Publications

*Hong, W., *Zhang, L., & Gajendran, R. (in press). Relative status and dyadic help seeking and giving: The roles of past helping history and power distance value. Human Relations.

Nguyen, C. M., Zhang, L., & Morand, D. (2021). Unethical pro-organizational behavior: A moderated mediational model of its transmission from managers to employees. Journal of Leadership & Organizational Studies, 28, 379-393.

Sabat, I, Goldberg, C., King, E., Watson, J., & Zhang, L (2021). Pygmalion in the pipeline: How managers' perceptions influence racial differences in turnover. Human Resource Management, 60, 603-616.

Zhang, L., Choi, Y. R., & Zhao, H. (2021). Stereotypes about academic entrepreneurs and their negotiation counterparts' collaborative behavior. Small Business Economics, 57, 1269-1284.

Yu, H., Yan, C., Zhang, L., Dong, Z., Cheng, L., Zheng, X., & Zhao, Z. (2021). Does the Employability Paradox Exist or Not? An Inverted U-Shaped Model. Frontiers in Psychology, 12, 588793.

Zhang, L., Goldberg, C., & McKay, P. (2020). From new hires to their supervisors: The influence of newcomer race/ethnicity on the leader-member exchange conveyance. Journal of Occupational and Organizational Psychology, 93, 767-789.

Hong, W., Zhang, L., Gang, K., & Choi, B. (2019). The effects of expertise and social status on team member influence and moderating roles of intragroup conflict. Group and Organization Management, 44, 745-776.

Zhang, L., & Seo, J. (2018). Held captive in the office: an investigation into long working hours among Korean employees. International Journal of Human Resource Management, 29, 1231-1256.

Morand, D., & Zhang, L. (2018). The impact of status-leveling symbols on employee attitudes: a moderated meditational analysis. International Journal of Human Resource Management, 29, 1-26.

Zhang, L., & Morand, D. (2014). The Linkage between status-leveling symbols and work attitudes. Journal of Managerial Psychology, 29, 973-993.

Zhang, L., Gowan, M. A., & Trevino, M. (2014). Cross-cultural Correlates of Career and Parental Role Commitment. Journal of Managerial Psychology, 29, 736-754.

Zhang, L., & Goldberg, C. (2014). Sensitivity-to-diversity: A moderator of diversity – affective outcomes relationships.Equality, Diversity and Inclusion: An International Journal, 33, 494-509.

Zhang, L. (2012). Board demographic diversity, independence and corporate social performance. Journal of Corporate Governance: The International Journal of Business in Society, 12, 686-700.

Zhang, L., & Gowan, M. (2012). Corporate social responsibility, applicants’ individual traits, and organizational attraction: A person – organization fit perspective. Journal of Business and Psychology, 27, 345-362.

Goldberg, C., Riordan, C., & Zhang, L. (2008). Employees’ perceptions of their leaders: Is being similar always better? Group and Organization Management, 33, 330-355.

Goldberg, C., & Zhang, L. (2004). Simple and joint effects of gender and self-esteem on responses to same-sex sexual harassment. Sex Roles, 50, 823-833.

Note. Asterisked names denote equal contribution.