Education

　　Ph.D. (Majored in Management Psychology), CAS, 2001.

　　M.E. (Majored in Applied Psychology), Central China Normal University, CCNU, 1990.

　　B.E. (Majored in Education Science), CCNU, 1987.

　　Overseas Visiting and Training

　　Visiting Scholar, Chinese University of Hong Kong, Hong Kong, Mar. 1996-Aug. 1996.

　　Senior Visiting Scholar, Arizona State University, USA, Jan. 2003-Jan. 2004.

　　PCMPCL Program, Harvard Business School, USA, July-Aug. 2010.

　　Courses Taught

　　Human Resource Management, Organizational Behavior, Employee Relationship Management, Stress Management, Modern Management Theories, Psychology Research Methodology, etc.

　　Industrial Experiences

　　Management Consultant, NormStar Co., Ltd., 2010-Present

　　Consultant, Guangdong Lisheng Power Engineering Co., Ltd., 2008-2009

　　Management Consultant, Taizhu Co. Ltd., 2007- 2009

　　Consulting Activities: Phoenix Publishing & Media Group, Huazhong Sales Company of Petro China Co. Ltd., Yichang Huaxi Mining Co., Hearts K Group, Guangdong Nanhai Power Design, etc.

　　Research Interests

　　Human Resource Management, Organizational Behavior etc.

　　Representative Research Papers

　　1)Generalizability of interest structure to China: Application of the Personal Globe Inventory.Journal of Vocational Behavior. 2005, Vol. 66, No. 1: 66-80. (with Ryan S. Adams & Terence J. G. Tracey.) (SSCI)

　　2)Structure of RIASEC scores in China: A structural meta-analysis. Journal of Vocational Behavior. 2006, Vol. 68, No. 1: 39-51. (with Terence J. G. Tracey.) (SSCI)

　　3)Structure of interests in Japan: Application of the personal globe inventory occupational scales. Measurement and Evaluation in Counseling and Development. 2006, Vol. 38, No. 4: 222-235. (with Naotaka Watanabe & Terence J. G. Tracey.) (SSCI)

　　4)Effects of cognition- and affect-base trust in supervisors on task performance and OCB. Acta Psychologica Sinica, 2009, Vol. 41，No. 1: 86-94. (with Wei Huiming.) (in Chinese)

　　5)Relation ship between Paternalistic Leadership and Organizational Justice. Acta Psychologica Sinica, 2007, Vol. 39，No. 5: 909-917. (with Zhou Hao.) (in Chinese)

6)Wei.He, Lirong Long, Kuvaas. Unraveling the relationship between pay dispersion and turnover intention: An exploration of the dual-deprivation path model . Human Resource Management，2015(accepted)SSCI

　　7)Yong Zhang, Lirong Long, Tsungyu Wu，Xu Huang. When is pay for performance related to employee creativity in China: The role of guanxi HRM practice, trust in management, and intrinsic motivation. Journal of Organizational Behavior, 2015，36： 698–719, DOI: 10.1002/job.2012

　　8)Shao-Long Li; Yuanyuan HUO; Li-Rong Long. Chinese traditionality matters: Effects of differentiated empowering leadership on followers‘ trust in leaders and work outcomes ，Journal of Business Ethics，2015