Haoying Xu
Assistant Professor
School of Business
Education
- PhD (2022) University of Illinois Chicago (Organizational Behavior/Human Resource Management)
Research
Leadership
Workplace relationships
Workplace emotions
Workplace relationships
Workplace emotions
General Information
Haoying (Howie) Xu received his PhD in management from the University of Illinois Chicago. His research is focused on leadership, workplace relationships, and workplace emotions. His articles have appeared in various outlets such as Journal of Applied Psychology and Personnel Psychology, and been featured in practical outlets such as Harvard Business Review.
Institutional Service
- SSB Management & Marketing Area Research Seminars Planning Committee Chair
- University Curriculum Committee (School of Business) Member
- Committee on Pedagological Approaches in the Age of AI Member
Appointments
Assistant Professor of Management - 2022 to present
Honors and Awards
Best Reviewer Award, AOM OB Division, 2023
Vice-provost’s commendation for Teaching Excellence, Stevens Intitute of Technology 2023, 2024
Outstanding Service as Student Representative, AOM OB Division, 2019–2021
Chicago Consular Corps Award ($1,000), 2020
Greenleaf Scholarship Award ($2,500), 2020
Greenleaf Scholarship Award ($2,500), 2018
Vice-provost’s commendation for Teaching Excellence, Stevens Intitute of Technology 2023, 2024
Outstanding Service as Student Representative, AOM OB Division, 2019–2021
Chicago Consular Corps Award ($1,000), 2020
Greenleaf Scholarship Award ($2,500), 2020
Greenleaf Scholarship Award ($2,500), 2018
Professional Societies
- Center for Positive Organizations Community, University of Michigan Member
- SMA – Southern Management Association Member
- SIOP – Society for Industrial and Organizational Psychology Member
- AOM – Academy of Management Member
Grants, Contracts and Funds
Zheng, W., Tao, Y., Muisener, P. A., & Xu, H. STEM Teaching Effectiveness. (Co-PI). $5,000 granted by the Teaching and Learning Center (TLC) at Stevens Institute of Technology. (Winner of 2025 TCL Seed Grant Competition; Overall score: 3.5/4.0)
Selected Publications
Most Recent Journal Publications
1. Xu, H., Wayne, S. J., Michel, E. J., & Pan, J. (in press). I-deals for some employees may (not) be ideal for the team: Positive and negative relationships between i-deals differentiation and team effectiveness. Human Resource Management. (FT-50)
2. Xu, H., Hannah, S.T., Wang, Z., Moss, S., Sumanth, J., & Song, M. (2025). Jekyll and Hyde leadership: Examining the direct and vicarious experiences of abusive and ethical leadership through the lens of justice variability. Journal of Applied Psychology, 110(6), 831–845. (FT 50 & ABS-4*)
3. Xu, H., Wayne, S. J., Wang, L., & Pan, J. (2024). LMX differentiation as a double-edged sword: A social hierarchy perspective for understanding the beneficial and detrimental effects of LMX differentiation on team performance. Personnel Psychology, 77, 713–745. (ABS 4*)
Selective Practitioner Oriented Publications
1. Xu, H., Hannah, S. T., Sumanth, J., & Moss, S. (2024). Leaders can’t make up for bad behavior by being nice later. Harvard Business Review. https://hbr.org/2024/11/leaders-cant-make-up-for-bad-behavior-by-being-nice-later#
2. Xu, H., Pan, J., & Zheng, X. (2022). The upside of playing favorites: It doesn’t have to be toxic. Harvard Business Review. https://hbr.org/2022/07/the-upside-of-playing-favorites?ab=hero-main-text
Book Chapter
1. Xu, H., Zhong, M., & Liden, R. C. (2020). The state of the art in academic servant leadership research: A systematic review. In J. C. Burkhardt, & J. Y. Joslin (Eds.), Inspiration for servant leaders: Lessons from fifty years of research and practice. Greenleaf Center for Servant Leadership.
1. Xu, H., Wayne, S. J., Michel, E. J., & Pan, J. (in press). I-deals for some employees may (not) be ideal for the team: Positive and negative relationships between i-deals differentiation and team effectiveness. Human Resource Management. (FT-50)
2. Xu, H., Hannah, S.T., Wang, Z., Moss, S., Sumanth, J., & Song, M. (2025). Jekyll and Hyde leadership: Examining the direct and vicarious experiences of abusive and ethical leadership through the lens of justice variability. Journal of Applied Psychology, 110(6), 831–845. (FT 50 & ABS-4*)
3. Xu, H., Wayne, S. J., Wang, L., & Pan, J. (2024). LMX differentiation as a double-edged sword: A social hierarchy perspective for understanding the beneficial and detrimental effects of LMX differentiation on team performance. Personnel Psychology, 77, 713–745. (ABS 4*)
Selective Practitioner Oriented Publications
1. Xu, H., Hannah, S. T., Sumanth, J., & Moss, S. (2024). Leaders can’t make up for bad behavior by being nice later. Harvard Business Review. https://hbr.org/2024/11/leaders-cant-make-up-for-bad-behavior-by-being-nice-later#
2. Xu, H., Pan, J., & Zheng, X. (2022). The upside of playing favorites: It doesn’t have to be toxic. Harvard Business Review. https://hbr.org/2022/07/the-upside-of-playing-favorites?ab=hero-main-text
Book Chapter
1. Xu, H., Zhong, M., & Liden, R. C. (2020). The state of the art in academic servant leadership research: A systematic review. In J. C. Burkhardt, & J. Y. Joslin (Eds.), Inspiration for servant leaders: Lessons from fifty years of research and practice. Greenleaf Center for Servant Leadership.
Courses
BT 330 Social Psychology and Organizational Behavior (Undergraduate level)
BT 422 Decision Making (Undergraduate level)
MGT 689 Organizational Behavior and Design (Graduate level)
BT 422 Decision Making (Undergraduate level)
MGT 689 Organizational Behavior and Design (Graduate level)