Faculty

Institution

Unit

Venue

Cong Liu

Hofstra University

Affiliations

Department of Psychology

NoneCong Liu is currently serving as a Psychology faculty at Hofstra University.

Honors

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Experiences

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Education

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Cong Liu

Hofstra University

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psychology organizational behavior behavioral sciences organizational psychology social sciences management applied psychology applied social psychology occupational health psychology human resource management social psychology work-related stress stress management employee attitudes cultural psychology job performance workplace conflict workplace ostracism mental health human performance motivation cultural studies human resources cross-cultural perspectives supervisor ostracism performance evaluation intercultural studies vocational behavior migration studies self-efficacy theory organizational conflict work adjustment organizational culture workplace studies united states organization studies international management industrial ergonomics applied cognitive psychology behavioral research unpaid work life course job satisfaction labor relations employee relations work attitudes prosocial behavior cross-cultural issues organizational research supervisor conflict administrative science knowledge management cultural economy international business human relations qualitative interpretation cross-cultural management worker well-being holistic view case conceptualization task performance international research negative results occupational ergonomics qualitative study cross-national job stress culture model multinational organization measurement equivalence different gender occupational groups job stress task efficacy stressor appraisals double-edged effect hindrance stressors

Notable Scholarly Works

Notable Federal Grants

Collaborators

“I Am Sorry, but I Did Not Mean to Hurt You”: A Moderated-Mediation Model of Group Non-Purposeful Ostracism. Journal of Business and Psychology (2024)

Amer Ali Al-AtwiJoshua E. CogswellCong Liu

group processgroup non-purposeful ostracismorganizational psychologypsychologybusinessorganizational behaviorsocial psychologymoderated-mediation model

Proactive Employees Perceive Coworker Ostracism: The Moderating Effect of Team Envy and the Behavioral Outcome of Production Deviance.. Journal of Occupational Health Psychology (2024)

Cong LiuYisheng PengShiyong XuMuhammad Umer Azeem

work-related stresssocial influenceapplied social psychologysocial sciencespsychologybehavioral researchorganizational psychologyprosocial behaviororganizational behavioremployee attitudesteam envycoworker ostracismproduction devianceoccupational health psychologyapplied psychologyproactive employeesbehavioral sciences

Why and When Do Employees Feel Guilty About Observing Supervisor Ostracism? the Critical Roles of Observers’ Silence Behavior and Leader–Member Exchange Quality. Journal of Business Ethics (2024)

Muhammad Umer AzeemInam Ul HaqDirk De ClercqCong Liu

silence behaviorsupervisor ostracismethicsleader-member exchange qualitybusinessbusiness ethics

Why and When Employees Ostracize Their Leaders: The Effect of Leader Political Act and Integrity Trustworthiness of the Leader. European Journal of Work and Organizational Psychology (2024)

Cong LiuShiyong XuBainan ZhangOi-Ling SiuJinyan Fan

trustorganizational communicationintegrity trustworthinessleader political actorganizational psychologyethical leadershippsychologyorganizational researchorganizational theoryorganizational behavioremployee attitudespolitical behaviororganizational culturebehavioral sciences

Supervisor Ostracism and Employees’ Emotional Labor: The Moderating Effect of Interpersonal Harmony. Journal of Business and Psychology (2023)

Xixi GuCong LiuJie MaChenguang Du

social behaviorsupervisor ostracismmanagementinterpersonal relationshipsapplied social psychologyorganizational psychologypsychologybusinessprosocial behaviororganizational theoryorganizational behaviorsocial psychologyemployee relationsinterpersonal harmonyemotional labor

Examining the Curvilinear Relationship of Job Performance, Supervisor Ostracism, and Turnover Intentions. Journal of Vocational Behavior (2022)

Cong LiuHai LiLing Li

performance studiesjob satisfactionoccupational health psychologyvocational behaviorbehavioral sciencesjob performanceworkforce developmententrepreneurial behaviororganizational psychologyorganizational behaviorturnover intentionsapplied social psychologysocioeconomic statuscurvilinear relationshippsychologyhuman resourcesprofessional developmentmentorshipsupervisor ostracismemployee attitudesperformance evaluation

Individual and Group Predictors of Workplace Ostracism and Employee Coping. Academy of Management Proceedings (2022)

Cong LiuChiahuei WuJoshua CogswellMalgorzata Gamian-WilkXixi GuSami AbdelalAmer Ali Al-AtwiBrian GoldfederSwapnil KalraMarta LuszczykiewiczAarti PolavarapuLindsay PycKonrad SmolakShiyong XuBainan Zhang

group processmanagementworkplace conflictorganizational psychologyemployee copingorganizational behaviorgroup predictorsworkplace ostracismworkplace studies

