Xiangmin (Helen) Liu

• PhD
• Professor at Rutgers, The State University of New Jersey

Prior research in behavioral ethics suggests that supervisors may influence employees’ ethical decision-making. However, the extent to which supervisors shape the recurrence of employees’ unethical behaviors remains underexplored. By integrating cognitive dissonance theory with social information processing theory, we provide new insights into how...

Drawing on the theory of proximal withdrawal states (Hom et al., 2012), we propose and examine the presence and effects of latent withdrawal profiles (LWPs) that characterize employees’ participation in, or withdrawal from, an employing organization. Drawing upon survey and archival data of IT employees over a 30-month period, we found evidence of...

In this study, we examine how establishment‐level aggression originating from customers can lead to voluntary turnover. We also examine whether establishment‐level factors, such as collective voice, high involvement work practices and control‐based work practices, moderate this relationship. By analysing a sample of 139 call centres in Canada, we f...

Drawing on conservation of resources theory, we contribute to the behavioral ethics literature by examining how and why organizational socialization processes can affect newcomers’ adoption of unethical behaviors. Specifically, we contend that quality peer coaching (i.e., providing newcomers with job-related guidance and social support) provides ne...

In this paper, we developed a multilevel model that links organizational tenure to work outcomes for employees and organizations. Based on objective data from company records and self-reported surveys from employees and managers over a 6-month period in 76 branches of a retail bank in China, we found that the strengths of the relationships between...

This editorial was written as a vision of IHRM research, to be both thought-provoking and to start a conversation that can continue to move the field forward. Starting with a brief outline of the field, the editorial emphasizes distinct research route trajectories charting the landscape and anatomy of HRM in an international context, focusing on HR...

While a number of studies examined the mechanisms that link high-involvement human resource systems (HIHRS) to organizational performance, few have systematically explained why the adoption of such systems remains limited. Based on a national sample of 247 call center establishments in China, this study investigates an array of organizational and r...

Research has convincingly shown that leader-member exchange (LMX) is associated with a range of beneficial outcomes for employees within organizations. As employees increasingly pursue boundaryless careers that straddle multiple organizations, it is important to ask: Do advantages from LMX extend beyond the current organization and persist even aft...

Research has convincingly shown that leader-member exchange (LMX) is associated with a range of beneficial outcomes for employees within organizations. As employees increasingly pursue boundaryless careers that straddle multiple organizations, it is important to ask: Do advantages from LMX extend beyond the current organization and persist even aft...

The authors examine enterprise-level antecedents of wildcat strikes in Vietnam using a national representative sample of foreign-invested enterprises over the period 2010 to 2012, coding of factory audits, and field research. They predict that these unauthorized, semi-spontaneous work stoppages are more common among unionized workplaces, because th...

China's traditional model of long-term employment has been undermined by an increased reliance on nonrenewable fixed-term and temporary agency employment contracts. In this study, the author draws on survey data from 130 establishments and interviews of 48 key informants to explore the spread of contingent work. Results indicate that state-owned an...

We investigate the relationship between the use of contingent work arrangements and organizational performance. Specifically, we focus on the use of direct hire and agency temporary workers in service workplaces to better understand how the degree of reliance on the contingent workforce can affect service levels and voluntary turnover among the reg...

In existing research on voluntary turnover, scholars have examined how an individual’s preference for leaving and perceived behavioral control over exercising this preference may drive the decision to leave his or her current job. So far, most studies have adopted a variable-centered approach and estimated the relative effects of these preference a...

This study investigates the relationship among preference for full-time employment, primacy of part-time employment, and work-related outcomes in a nationally representative sample of part-time college instructors. Results based on multilevel cross-classified random effects models indicate that part-time faculty who prefer full-time positions repor...

The authors examine enterprise-level antecedents of wildcat strikes in Vietnam based on a national representative sample of foreign-invested enterprises over the period 2010-2012. They predict that these illegal, semi-spontaneous work stoppages are more common among unionized workplaces, because workers in these enterprises use wildcat strikes as a...

High rates of voluntary employee turnover in knowledge intensive organizations can be of particular concern. This study demonstrates that leader member exchange (LMX) impacts longer term positive relationship between quitters (or alumni) and their former employer. This longitudinal study utilizes multiwave data from multiple sources. It finds that...

Strategic human capital research has emphasized the importance of human capital as a resource for sustained competitive advantage, but firm investments in this intangible asset vary considerably. This article examines whether and how external pressures on firms from capital markets influence their human capital strategy. These pressures have inc...

In this study, we examine institutional predictors of part-time faculty employment in the higher education sector in the United States. We draw upon institutional and individual-level data to examine the variation in the intensity of part-time employment in faculty positions among a representative sample of higher education institutions. Institutio...

A growing body of research has identified a shift in the decision-making structure of American corporations–away from one based on managerial expertise towards one based on financial expertise. Under the classic model of 'managerial capitalism', managers controlled corporate strategic and operational decision-making while dispersed shareholders had...

We examine the variation in employment levels of part-time faculty, full-time teaching faculty, and full-time professorial faculty across 4-year colleges and universities in the United States. Employment structures and practices in higher education institutions are determined by a variety of economic and institutional factors. For example, a 1% inc...

This study investigates the relationship among college quality, earnings, and job satisfaction among a recent cohort of college graduates. Our results suggest that, controlling for earnings, college quality is negatively related to job satisfaction, especially to those aspects of the job that are associated with monetary rewards. Further analysis i...

This multilevel study examines the role of supervisors in improving employee performance through the use of coaching and group management practices. It examines the individual and synergistic effects of these management practices. The research subjects are call center agents in highly standardized jobs, and the organizational context is one in whic...

This study examines the relationship between informal training and job performance among 2,803 telephone operators in a large unionized U.S. telecommunications company. The authors analyze individual-level data on monthly training hours and job performance over a five-month period in 2001 as provided by the company’s electronic monitoring system. T...

Guidance provides trainees with the information necessary to make effective use of the learner control inherent in technology-based training, but also allows them to retain a sense of control over their learning (Bell & Kozlowski, 2002). One challenge, however, is determining how much learner control, or autonomy, to build into the guidance strateg...

This study examines the relationship between on-the-job training and job performance among 3,408 telephone operators in a large unionized telecommunications company. We utilize individual data on monthly training hours and job performance over a five-month period as provided by the company’s electronic monitoring system. Results indicate that the r...

This study uses a cross-section national sample of four-year colleges and universities in the United States to examine the variation of part-time faculty employment. Results of this study suggest that higher educational institutions actively design and adopt contingent work arrangements to save on labor costs and to manage their resource dependence...