Xin Liu Depart.:Organization and Human Resources Academic Title:Associate Professor Tel:8610-82500472 Fax:8610-82509169

Relevant Links


2013.09-2018.07   Ph.D., School of Economics and Management, Tsinghua University, Beijing, China 

2016.09-2017.09   Visiting scholar, Robert H. Smith School of Business, University of Maryland, U.S. 

2009.09-2013.07   B.A., China Foreign Affairs University, Beijing, China

Work Experience

2021.09-present  Associate Professor, Renmin Business School,   Renmin University of China   

2018.09-2021.08  Assistant Professor, Renmin Business School, Renmin University of China

Research Interests

Leadership; Creativity; Proactivity; Ethics


Selected Academic Articles

(Note: † denotes equal   contribution, * denotes corresponding author)

1. Liu*†, X., Liao†, H., Derfler-Rozin†, R.,   Zheng†, X., Wee, E., & Qiu, F. (2020). In line   and out of the box: How ethical leaders help offset the negative effect of   morality on creativity. Journal of  Applied Psychology, 105, 1447-1465.

2.  Yang, L., Zheng, X., Liu*, X., Lu, C., Schaubroeck, J. (2020). Abusive  supervision, thwarted belongingness, and workplace safety: A group engagement perspective. Journal of Applied   Psychology, 105, 230-244.

3.  Li, N., Zheng, X., Harris, T. B., Liu, X., & Kirkman, B. L. (2016). Recognizing “me” benefits   “we”: Investigating the positive spillover effects of formal individual recognition in teams. Journal of  Applied Psychology, 101, 925-939.

4.  Venkataramani,   V., Bartol, K., Zheng, X., Lu, S., & Liu,  X. (in press). Not very competent but connected: Leaders’use of employee social networks as prisms to make delegation decisions. Journal of Applied Psychology.

5.  Lu,   S., Bartol, K., Venkataramani, V., Zheng, X., & Liu, X. (2019). Pitching  novel ideas to the boss: The interactive effects of employees’ idea enactment  and influence tactics on creativity assessment and implementation. Academy of Management Journal, 62,   579-606.

6.  Liu, X., Zheng, X., Li, N., Yu,   Y., Harms, P., & Yang, J. (in press). Both a curse and a blessing? A   social cognitive approach to the paradoxical effects of leader narcissism. Human Relations.

7.  Zhang,   Y., Liu*, X., Xu, S.,   Yang, L. & Bednall, T. (2019). Why abusive supervision impacts employee   OCB and CWB: A meta-analytic review of competing mediating mechanisms. Journal of Management, 45, 2474-2497.

8.  Qin†, X., Liu†, X., Brown†, J., Zheng†, X.,   & Owens†, B.   (2021). Humility harmonized? Exploring whether and how leader and employee   humility (in)congruence influences employee citizenship and deviance  behaviors. Journal of Business Ethics,   170, 147-165.

9.   Zheng,   X., Zhao, H. H., Liu*, X.,   & Li, N. (2019). Network reconfiguration: The implications of recognizing  top performers in teams. Journal of  Occupational and Organizational Psychology, 92, 825-847.

10.  Zheng†, X., Qin†, X., Liu†,  X.,   &, Liao†, H.   (2019). Will creative employees always make trouble? Investigating the roles  of moral identity and moral disengagement. Journal of Business Ethics, 157, 653-672.

11.  Lee,   B. Y., Kim, Tae-Yeol, Gong, Y., Zheng, X., & Liu, X. (2020). Employee well-being attribution and job change   intentions: The moderating effect of task idiosyncratic deals. Human Resource Management, 59,   327-338.

12.  Zhang,   Y., Liu*, X., Chen, W.   (2020). Fight and flight: A contingency model of third parties’ approach-avoidance reactions to peer abusive supervision. Journal of Business and Psychology,   35, 767-782.

13.  Zhou,   Q., Mao, J-Y, Liu*, X.,   & Ning, X. (in press). The impacts of distinct motives on promotive and   prohibitive voice: The differential moderating role of perceived voice level.   Journal of Business and Psychology.

14.  Mao,   J.-Y., Mu, X. and & Liu*, X. (2021),   Discouraging gender-biased job seekers by adapting job advertisements. Journal of Managerial Psychology, 36,   170-182.

