著作/译作
[1] 李成、
李熙、彭璧玉，《广东省财政支持战略性新兴产业发展的效率研究》，
广东人民出版社，2018
[2] 彭璧玉、
李熙，《现代企业管理》（编），
科学出版社，2016
[3] 彭璧玉、
李熙，《组织生态学》（译），
科学出版社，2014
期刊论文（*为通讯作者）
[1] Zhang, A., Li, X.*, & Guo, Y. (2021). Proactive personality and employee creativity: A moderated mediation model of multisource information exchange and LMX. Frontiers in Psychology (SSCI Q2, IF: 2.988, AJG/ABS 1), 12: 552581.
[2] Li, X., Zhang, A.*, & Guo, Y. (2021). Are proactive employees more creative? The roles of multisource information exchange and social exchange-based employee-organization relationships. Personality and Individual Differences (SSCI Q2, IF: 3.004, AJG/ABS 3), 170.
[3] Li, X., Xiong, G.*, Dong, Z., Cai, S., Zhao, J., She, Z., & Guo, Y. (2020). Causal role of the right dorsolateral prefrontal cortex in organizational fairness perception: Evidence from a transcranial direct current stimulation study. Frontiers in Behavioral Neuroscience (SCI Q2, IF: 2.512), 14: 134.
[4] Xiong, G., Li, X.*, Dong, Z.*, Cai, S., Huang, J., & Li, Q. (2019). Modulating activity in the prefrontal cortex changes intertemporal choice for loss: A transcranial direct current stimulation study. Frontiers in Human Neuroscience (SCI Q3, IF: 3.169), 13: 167.
[5] 李成、
李熙，战略性新兴产业财政支持效率分析——以广东省为例，
科技管理研究，2016，9: 41-45.
[6] Li, X., Chen, Y., & Peng, B.* (2014). Are Organizations Always Benefit from Change: A Perspective of Structural Inertia. Journal of Macau University of Science and Technology, 8(1): 56-66.
[7] 凌江怀、李成、李熙，财政科技投入与经济增长的动态均衡关系研究，宏观经济研究，2012，6: 62-68.
[8] 李熙、彭璧玉、陈有华，上市公司多元化行为影响CEO变更的实证研究，澳门科技大学学报，2010，4(2): 69-81.
[9] 彭璧玉、李熙，生态学视角的产业组织成长理论研究，经济评论，2009，1: 147-153.
[10] 彭璧玉、李熙，组织竞争经历对产业组织演化的影响研究，广东培正学院学报，2009，9(1): 1-7.
[11] 李熙、彭璧玉，我国产业集中度影响产业工资水平的实证研究，改革与战略，2009，25(1): 154-158.
[12] 田艳芳、李熙、彭璧玉，中国城镇劳动力市场性别工资差异研究，南方人口，2009，24(1): 58-63.
会议论文
[1] Effects of modulating the activity of Dorsolateral Prefrontal Cortex on perceived organizational fairness in the ultimatum Game: Evidence from a tDCS study. 全国博弈论与实验经济学研究会学术年会，广州（暨南大学），2018.
[2] Not all job demands are equal: Differentiating the effects of challenge and hindrance job demands on employee creativity. Canadian Economic Association (CEA) 49th Annual Conference, Toronto, Canada, 2015.
[3] Effects of challenge and hindrance job demands on employee work outcomes: Investigating the intervening mechanisms. International Association for Chinese Management Research (IACMR) Research Methods Workshop, Xiamen, P. R. China, 2011.
[4] Employee-organization relationship and employee creativity: Investigating the intervening mechanisms. Academy of Management (AOM) Annual Meeting, San Antonio, Texas, USA, 2011.
[5] 母体组织经验影响后裔组织成长的实证研究. 组织生态学学术会议，杭州（浙江工业大学），2011.
