• 2016.08－2017.08: visiting doctoral student in Johnson Graduate School of Management, Cornell University. 2017.08－2018.02: research assistant in Tippie College of Business, University of Iowa.
• 2019.06－2021.11: postdoc fellow in Advanced Business Institutes, Tongji University.

Research Interests

• Unethical behaviors
• Power & Status within organizations Leadership

Sponsored Research Projects

• “To investigate the effects of power disparity on team effectiveness: An integration of power functionalist theory and power conflict theory” (PI), Natural Science Foundation of China Grant, Project No. 72002155, 2021.01-2023.12.

Journal Papers

• Wang, X., Zheng, X., Guan, Y, & Zhao, S. (2022). Do high performers always obtain supervisory career mentoring? The role of perspective-taking. Journal of Organizational and Occupational Psychology, 1-26.
• Wang, X., Zheng, X., & Luo, J., & Zhao, S. (2022). Are proactive employees proactive performers? The

moderating role of marital status similarity. Journal of Social Psychology, 1-14.

• Yuan, Z., Morgeson, F. P., & Wang, X.*(2021). I know how I feel but do I know how you feel? Investigating meta-perceptions to advance relationship-based leadership approaches. Journal of Applied Psychology, 1-26.

*Corresponding author

• Wang, X., Zheng, X., & Zhao, S. (2021). Repaying the debt: An examination of the relationship between perceived organizational support and unethical pro-organizational behavior by low performers. Journal of Business Ethics, 1-13.
• Xi, M., Xu, Q., Wang, X., & Zhao, S. (2017). Partnership practices, labor relations climate, and employee attitudes: Evidence from China. ILR Review, 70(5), 1196-1218.

Conference Papers

• Wang, X., Chen, C., & Chen, M. (2021). Why Committed Employees May or May Not Engage in UPB: The Central Role of Future Time Perspective. Accepted by Academy of Management Proceedings.
• Wang, X., & Zheng, X. (2020). Do High Performers Always Receive More Supervisory Career Mentoring? The Role of Perspective-Taking. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 15139). Briarcliff Manor, NY 10510: Academy of Management.
• Zheng, X., Williams, M., & Wang, X. (2019, July). Leader–employee congruence and employee voice: The moderating effect of relationship quality. In Academy of Management Proceedings (Vol. 2019, No. 1, p. 10738). Briarcliff Manor, NY 10510: Academy of Management.
• Li, H., Wang, X., Williams, M., Chen, Y. R., & Brockner, J. (2019, July). My Boss Is Younger, Less Educated, and Shorter-Tenured: Status Incongruence and Fairness Perceptions. In Academy of Management Proceedings (Vol. 2019, No. 1, p. 10398). Briarcliff Manor, NY 10510: Academy of Management.
• Wang, X., Xi, M., & Zhao, S. (2018, July). Authentic CEO as an Engine of Relations Climate: from a Human

Capital Perspective. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 12311). Briarcliff Manor, NY 10510: Academy of Management.

• Wang, X., Williams, M., & Zheng, X. (2018, July). The Impact of Leader-Follower Marital Status Similarity on

Proactive Behavior. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 17836). Briarcliff Manor, NY 10510: Academy of Management.

• Shu, R., Wang, X., & Zhao, S. (2017, January). Catch one and forget others: Effects of achievement value and

task performance on UPB. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 14848). Academy of Management.

• Xi, M., Wang, X., Qin, X., & Zhao, S. (2015, January). How to Solve Employment Relationship Disputes in

China: A Partnership Perspective. In Academy of Management Proceedings (Vol. 2015, No. 1, p. 16556). Academy of Management.