Education
Jun 2002 to Dec 2004: Postdoctoral Fellow in Management Science and Engineering at the School of Management, Huazhong University of Science and Technology.
Sept 1998 to Jul 2001: Doctoral Candidate at the Institute of Psychology, Chinese Academy of Sciences, received a Doctorate degree.
Sept 1987 to Jun 1990: Graduate student in the Department of Education, Central China Normal University, received a Master's degree.
Sept 1985 to Jun 1987: Studied at the Department of Psychology, Beijing Normal University.
Sept 1983 to Jun 1985: Studied in the Department of Education, Central China Normal University, received a Bachelor's degree.
Overseas Visiting and Training
Jan 2003 to Jan 2004: Senior Visiting Scholar at Arizona State University.
Mar 1996 to Sept 1996: Visiting Scholar at The Chinese University of Hong Kong.
Courses Taught （2019-2023）
Undergraduate：Introduction to Human Resource Management ,Organizational Behavior, Human Resource Management
Work Experiences
Oct 2023 - Present: Professor, Department of Business Administration, Huazhong University of Science and Technology (HUST)
Jul 2018 - Sept 2023: Principle Strategic Research Scientist, Qiyuan Lab & Lab for High Technology, Tsinghua University
Jul 2016 - Jul 2018: Director of Strategy, Qingkong Nuclear Energy Technology LLC
Jul 2010 - Jul 2016: Associate Professor/Associate Research Scientist/Assistant Research Scientist, Institute of Nuclear&New Energy Technology, Tsinghua University
Consulting (Training) Activities
1. Management Consulting: Designed human resource systems for publishing press, food processing companies, quartz glass processing enterprises, phosphate mining companies, power engineering firms, and oil processing and sales enterprises.
2. Management Training: Provided training in motivation, leadership, team building, compensation, performance management, career management, and digital human resource management for construction, finance, software development, communication, tobacco, electricity, high-tech enterprises, hospitals, government, and universities.
Research Interests
Organizational Behavior and Human Resource Management - with a focus on research in areas such as career development, performance-based pay, creativity, leadership, labor relations, helping behavior, and digital human resource management.
Representative Research Projects
1. National Natural Science Foundation of China (NSFC) Key Project: Research on Organizational Behavior of Platform Enterprises Based on Value Co-creation and Sharing: From the Perspective of Organizational Synergy (2022.01-2026.12)
2. National Natural Science Foundation of China (NSFC) General Project: Research on Helping Behavior from the Perspective of Interplay between Helpers and Recipients: Gratitude or Retaliation (2018.1-2021.12)
3. National Natural Science Foundation of China (NSFC) Key Project: Harmonious Labor Relations in the Transitional Period: Research on Shared Leadership, Psychological Contracts, and Human Resource Strategies (2013.1-2017.12)
4. National Natural Science Foundation of China (NSFC) General Project: The Impact of Performance Pay Intensity on Breakthrough Innovative Behavior: The Protective Mechanism of Intrinsic Motivation (2011.1-2013.12)
5. National Natural Science Foundation of China (NSFC) General Project: Research on the Psychological Measurement Mechanism of Economic Compensation for Enterprise Employees (2009.1-2011.12)
6. National Natural Science Foundation of China (NSFC) General Project: Research on the Social Comparison Bias Mechanism of Organizational Inequity Perception (2007.1-2009.12)
7. National Natural Science Foundation of China (NSFC) General Project: Research on Career Commitment of Chinese Employees and Management Strategies (2002.01-2004.12)
8. National Natural Science Foundation of China (NSFC) Youth Project: Research on the Development Characteristics of Career Planning and Organizational Management Strategies (1998.01-2000.12)
Representative Research Papers
1. Trevor Watkins, Stephen Lee, Kai Chi Yam，Yuanfang Zhan, Lirong Long*. Helping After Dark: Ambivalent Leadership Outcomes of Helping Followers After the Workday .Journal of Organizational Behavior,2022，43：1038-1062， DOI:10.1002/job.2613
2. Yong Zhang, Wei He*, Lirong Long, &Junwei Zhang. Does Pay for Individual Performance Truly Undermine Employee Creativity? The Different Moderating Roles of Vertical and Horizontal Collectivist Orientations. Human Resource Management, 2022，61（1）：21-38， DOI: 10.1002/hrm.22075.
