网站出版社
張勉、趙锴、Karen Korabik (2019) Does work-to-family guilt mediate the relationship between work-to-family conflict and job satisfaction? Testing the moderating roles of segmentation preference and family collectivism orientation. Journal of Vocational Behavior, 115: 103321. DOI: 10.1016/j.jvb.2019.103321
趙锴、張勉、Maria Kraimer、楊百寅 (2019) Source attribution matters: Mediation and moderation effects in the relationship between work-to-family conflict and job satisfaction. Journal of Organizational Behavior. 40(4): 492-505 DOI:10.1002/job.2345
趙锴、張勉、Sharon Foley （2019）Testing two mechanisms linking work-to-family conflict to individual consequences: Do gender and gender role orientation make a difference? International Journal of Human Resource Management. 30:6, 988-1009. DOI: 10.1080/09585192.2017.1282534
張勉、Sharon Foley、李海、朱金強 （2018） Social support, work-family balance and satisfaction among Chinese middle- and upper-level managers: Testing cross-domain and within-domain effects. International Journal of Human Resource Management. DOI: 10.1080/09585192.2018.1464490
張勉（2018）适商與适應性領導. 《清華管理評論》2018年Z2期
李海、姚蕾、張勉、朱金強 (2017) 工作—家庭沖突交叉效應的性别差異. 《南開管理評論》，20(4)，153-164
張勉（2017）重新分配權力：高賦能組織管理模式. 《清華管理評論》2017年11月 （注：本文被《新華文摘》全文轉載）
