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Long, Lirong

  • 发布日期:2016-06-29
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Long, Lirong

Professor

Department of Business Management

Research Interests:
Human Resources Management, Organizational Behavior and etc.
Phone: 8627-87556475
Email: lrlong@mail.hust.edu.cn

  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

wbext1 Professor wbext2 8627-87556475
wbext3 lrlong@mail.hust.edu.cn

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