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BSc (University of Toronto), MA (University of Waterloo), PhD (University of Waterloo)
Lindie Liang is an Associate Professor of OB/HRM in the Lazaridis School of Business and Economics at Wilfrid Laurier University. She completed her PhD in Industrial-Organizational Psychology at the University of Waterloo.
Prior to joining Laurier, Lindie was an Assistant Professor at the School of Human Resources Management at York University.
Lindie’s research focuses on three interrelated themes: leadership, decent work environments, and workplace mindfulness—all unified by a strong focus on enhancing workplace well-being. In today’s evolving work landscape, well-being goes beyond the absence of illness to encompass psychological health and social connectedness. Lindie’s research offers insights for organizations aiming to cultivate environments that support employee well-being across multiple dimensions: physical health, psychological health, and social well-being. Ultimately, her work seeks to foster inclusive, resilient, and supportive workplaces that empower individuals and drive organizational success.
Lindie’s work has been published in various academic outlets, such as the Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, The Leadership Quarterly, Journal of Occupational Health Psychology, Journal of Organizational Behavior, and Human Relations.
- 2021: Laurier Early Career Researcher Award.
- 2020: Canadian Psychological Association President's New Researcher Award.
- 2018: Ig Nobel Prize in Economics.
- 2017: A “Top Paper” award for paper submitted to the 2017 annual meeting of the Society for Industrial and Organizational Psychology.
- 2016: University of Waterloo Inaugural Industrial-Organizational Graduate Student Scientist-Practitioner Award.2016: Society for Industrial and Organizational Psychology Student Travel Award.
I am currently accepting MSc and PhD students in Management with a focus in Organizational Behavior and Human Resources Management.
For more information about our MSc and PhD programs, please visit our graduate program websites.
Lab Instagram: lol_research
Google Scholar
Refereed Journal Articles
Liang, L. H., Varty, C. T., Lian, H., Brown, D. J., Law, D., Chen, J., & Evans, R. Subordinate organizational citizenship behavior trajectories and well-being: The role of supervisor behaviors. (2023), Human Performance,36(2), 64-88.
Yoon., S., Koopman, J., Dimotakis, N., Simon, L., Liang, L. H., Ni, D., Zheng, X. M., Fu, S. Q., Lee, Y. E., Tang, P. M., Ng, C. T. S., Bush, J., Darden, T., Forrester, J., Tepper, B. J., & Brown. D. J. (2023). Consistent and low is the only way to go: A polynomial regression approach to the effect of abusive supervision inconsistency. Journal of Applied Psychology, 108(10), 1619-1639.
Ni, D., Zheng, X., & Liang, L. H. (2023). How and when leader mindfulness influences subordinate interpersonal behavior: Evidence from a quasi-field experiment and a field survey. Human Relations, 76, 1940-1965.
Zheng, X., Ni, D., Liu, X., & Liang, L. H. (2023). Workplace mindfulness: Scale development and validation. Journal of Business and Psychology, 38, 777-801.
Shen, W., Evans, R., Liang, L. H., & Brown, D. J. (2023). Bad, mad, or glad? Exploring leaders’ emotional reactions to their use of abusive supervision. Applied Psychology: An International Review, 72(2), 647-673.
Ni, D., Zheng, X., & Liang, L. H. (2022). Rethinking the role of team mindfulness in team relationship conflict: A conflict management perspective. Journal of Organizational Behavior, 43, 878-891.
Liang, L. H., Coulombe, C., Skyvington, S., Brown, D. J., Ferris, D. L., & Lian, H. (2022). License to retaliate: Good deeds as a moral license for misdeeds in reaction to abusive supervision. Human Performance. 35, 94-112.
Liang, L. H., Nishioka, M., Evans, R., Brown, D. J., Shen, W., & Lian, H. (2022). Unbalanced, unfair, unhappy, or unable? Theoretical integration of multiple processes underlying the leader mistreatment-employee CWB relationship with meta-analytical methods. Journal of Leadership & Organizational Studies, 29, 33-72.
Liang, L. H., Coulombe, C., Brown, D. J., Lian, H., Hanig, S., Ferris, D. L., & Keeping, L. (2022). Can Two Wrongs Make a Right? The Buffering Effect of Retaliation on Subordinate Well-Being Following Abusive Supervision. Journal of Occupational Health Psychology, 27, 37-52.
Shen, W., Liang, L. H., & Brown, D. J., Ni, D., & Zheng, X. (2021). Subordinate poor performance as a stressor on leader well-being: The mediating role of abusive supervision and the moderating role of motives for abuse. Journal of Occupational Health Psychology, 26, 491-506.
