（1） 可持续利他

（2） 组织知识发展

（3） 职业生涯发展

2013-2014 加州大学伯克利分校心理学系 心理学联合培养博士

2009-2015 北京大学心理学系 理学博士

2003-2007 南京师范大学电气与自动化工程学院 工学学士

2021-至今    澳门威斯尼斯人橙色的招生就业处 副处长（挂职）

2019-至今    澳门威斯尼斯人橙色的事学院 副教授

2015-2019   澳门威斯尼斯人橙色的事学院 讲师

期刊论文

Liu, X., & Yu, K.* (2021). When pursuing more career, success hits home and job: Examining the cost of vocational delay of gratification.Career Development International, 26, 806-823. doi: 10/gm3cgg

周宓,于坤 & 王芙蓉.(2021).认知灵活性与个体适应能力：一个交叉滞后的双向中介模型. 中国临床心理学杂志,01,182-186+190. doi:10.16128/j.cnki.1005-3611.2021.01.037.

于坤, 刘晓燕*. (2021). 压力源如何影响工作倦怠变化？职业延迟满足的调节作用. 管理评论,33, 217-226. doi: 10.14120/j.cnki.cn11-5057/f.2021.02.019

Wang, Z., Yu, K.*, Xi, R., Zhang, X. (2019). Servant Leadership and Career Success: The Effects of Career Skills and Proactive Personality. Career Development International, 24, 717-730. doi:10.1108/CDI-03-2019-0088

Liu, C., Yu, K.*(2019). Career adaptability and citizenship fatigue: A moderated mediation model. Career Development International, 24, 658-671. doi:10.1108/CDI-12-2018-0312

Yu, K., Liu, C., Li, Y.* (2019). Beyond social exchange: Career adaptability linking work stressors and counterproductive work behavior. Frontiers in Psychology, 10, 1079. doi: 10.3389/fpsyg.2019.01079

Xu, X., Yu, K.* (2019). Core self-evaluation and citizenship behavior: The role of career adaptability and ethical leadership. The Journal of Psychology: Interdisciplinary and Applied, 153, 463-477. doi: 10.1080/00223980.2018.1564724

Liu, X., Yu, K.* (2019). Emotional stability and citizenship fatigue: The role of emotional exhaustion and job stressors. Personality and Individual Differences, 139, 254–262. doi:10.1016/j.paid.2018.11.033

Li, H., Yu, K.*, Huang, Y., Jin, X. (2019). Not all leaving is created equal: Differentiating the antecedents of changing organizations versus switching occupations. Journal of Personnel Psychology, 18, 10-22. doi: 10.1027/1866-5888/a000216.

Yu, K., Wang, Z.,* Huang, Y. (2018). Work-family conflict and organizational citizenship behavior: The role of job satisfaction and decision authority. Frontiers of Business Research in China, 12, 17. doi: 10.1186/s11782-018-0039-5

Yu, K., & Li, Y.* (2018). Childhood economic status predicting later income: the role of networking ability and encouragement of participation. Frontiers of Business Research in China, 12, 3. doi: 10.1186/s1178

Liu, X., Yu, K.* (2017). Delay of gratification in predicting job performance in new employees: A time-varying process and the moderating role of perceived informational justice. Journal of Pacific Rim Psychology, 11, e4, 1-8. doi: 10.1017/prp.2017.4

Yu, K. (2017). Schedule control, work interference with family and emotional exhaustion: A reciprocal moderated mediation model. Journal of Pacific Rim Psychology, 11, e3, 1-10. doi: 10.1017/prp.2017.3

于坤, 刘晓燕. (2017). 越多安全感，越少加班？工作安全感与核心自我评价对加班行为的影响.中国人力资源开发, 367(1), 59-65. (人大复印报刊资料转载于《劳动经济与劳动关系》2017年04期).

于坤, 刘晓燕，黄又黄. (2017). 愿景型领导对员工建言行为影响的研究：组织支持感和挑战型压力评估的作用. 现代管理科学, 290, 106-108.

Yu, K. (2016). Better and worse: A dual-process model of the relationship between core self-evaluation and work-family conflict. Frontiers in Psychology, 7, 1579. doi: fpsyg.2016.01579

Wei, W., Lu, J. G., Galinsky, A. D..., Yu, K., Bai, Q., Shang, Z., Han, Y. & Wang, L.* (2017). Regional ambient temperature is associated with human personality. Nature Human Behaviour, 1, 890–895. Doi:10.1038/s41562-017-0240-0

Yu, K., Lin, W., Wang, L.,* Ma, J. Wei, W., Wang, H. Guo, W., Shi, J. (2016). The role of affective commitment and future work self salience in the abusive supervision–job performance relationship. Journal of Occupational and Organizational Psychology, 89, 28-45. doi: 10.1111/joop.12101

于坤. (2015). 人力资本合同模式案例分析——以MRU计划和晨星成长计划为例.中国人力资源开发, 338 (20), 80-86.