15.  Mao,   J-Y., Zhang, Y., Chen, L., & Liu,  X. (2019). Consequences of supervisor self-interested behavior: A  moderated mediation. Journal of  Managerial Psychology, 34, 126-138.

16.  Zhang,   Y., Guo, Y., Zhang, M., Xu, S., Liu, X., & Newman, A. (in press). Antecedents and outcomes of authentic   leadership across culture: A meta-analytic review. Asia Pacific Journal of Management.

17.  Zhang,   Y., Zheng, Y., Zhang, L., Xu, S., Liu, X., & Chen, W. (2021). A meta-analytic review of the consequences of   servant leadership: The moderating roles of cultural factors. Asia Pacific Journal of Management,   38, 371–400.

18.  Liu, X., Zhang, Y., & Liu, C. H. (2017). How does leader   other-emotion appraisal influence employees? The multilevel dual affective   mechanisms. Small Group Research, 48, 93-114.

19.  Zheng,   X. & Liu*, X.   (2017). The buffering effect of mindfulness on abusive supervision and   creative performance: A social cognitive framework. Frontiers in Psychology, 8, 1588.

20.  Ni,   D., Liu, X.*, &   Zheng, X. M. (2021). How do subordinates react to perceived narcissistic   supervision? The roles of perceived interactional justice and need for   belonging. Baltic Journal of  Management, 16, 621-637.

21.  Qin,  X., Liao, H., Zheng, X., & Liu, X.   (2019). Stock market exposure and anxiety in a turbulent market: Evidence  from China. Frontiers in Psychology,   10, 328.

22.  Kirkman, B. L., Li, N., Zheng, X., Harris, T. B., & Liu, X. (2016). Teamwork works best   when top performers are rewarded. Harvard Business Review (on-line).

23.  Zheng,   X. & Liu*, X. (2016).   The effect of interactional justice on employee well-being: The mediating   role of psychological empowerment and the moderating role of power distance. Acta Psychologica Sinica, 48,   693-709. (in Chinese)

24. Liu, X., Yu, Y., Qin,   X., & Zheng, X. (2019). The trickle-down effect of top manager servant   leadership on frontline employee service performance: The moderation role of   middle manager service orientation. Science of Science and Management of S.&.T., 40(9), 135-151. (in   Chinese)

25.  Xu,   M., Liu*, X., Zheng,   X., Ren, N. (2019). The effects of the perception of organizational change meaning on employees’work outcomes: Work engagement and work burnout as dual   mediation mechanisms. Science of  Science and Management of S.&.T., 40(5), 134-149.   (in Chinese)

26.  Ni, D.,   Zheng, X., Liu*, X.,   & Zhang, M. (2021). How and when does team mindfulness influence team effectiveness? – Using company A in the manufacturing industry as an example.   Science of Science and Management of  S.&.T., 42(6), 164-186. (in Chinese)

27.  Zheng,   X., Ni, D., & Liu*, X.   (2019). The effect of mindfulness on work-to-family enrichment: Evidence from experience sampling methods. Chinese Journal of Management, 16, 360-368. (in Chinese)

28.  Zheng,   X., Yu, Y., Liu, X. (2020). The   impacts of high performance work systems on service workers’ emotional labor:   A multi-level model. Science  of Science and Management of S.&.T., 41(11), 132-145. (in   Chinese)

29.  Liu*, X. &   Zhang, M. (2019). Narcissism: A double-edged sword for leaders. Tsinghua Business Review, 68, 73-81.   (in Chinese)

Services & Awards

Honors and Awards

2018, Beijing Outstanding Graduates, Tsinghua University

2018, Excellent Doctoral Dissertation of Tsinghua University, Tsinghua University

2017, Xiao Lin Shi China Economic Research Scholarship, School of Economics and Management, Tsinghua University

2017, Wei Jie Outstanding Paper of Economics Scholarship, School of Economics and Management, Tsinghua University

2017, National Scholarship, Tsinghua University

2016, National Scholarship, Tsinghua University

2016, Wei Jie Outstanding Paper of Economics Scholarship, School of Economics and Management, Tsinghua University

2015, Academic Rising Star, School of Economics and Management, Tsinghua University

2014, Emerald/IACMR Chinese Management Research Fund Award, Emerald Group Publishing Limited and International Association for Chinese Management Research

RMBS made the Top-50 list of MBA,
EMBA and EE programs——The Financial Times

Renmin University of China

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