Chun HUI

Professor Chun HUI is a Professor in the area of Management at the University of Hong Kong. He is an established researcher and has published widely in first class academic journals, including, among others, Academy of Management Journal, Journal of Applied Psychology, Organizational Science, Journal of International Business Studies, Journal of Organizational Behavior, Journal of Management, Organizational Behavior and Human Decision Processes, and Journal of Personality and Social Psychology. He has served on the editorial boards of Academy of Management Journal and Journal of International Business Studies. He now serves on the editorial boards of the Journal of Organizational Behavior and Journal of Management. He has received multiple competitive research grants, including a prestigious Joint National Science Foundation of China and Research Grant Council of Hong Kong competitive grant. Professor Hui has co-authored a book on team leadership in Chinese. Professor Hui has also served on two panels (social science and public policy) of the Research Grant Council that administers government grants for research projects in Hong Kong and is currently a member of the Research Grant Council of the HKSAR. He has researched and presented talks on strategic human resource management, Chinese management and employee performance. Professor Hui’s recent consulting experiences include, among others, designing a performance management system for a government department, devising a leadership assessment protocol that include a range of exercises for a governmental department, administering attitude opinion surveys to some major organizations, conducting a strategic analysis and plan for a non-profit religious organization, and setting up a quality system for ISO9000 certification. His research interests include conflicts management, change management, performance appraisal, employee performance, selection, leadership, comparative management and Chinese management.

Education

• Indiana University - Kelley School of Business - Ph.D., Organizational Behavior / Human Resources Management 1994
• Indiana University Bloomington - Master of Arts - MA, Social Psychology 1989
• Greenville College - Bachelor of Arts - BA, Psychology 1985

Teaching

Undergraduate

• Creative Problem Solving
• Leadership
• Organizational Behavior
• Global Leadership
• Global Enterprise Management
• Globalization Business Management
• Management in Chinese Contexts
• Introduction to Organizational Behavior
• Personnel Measurement
• Experimental Methodology
• Introduction to Industrial and Organizational Psychology
• Social Psychology
• Cognitive Psychology
• Personality
• Correspondence teaching for Organizational Behavior and Organizational Behavior in hospital contexts

Graduate

• PhD seminar: Theory, theory building and theory testing in OB research Human Behaviors in Organizations
• Creative Problem Solving in Global Management
• Organizational Leadership
• Cross-cultural Comparative Management
• Global Business Management
• Asian Pacific Management
• Organizational Behavior
• Multinational Manager
• Mphil/PhD seminar on Organizational Behavior and Human Resources Management

Research Interest

Team development and relationship building, employee performance (extra-role performance, organizational citizenship behavior), management in Chinese contexts, leadership process (empowerment, leadership-member relationship, conflict management, impact on career development), and selection (interviews, predictive validities).

