BSc (University of Toronto), MA (University of Waterloo), PhD (University of Waterloo)
Lindie Liang is an Assistant 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 interests can be broadly classified into three overlapping areas: leadership, workplace aggression, and emotions. In studying those areas of interest, a recurring theme of Lindie's research involves the application of motivational theories to develop an understanding of when and why employees behave in certain ways.
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, and Negotiation and Conflict Management Research.
Liang, L. H., Brown, D. J., Lian, H., Hanig, S., Ferris, D. L., & Keeping, L. M. (in press). Righting a wrong: Retaliation on a voodoo doll symbolizing an abusive supervisor restores justice. The Leadership Quarterly.
Liang, L. H., Hanig, S., Evans, R., Brown, D. J., & Lian, H. (in press). 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.
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.
Liang, L. H., & Brown, D. J. (2016). Abusive leadership. Global Encyclopedia of Public Administration and Public Policy. Springer Major Reference Work.
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