会议论文

Lin, W., Yu, K.* (2019). The enriching and depleting effects of workplace proactivity on work-family conflict. Academy of Management Proceedings, 1. doi:10.5465/AMBPP.2019.16689abstract

Zhang, Q., SU, R.,* Ryu, S., Li, C., Yu, K. (2019). Can Work Teams Prosper with Membership Flux? The Role of Team Receptivity to Newcomers. Academy of Management Proceedings, 1. doi:10.5465/AMBPP.2019.316

Liu, X., Yu, K.* (2018). How Stressors Influence Change of Burnout? The Moderating Role of Vocational Delay of Gratification. Paper accepted by the 2018 Academy of Management Meeting. Chicago, IL.

Yu, K., Bamberger,* P., Wang, L.* (2017). The Impact of Leader and Peers on Newcomers’ Coworker Helping

Trends. Paper accepted by the 2017 Academy of Management Meeting. Atlanta, GA.

Yu, K., Bamberger, P.,* Wang, L.* (2017). Impact of Leadership and Norms on Newcomers’ Coworker Helping Trajectories. Paper accepted by the 32nd Annual Conference of the Society for Industrial and Organizational Psychology. Orlando, FL.

Yu, K., Lin, W., Wang, L.,* Ma, J. (2015). The role of affective commitment and future work self salience in the abusive supervision-job performance relationship. Paper accepted by the 30th Annual Conference of the Society for Industrial and Organizational Psychology. Philadelphia, PA.

Yu, K., & Wang, L.* (2014). Ethical Leadership and Employee Performance: A Cross-Level Moderated Mediation Model. (Paper presented at the 28th International Conference of Applied Psychology. Paris, France).

Yu, K., & Wang, L.* (2012). Virtual Choice Enhances Resistance Towards Illusory Stress. (Paper presented at the 28th International Conference of Psychology. Cape Town, South Africa).

Yu, K., & Wang, L. (2010). Leader＇s Color Preference and Subordinate＇s Perception of Leadership Style: The moderating role of gender difference. (Paper presented at the 27th International Conference of Applied Psychology. Sydney, Australia).

Zhang, Q., Wang, L.,* Lin, W., Ma, J., & Yu, K. (2015). Communication frequency, quality and relationship satisfaction: A P-E fit approach. Paper accepted by the 30th Annual Conference of the Society for Industrial and Organizational Psychology. Philadelphia, PA.

Lin, W., Zhang, Q., Wang, L.,* Yu, K., Ma, J., & Wei, W. (2014). Leader coaching and employee performance: A multilevel moderated mediation model. Paper presented at the 29th Annual Conference of the Society for Industrial and Organizational Psychology. Honolulu, Hawaii.

出版著作

于坤.个体心理与行为的研究脉络与特征. 中国人力资源管理研究40年 (1978-2018), 258-301. 中国社会科学出版社，2018年12月。

于坤.《工作家庭冲突的前因机制研究：社会认知的视角》, 知识产权出版社, 2018年5月。

周文霞, 王桢, 于坤.《中国人力资源职业发展状况调查报告2016》, 澳门威斯尼斯人橙色的出版社, 2017年12月。

周文霞, 王桢, 于坤.《中国人力资源职业发展状况调查报告2015》, 中国劳动社会保障出版社, 2016年6月。

2021.12 北京 2021中国职业发展论坛

2021.12  线上 中国社会心理学会管理心理学专业委员会2021学术年会暨第三届中国管理心理学论坛

2021.1 北京 第六期慈善文化会讲

2020.12 北京 人力资源开发与管理案例研究论坛

2020.12 北京 2020中国职业发展论坛

2020.11 线上 中国社会心理学会管理心理学专业委员会2020年学术研讨会暨第二届中国管理心学论坛

（1）中国劳动学会企业人力资源管理与开发专委会副秘书长

（2）劳动经济学会职业开发与管理分会副秘书长

（3）中国社会心理学会管理心理学专委会副秘书长

（4）中国企业改革与发展研究会人力资源管理专委会副秘书长

（5）澳门威斯尼斯人橙色的共同富裕研究院研究员

（6）澳门威斯尼斯人橙色的双碳研究院研究员

（7）澳门威斯尼斯人橙色的党外知识分子联谊会理事

（8）澳门威斯尼斯人橙色的山西招生组成员

2021 北京市海淀区政协 海淀区政协优秀提案（共同执笔人）

2021 澳门威斯尼斯人橙色的 澳门威斯尼斯人橙色的教学成果奖一等奖（参与人）

2021 澳门威斯尼斯人橙色的 澳门威斯尼斯人橙色的教学成果奖二等奖（参与人）

2020 教育部 第八届高等学校科学研究优秀成果奖一等奖（主要作者）

2020 澳门威斯尼斯人橙色的 澳门威斯尼斯人橙色的课程教学优秀奖

2019 澳门威斯尼斯人橙色的 澳门威斯尼斯人橙色的课程教学优秀奖

2018 澳门威斯尼斯人橙色的 澳门威斯尼斯人橙色的课外教学优秀奖