3. Yuanfang Zhan, Lirong Long*, Kong Zhou, Haijing Wang. Feeling obliged or happy to be a good soldier? Employee cognitive and affective reactions to receiving reactive and proactive help. Asia-Pacific Journal of Management, 2023，40：37-57，DOI：10.1007/s10490-021-09774-w .
4. Guohua Emily Huang，Zhang Yong*, Zhang Xiaomeng, Long, Lirong. Job Insecurity, Commitment, and Proactivity Toward the Organization and One's Career: Age as a Condition . Human Resource Management Journal. DOI: 10.1111/1748-8583.12322 .
5. Lirong Long, Yan Tu，Haijiang Wang*，Lixin Jiang。The Content of the Threat Matters: the Differential Effects of Quantitative and Qualitative Job Insecurity on Different Types of Employee Motivation. Journal of Business and Psychology, 2022, 37:297–310，, https://doi.org/10.1007/s10869-021-09746-3
6. Zixiang Ma, Yaping Gong, Li-Rong Long*, Yong Zhang. Team-level High Performance Work Systems，Self Efficacy, and Creativity: Differentiating Moderating Roles of Person-Job Fit and Goal Difficulty.International Journal of Human Resource Management, 2021,32（2）:478-511, https://doi.org/10.1080/09585192.2020.1854816.
7. He. W., Hao. P., Huang. X., Long. L. R.*, Hiller, N., & Li, S（2020）. Different roles of shared and vertical leadership in promoting team creativity: Cultivating and synthesizing team members’ individual creativity. Personnel Psychology, 73（1）：199-225. DOI:10.1111/peps.12321
8. Taolin Wang, Lirong Long, Yong Zhang*; Wei He. A social exchange perspective of Employee-Organization Relationships and Unethical Pro-Organizational Behavior: The mediating role of individual moral identity， Journal of Business Ethics，2019，159（2）：473-489，doi.org/10.1007/s10551-018-3782-9
9. Liu Ya, Long Lirong, Li Ye. Research on the Impact Effects of Organizational Justice. Management World, 2003, 3: 156-162.
10. Tang Yipeng, Jia Rongwen, Long Lirong, Ren Zhiyu, Pu Xiaoping. The Double-Edged Sword Effect of Employee Sincerity on Colleague Relationships: The Moderating Role of Working Time Together. Acta Psychologica Sinica, 2022, 54 (5): 529-548
11. Hu Qiaoting, Wang Haijiang*, Long Lirong. Will New Employee Job Crafting Lead to Positive Outcomes? The Role of Leader-Member Exchange and Individual Traditionality. Acta Psychologica Sinica, 2020, 52 (5): 659-668.
12. Wang Zhongjun, Long Lirong, et al. The "Ceiling" of Official Career: Structure, Measurement, and Effects of Career Plateau among Civil Servants. Acta Psychologica Sinica, 2015, 47 (11): 1379-1394.
Representative Monographs/Textbooks/Cases
1. Long Lirong. Organizational Behavior (4th Edition). Dalian: Dongbei University of Finance and Economics Press, 2019.
2. Long Lirong. Theory and Technology of Personnel Assessment. Wuhan: Wuhan University Press, 2009.
3. Long Lirong. Research on the Structure and Relationship of Career Management. Wuhan: Central China Normal University Press, 2002.
Representative Grants and Awards
1. Beyond Instrumental Exchange: The Theoretical Construction and Empirical Research of Affectionate Exchange Relationship between Employees and Organizations in Chinese Enterprises. Second Prize of Hubei Province's Social Science Achievements, The People's Government of Hubei Province, September 4, 2018.
2. The 16th Hubei Province Natural Science Outstanding Academic Paper Award, December 2016. Sponsored by Hubei Association for Science and Technology, Hubei Provincial Department of Human Resources and Social Security, and Hubei Provincial Department of Science and Technology. "When is pay for performance related to employee creativity in China: The role of guanxi HRM practice, trust in management, and intrinsic motivation."
3. Deputy Editor-in-Chief of "Acta Psychologica Sinica" (2018-Present).
4. Editorial Board Member of "Journal of Management Sciences in China" (2022-Present).
5. Member of the Chinese Psychological Society (2017-Present).
6. Deputy Director of the Organizational Behavior and Human Resource Management Committee, Chinese Society of Management Science (2018-Present).
7. Vice Chairman of the Professional Development and Management Committee, Chinese Society of Labor Economics (2018-Present).
8. President of Hubei Human Resources Association (Since December 2023).
9. Vice Chairman of the Hubei Psychological Society (2010-Present).