Supervisor–Employee Task Conflict and Supervisor Ostracism: The Moderating Effect of Interpersonal Harmony Values. Applied Psychology (2022)

Cong LiuLing LiHai LiValentina Bruk‐LeeJie MaYing Liu

supervisor ostracismmanagementapplied social psychologyinterpersonal harmony valuesorganizational psychologypsychologyorganizational behaviorsupervisor-employee task conflictapplied psychologybehavioral sciences

The Hidden Performance Costs of Professional Isolation? a Latent Change Score Model of Professional Isolation During the Early Stage of Covid‐19 Pandemic. Applied Psychology (2022)

Yisheng PengCong LiuShiyang SuAlexa Rosenblatt

professional isolationcovid-19covid-19 pandemicpsychologyhidden performance costsearly stagelatent changeapplied psychology

When Job Resources Function as a Stress Buffer: A Resource Allocation Perspective of the Job Demands-Resources Model. Personality and Individual Differences (2022)

Haixu BaoCong LiuJie MaJiawei FengHuiyuan He

work-related stressperformance studiesresource allocation perspectiveworkforce developmentvocational behaviorjob performancebehavioral decision makingcognitive sciencehuman performancejob resources functionunpaid workjob demands-resources modelpsychologyhuman resourcesmotivationhuman resource managementcrisis managementresource allocationstress bufferhuman decision processworkload managementperformance evaluation

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Cong Liu

Hofstra University

Affiliations

Department of Psychology

NoneCong Liu is currently serving as a Psychology faculty at Hofstra University.

Honors

Create free account to unlock more features

Experiences

Create free account to unlock more features

Education

Create free account to unlock more features

Cong Liu

Hofstra University

You can click a keyword to filter the displayed items

Notable Scholarly Works

Notable Federal Grants

Collaborators

“I Am Sorry, but I Did Not Mean to Hurt You”: A Moderated-Mediation Model of Group Non-Purposeful Ostracism. Journal of Business and Psychology (2024)

Amer Ali Al-AtwiJoshua E. CogswellCong Liu

group processgroup non-purposeful ostracismorganizational psychologypsychologybusinessorganizational behaviorsocial psychologymoderated-mediation model

Proactive Employees Perceive Coworker Ostracism: The Moderating Effect of Team Envy and the Behavioral Outcome of Production Deviance.. Journal of Occupational Health Psychology (2024)

Cong LiuYisheng PengShiyong XuMuhammad Umer Azeem

Muhammad Umer AzeemInam Ul HaqDirk De ClercqCong Liu

silence behaviorsupervisor ostracismethicsleader-member exchange qualitybusinessbusiness ethics

Why and When Employees Ostracize Their Leaders: The Effect of Leader Political Act and Integrity Trustworthiness of the Leader. European Journal of Work and Organizational Psychology (2024)

Cong LiuShiyong XuBainan ZhangOi-Ling SiuJinyan Fan

Supervisor Ostracism and Employees’ Emotional Labor: The Moderating Effect of Interpersonal Harmony. Journal of Business and Psychology (2023)

Xixi GuCong LiuJie MaChenguang Du

Examining the Curvilinear Relationship of Job Performance, Supervisor Ostracism, and Turnover Intentions. Journal of Vocational Behavior (2022)

Cong LiuHai LiLing Li

Individual and Group Predictors of Workplace Ostracism and Employee Coping. Academy of Management Proceedings (2022)

group processmanagementworkplace conflictorganizational psychologyemployee copingorganizational behaviorgroup predictorsworkplace ostracismworkplace studies

Supervisor–Employee Task Conflict and Supervisor Ostracism: The Moderating Effect of Interpersonal Harmony Values. Applied Psychology (2022)

Cong LiuLing LiHai LiValentina Bruk‐LeeJie MaYing Liu

The Hidden Performance Costs of Professional Isolation? a Latent Change Score Model of Professional Isolation During the Early Stage of Covid‐19 Pandemic. Applied Psychology (2022)

Yisheng PengCong LiuShiyang SuAlexa Rosenblatt

professional isolationcovid-19covid-19 pandemicpsychologyhidden performance costsearly stagelatent changeapplied psychology

When Job Resources Function as a Stress Buffer: A Resource Allocation Perspective of the Job Demands-Resources Model. Personality and Individual Differences (2022)

Haixu BaoCong LiuJie MaJiawei FengHuiyuan He

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