Smith Dean’s Professor in Leadership and Management
Ph.D., Carlson School of Management, University of Minnesota
4506 Van Munching Hall
College Park, MD 20742
Personal Web site
Dr. Hui Liao is the endowed Smith Dean’s Professor in Leadership and Management at the University of Maryland's Robert H. Smith School of Business. Before joining Maryland, she was on the faculties of the Rutgers University and the University of Illinois at Urbana-Champaign. She received her Ph.D. with concentrations in Organizational Behavior and Human Resources from the University of Minnesota's Carlson School of Management, and her BA in International Economics from the Renmin University of China.
Professor Liao’s current research interests include leadership, service quality, high performance work systems, and workforce diversity and inclusion. She has conducted field research in various cultural settings including the United States, Mainland China, Hong Kong, Taiwan, Japan, Europe, the UAE, and other cultural contexts, involving both small business and multinational companies’ worldwide operations. Her work received the Academy of Management's
Dorothy Harlow Distinguished Paper Award, was featured in the American Psychological Association's Press Releases, and has appeared in the field’s top journals such as the
Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and
Human Decision Processes, Organization Science, and Personnel Psychology.
Professor Liao was honored with the 2012 Cummings Scholarly Achievement Award. The prestigious award is one of the highest professional honors in the field of organizational behavior, given annually by the Organizational Behavior Division of the Academy of Management to recognize outstanding early- to mid-career scholarly achievement. This is not the first time Professor Liao’s impact has been recognized. In 2010, she won the
Scholarly Achievement Award from the Academy of Management’s Human Resources Division, and in 2009 she was recognized with the
Distinguished Early Career Contributions Award from the Society for Industrial-Organizational Psychology, and the
Early Career Achievement Award from the Academy of Management’s Human Resources Division.
In addition to her research accomplishments, Professor Liao has also been consistently recognized for her exemplary teaching at the PhD, MBA/EMBA, and undergraduate levels. Professor Liao was a recipient of the 2008-2009 and 2010-2011 Top 15% Teaching Award, and currently serves as the Advisor for the OBHR PhD program at the Department of Management and Organization.
Primary Research Areas
Martin, S., Liao, H., & Campbell-Bush, E. (in press). Comparing empowering leadership and directive leadership on task proficiency and proactivity: A field experiment in the UAE.
Academy of Management Journal.
Hong, Y., Liao, H., Hu, J., & Jiang, K. (in press). Missing link in the service profit chain: A meta-analytic review of the antecedents, consequences and moderators of service climate.
Journal of Applied Psychology.
Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on creativity.
Academy of Management Journal, 55, 1187-1212.
Raub, S., & Liao, H. (2012). Doing the right thing without being told: Joint effects of initiative climate and general self-efficacy on employee proactive customer service performance. Journal of Applied Psychology, 97, 651-667.
McKay, P. F., Avery, D. R., Liao, H., & Morris, M. A.
diversity climate lead to customer satisfaction? It depends on the
service climate and business unit demography. Organization Science,
Joshi, A., Liao, H., Roh, H. (2011). Bridging domains in workplace demography research: A review and reconceptualization.
Special Issue, “Walking New Avenues in Management Research Methods and Theories:
Bridging Micro and Macro Domains.” Journal of Management, 37, 521-552.
Liao, H., Liu, D., & Loi, R. (2010). Looking at
both sides of the social exchange coin: A social cognitive perspective on the
joint effects of relationship quality and differentiation on creativity.
Academy of Management Journal, 53, 1090-1109.
Chuang, C. H., & Liao, H. (2010). Strategic
human resource management in service context: Taking care of business by taking
care of employees and customers. Personnel Psychology, 63, 153-196.
Liao, H., Toya, K., Lepak, D, & Hong, Y. (2009). Do
they see eye to eye? Management and employee perspectives of high performance
work systems and influence processes on service quality. Journal of Applied
Psychology, 94, 371-391.
Joshi, A., Lazarova, M. B., & Liao, H. (2009).
Getting everyone on board: The role of inspirational leadership in
geographically dispersed teams. Organization Science, 20, 240-252.
Liao, H., Chuang, A., & Joshi, A. (2008). Perceived
deep-level dissimilarity: Personality antecedents and impact on overall job attitude,
helping, work withdrawal, and turnover. Organizational Behavior and Human
Decision Processes, 106, 106-124.
Liao, H., & Subramony, M. (2008). Employee customer
orientation in manufacturing organizations: Joint influences of customer proximity
and senior leadership team. Journal of Applied Psychology, 93, 317-328.
Liao, H., & Chuang, A. (2007). Transforming service
employees and climate: A multi-level multi-source examination of transformational
leadership in building long-term service relationships. Journal of Applied Psychology,
Liao, H. (2007). Do it right this time: The role of
employee service recovery performance in customer-perceived justice and customer
loyalty after service failures. Journal of Applied Psychology, 92, 475-489.
Lepak, D.P., Liao, H., Chung, Y., & Harden, E.
(2006). A conceptual review of human resource management systems in strategic
human resource management research. In J. Martocchio (Ed.), Research in
Personnel and Human Resources Management, Vol. 25, 217-271. Oxford, UK:
Joshi, A., Liao, H., & Jackson, S. E. (2006). Cross-level
effects of workplace diversity on sales performance and pay. Academy of Management
Journal, 49, 459-481.
Liao, H., & Rupp, D. E. (2005). The impact of justice
climate and justice orientation on work outcomes: A cross-level multifoci framework.
Journal of Applied Psychology, 90, 242-256.
Liao, H., Joshi, A., & Chuang, A. (2004). Sticking
out like a sore thumb: employee dissimilarity and deviance at work. Personnel
Psychology, 57, 969-1000.
Liao. H., & Chuang, A. (2004). A multilevel investigation
of factors influencing employee service performance and customer outcomes.
Academy of Management Journal, 47, 41-58.
Glomb, T. M., & Liao, H. (2003). Interpersonal aggression
in work groups: Social influences, reciprocal and individual effects. Academy
of Management Journal, 46, 486-496.
Kammeyer-Mueller, J. D., Liao, H., & Arvey, R. D.
(2001). Downsizing and organizational performance: A review of the literature
from a stakeholder perspective. In G. R. Ferris (Ed.), Research in Personnel
and Human Resources Management, Vol. 20, 269-329. Stamford CT: JAI Press.
Major Scholarly Awards
Other Awards and Honors
Editorships & Editorial Boards
Other Professional Service