Hanig, S., Yang, S. W., Liang, L. H., & Brown, D. J., Lian, H. (2021). Abusive supervision and supervisor-directed deviance: A social network approach. Journal of Leadership & Organizational Studies, 28, 401-414.
Coulombe, C., Liang, L. H., Brown, D. J. (2021). Third party reactions to supervisor mistreatment through an identity theory lens. Canadian Psychology/Psychologie Canadienne, 62, 195-203.
Ferris, D. L., Fatimah, S., Yan, M., Liang, L. H., Lian, H., & Brown, D. J. (2019). Being sensitive to positives has its negatives: An approach/avoidance perspective on reactivity to ostracism. Organizational Behavior and Human Decision Processes, 152, 138-149.
Liang, L. H., Brown, D. J., Lian, H., Hanig, S., Ferris, D. L., & Keeping, L. M. (2018). Righting a wrong: Retaliation on a voodoo doll symbolizing an abusive supervisor restores justice. The Leadership Quarterly, 29, 443-456.
Liang, L. H., Hanig, S., Evans, R., Brown, D. J., & Lian, H. (2018). Why is your boss making you sick? A longitudinal investigation modeling time-lagged relations between abusive supervision and employee physical health. Journal of Organizational Behavior, 39, 1050-1065.
Liang, L. H., Brown, D. J., Ferris, D. L., Hanig, S., Lian, H., & Keeping, L. M. (2018). The dimensions and mechanisms of mindfulness in regulating aggressive behaviors. Journal of Applied Psychology, 103, 281-299.
Adair, W. L., Liang, L. H., & Hideg, I. (2017). Buffering against the detrimental effects of faultlines: The curious case of intragroup conflict. Negotiation and Conflict Management Research, 10, 28-45.
Brady, D. L., Brown, D. J., & Liang, L. H. (2017). Moving beyond assumptions of deviance: The reconceptualization and measurement of workplace gossip. Journal of Applied Psychology, 102, 1-25.
Plaks, J. E., Fortune, J. L., Liang, L. H., & Robinson, J. S. (2016). Effects of culture and gender on judgments of intent and responsibility. PLoS ONE 11, e0154467. doi:10.1371/journal.pone.0154467.
Liang, L. H., Lian, H., Brown, D. J., & Ferris, D. L., Hanig, S., & Keeping, L. M. (2016). Why are abusive supervisors abusive? A dual-system self-control model. Academy of Management Journal, 59, 1385-1406.
Wu, L.-Z., Ferris, D. L., Kwan, H. K., Chiang, F., Snape, E., & Liang, L. H. (2015). Breaking (or making) the silence: How goal interdependence and social skill predict being ostracized. Organizational Behavior and Human Decision Processes, 131, 51-66.
Liang, L. H., Adair, W. L. & Hideg, I. (2014). When should we disagree? The effect of relationship conflict on team identity in East Asian and North American teams. Negotiation and Conflict Management Research, 7, 282–289.
Lian, H., Brown, D. J., Ferris, D. L., Liang, L. H., Keeping, L. M., & Morrison, R. (2014). Abusive supervision and retaliation: A self-control framework. Academy of Management Journal, 57, 116-139.
Tafarodi, R. W., Bonn, G., Liang, L. H., Takai, J., Moriizumi, S., Belhekar, V., & Padhye, A. (2012). What makes for a good life? A four-nation study. Journal of Happiness Studies, 13, 783-800.
Invited Book Chapters
Ng, P., Zur, E., Liang, L. H., & Brown, D. J. (2024). A Field Guide to Non-Field Research: Experimental Methods in Abusive Supervision Research. In Breevaart, K. & Schyns, B. (Eds.) Destructive Leadership – Forms, Context, and Boundary Conditions. Edward Elgar Publishing.
Liang, L. H., & Brown, D. J. (2016). Abusive leadership. Global Encyclopedia of Public Administration and Public Policy. Springer Major Reference Work.
Graduate-Level
BU804 (MSc/PhD Seminar in Organizational Behaviour)
BU828 (MSc/PhD Seminar in Workplace Deviance)
Undergraduate-Level
BU288 (Organizational Behaviour I)
BU354 (Human Resources Management)
BU490 (Major Research Project)
Contact Info:
T: 548.889.4545
Office location: LH4031 (Lazaridis Hall, Waterloo Campus)
Languages spoken: English, Mandarin, Spanish