Hui Liao

Smith Dean's Professor in Leadership & Management

4506 Van Munching Hall
Ph.D. in Organizational Behavior & Human Resources, University of Minnesota

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 organizational justice and inclusion. She has conducted field research in various cultural settings including the United States, Mainland China, Hong Kong, Taiwan, Japan, Europe, Singapore, South Korea, 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. In addition, 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 multiple teaching awards, and served as the Advisor for the OBHR PhD program at the Department of Management and Organization.

Primary Research Areas

  • Leadership
  • Service Behavior/Quality
  • Diversity and Inclusion
  • Creativity and Proactivity
  • Strategic Human Resource Management
  • Cross-Cultural Management

Selected Publications

Jiang, K., Hu, J., Hong, Y., Liao, H., & Liu, S. (in press). Do it well and do it right: Impact of service climate and ethical climate on business performance and the boundary conditions. Journal of Applied Psychology.

Hong, Y, Liao, H., Raub, S., & Han, J. H. (2016). What it takes to get proactive: An integrative multi-level model of the antecedents of personal initiative. Journal of Applied Psychology, 101, 687-701.

Venkataramani, V., Zhou, L., Wang, M., Liao, H., & Shi, J. (2016). Social Networks and Employee Voice: The Influence of Team Members' and Team Leaders' Social Network Positions on Employee Voice. Organizational Behavior and Human Decision Process, 132, 37-48.

Chung, Y, Liao, H., Jackson, S. E, Subramony, M., Colakoglu, S. & Jiang, Y. (2015). Cracking but not breaking: Joint effect of demographic faultline and diversity climate on job dedication. Academy of Management Journal, 58, 1495-1515.

Dong, Y., Liao, H., Chuang, A, Zhou, J., & Campbell, E. (2015). Fostering employee service creativity: Joint effects of customer empowering behaviors and supervisory empowering leadership. Journal of Applied Psychology, 100, 1364-1380.

Li, A. N., & Liao, H. (2014). How do leader-member exchange quality and differentiation affect performance in teams? An integrated multilevel dual-process model. Journal of Applied Psychology, 99, 847-866.

Rupp, D. E., Shao, R., Jones, K., Liao, H. (2014). The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules, moral accountability, bandwidth-fidelity, and social exchange. Organizational Behavior and Human Decision Processes, 123, 159-185.

Martin, S., Liao, H., & Campbell, E. M. (2013). Comparing empowering leadership and directive leadership on task proficiency and proactivity: A field experiment in the UAE. Academy of Management Journal, 56, 1372-1395. 

Hong, Y., Liao, H., Hu, J., & Jiang, K. (2013). Missing link in the service profit chain: A meta-analytic review of the antecedents, consequences and moderators of service climate. Journal of Applied Psychology, 98, 237-267. 

Wang, M., Liu, S., Liao, H., Gong, Y., Kammeyer-Mueller, J., & Shi, J. (2013). Can’t get it out of my mind: Within- and between-person relationships between employee rumination after customer mistreatment and negative mood. Journal of Applied Psychology, 98, 989-1004.

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. (2011). Does diversity climate lead to customer satisfaction? It depends on the service climate and business unit demography. Organization Science, 22, 788-803.

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, 92, 1006-1019.

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: Elsevier.

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.

Major Scholarly Awards

  • 2012, Cummings Scholarly Achievement Award, OB Division, Academy of Management
  • 2010, Scholarly Achievement Award, HR Division, Academy of Management
  • 2009, Distinguished Early Career Contribution Award, Society for Industrial Organizational Psychology (SIOP)
  • 2009, Early Career Achievement Award, HR Division, Academy of Management.
  • 2006, Dorothy Harlow Distinguished Paper Award, Gender and Diversity in Organizations (GDO) Division, Academy of Management.

Other Awards and Honors

  • 2012, Best Proposal Award, Cognition in the Rough Workshop, Managerial and Organizational Cognition (MOC) Division, Academy of Management
  • 2012, Most Innovative Student Paper Award, OB Division, Academy of Management, for a paper I supervised and coauthored with doctoral students
  •  2010 -2011, Top 15% Teaching Award, MBA Core Teaching, Robert H. Smith School of Business, University of Maryland.
  •  2012, 2011, 2010, 2009, 2007, 2006, 2004, Best Paper Proceedings, Academy of Management Meetings.
  •  2008-2009, Top 15% Teaching Award, Undergraduate Teaching, Robert H. Smith School of Business, University of Maryland.
  •  2008, Bronze Medal for Best Conference Paper Award- Micro Paper Track of the 2008 International Association for Chinese Management Research (IACMR).
  •  2006, OB Division Outstanding Reviewer, Academy of Management.
  •  2002, Best Doctoral Student Paper Award, OB/OT/OD Division, Southern Management Association.

 Editorships & Editorial Boards

  • 2010 – present, Associate Editor, Personnel Psychology
  • 2007 – present, co-editor, Research in Personnel and Human Resources Management
  • 2008 – 2010, member of the editorial board, Journal of Management
  • 2008 – 2010, member of the editorial board, Journal of Applied Psychology
  • 2006 – 2010, member of the editorial board, Academy of Management Journal

Other Professional Service

  • 2012 to present, Faculty Advisor, Asian Business Association – Maryland Chapter
  • 2010 to present, Research Director, Center for Excellence in Service, Robert H. Smith School of Business
  • 2010, Chair of the Caucuses Committee, Academy of Management Meeting.
  • 2009, Panelist for the HR Division Doctoral Student Consortium, Academy of Management Meeting.
  • 2009, Discussant for the OB Division Doctoral Student Consortium, Academy of Management Meeting
  • 2008 - 2011, Member of the HR Division Executive Committee, Academy of Management.
  • 2008, Discussant for the OB Division and the HR Division Doctoral Student Consortia, Academy of Management Meeting.
  • 2007, Member of the OB Division Best Competitive Paper Award Committee, Academy of Management.
  • 2006, Member of the HR Division Ralph Alexander Best Dissertation Committee, Academy of Management.
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