Selected Publications

Publication in English

• Chen, X., Lee, C., Hui, C., Lin, W., Brown, G., & Liu, J. (2022, August 25, Online First Publication). Feeling Possessive, Performing Well? Effects of Job-based Psychological Ownership on Territoriality, Information Exchange, and Job Performance. Journal of Applied Psychology.
• Liao, Y., & Hui, C. (2021). A Resource-Based Perspective on Leader-Member Exchange: An Updated Meta-Analysis. Asia Pacific Journal of Management, 38:317-370.
• Liao, Y., & Hui, C. (2016). Supervisor monitoring and subordinate innovation. Journal of Organizational Behavior, 168-192.
• Hui, C., Lee, C., & Wang, H. (2015). Organizational inducements and employee citizenship behavior: the mediating role of perceived insider status and the moderating role of collectivism. Human Resource Management, 54, 439-456.
• Liu, J., Hui, C., Lee, C., & Chen, Z. X. (2013). Why do I feel valued and why do I contribute? A relational approach to employee’s organization-based self-esteem and job performance. Journal of Management Studies, 50, 1018-1040.
• Liu, J., Lee, C., Hui, C., Kwan, H. K, & Wu, L. Z. (2013). Idiosyncratic deals and employee outcomes: The mediating roles of social exchange and self-enhancement and the moderating role of individualism. Journal of Applied Psychology, 98, 832-840.
• Liu, J., Kwan, H.K., Lee, C., & Hui, C. (2013). Work-to-Family Spillover Effects of Workplace Ostracism: The Role of Work-Home Segmentation Preferences. Human Resources Management, 52, 75-93.
• Li, Y., Hui, C., Ashkanasy, N., & Ahlstrom, D. (2012). A multi-level study of emergent group leadership: Effects of emotional stability and group conflict. Asia Pacific Journal of Management, 29, 351-366.
• Liu, J., Wang, H., Hui, C., & Lee, C. (2012). Psychological ownership: how having control matters. Journal of Management Studies, 49, 869-895.
• Wang, H., Begley, T., Hui, C., & Lee, C. (2012). Are the effects of conscientiousness on contextual and innovative performance context specific? Organizational culture as a moderator. International Journal of Human Resource Management, 23, 174-189.
• Graen, G., Hui, C., & Wakabayashi, M. (2012). Manager-direct report alliances as a context for integrating cross-cultural and diversity research. Industrial and Organizational Psychology, 5, 375-376.
• Lee, C., & Hui, C. 2011. Antecedents and consequences of idiosyncratic deals: a frame of resource exchange. Frontiers of Business Research in China, 5(3), 380-401.
• Lee, C., Liu, J., Rousseau, D.M., Hui, C., & Chen, Z.X. (2011). Inducements, contributions and fulfillment in the new psychological contracts. Human Resources Management, 50, 201-226.
• Hui, C., Lee, C., & Niu, X (2010). The moderating effects of polychronicity and achievement striving on the relationship between task variety and organization-based self-esteem. Human Relations, 63 (9), 1395-1416.
• Wang, H., Law, K.S., & Hui, C. (2010). Currencies of exchange and global LMX: How they affect employee task performance and extra-role performance. Asia Pacific Journal of Management, 27(4), 625-646.
• Hui, C., Law, K.S., Chen, Y., & Tjosvold, D. (2008). The role of co-operation and competition on leader-member exchange and extra-role performance in China. Asia Pacific Journal of Human Resources, 46, 133-152.
• Hui, C., Wong, A., & Tjosvold, D. (2007). Turnover intention and performance in China: the role of positive affectivity, Chinese values, perceived organizational support and constructive controversy. Journal of Occupational and Organizational Psychology, 80, 735-751.
• Graen, G.B., Hui,C., & Taylor, E.A. (2006). Experience-based learning about LMX leadership and fairness in project teams: A dyadic directional approach. Academy of Management: Learning & Education, 4, 448-460.
• Begley, T., Lee, C., & Hui, C. (2006). Organizational level as a moderator of the relationship between justice perceptions and work-related reactions. Journal of Organizational Behavior, 705-721.
• Lee, C., Hui, C., Tinsley, C., & Niu, X. (2006). Goal orientations and performance: role of temporal norms. Journal of International Business Studies, 37 (July), 484-498.
• Grover, S., & Hui, C. (2005). How job pressures and extrinsic rewards affect lying behavior. International Journal of Conflict Management, 16, 287-300.
• Tjosvold, D., Hui, C., & Sun, H. (2004). Can Chinese discuss conflicts openly? Field and experimental studies of face dynamics in China. Group Decision and Negotiation, 13, 351-373.
• Tjosvold, D., Yu, Z.Y., & Hui, C. (2004). Team learning from mistakes: the contribution of cooperative goals and problem solving. Journal of Management Studies, 41, 1223-1245.
• Hui, C., Lee, C., & Rousseau, D. (2004). Employment relationships in China: do workers relate to the organization or to people? Organization Science, 15, 232-240.
• Hui, C., Lee, C., & Rousseau, D. (2004). Psychological contract and organizational citizenship behaviors in China: exploring generalizability and instrumentality. Journal of Applied Psychology, 89, 311-321.
• Tjosvold, D., Hui, C., Ding, D., Sun, H. & Hu, J.C. (2003). Conflict values and team relationships: conflict’s contribution to team effectiveness and citizenship in China. Journal of Organizational Behavior, 24, 69-88.
• Tjosvold, D., Hui, C., & Yu, Z.Y. (2003). Conflict management and task reflexivity for team in-role and extra-role performance. International Journal of Conflict Management, 14, 141-163.
• Hui, C., Lam, S.S.K & Schaubroek, J. (2001). Can good citizens lead the way for providing quality service? A field quasi-experiment. Academy of Management Journal, 44, 988-995.
• Tjosvold, D., Hui, C., & Law, K.S. (2001). Constructive conflict in China: cooperative conflict as a bridge between East and West. Journal of World Business, 36, 166-183.
• Wong, C.S., Wong, Y.T., Hui, C., & Law, K.S. (2001). The significant role of Chinese employees’ organizational commitment: Implications for managing employees in Chinese societies. Journal of World Business, 36(3), 326-340.
• Hui, C., Lam, S.S.K., & Law, K.S. (2000). Instrumental values of organizational citizenship behavior for promotion: A field quasi-experiment. Journal of Applied Psychology, 85, 822-828.
• Hui, C., & Lee, C. (2000). Moderating effects of organization-based self-esteem on the relationship between perception of organizational uncertainty and employee response. Journal of Management, 26, 215-232.
• Graen, G.B., Wakabayashi, M., & Hui, C. (1999). Third culture management issues in two-culture business ventures in the United States and the People’s Republic of China. Japanese Journal of Administrative Science, 13, 87-98.
• Lam, S.S.K., Hui, C., & Law, K.S. (1999). Organizational citizenship behavior: comparing perspectives of supervisors and subordinates across four international samples. Journal of Applied Psychology, 84, 594-601.
• Hui, C., Law, K.S., & Chen, Z.X. (1999). A Structural equation model of the effects of negative affectivity, leader-member exchange and perceived job mobility on in-role and extra-role performance: A Chinese case. Organizational Behavior and Human Decision Processes, 77, 3-21 (lead article).
• Lee, C., & Hui, C. (1999). Antecedents and outcomes of work-family interface. Research and Practice in Human Resource Management, 127-143.
• Lin, Z., & Hui, C. (1999). Should lean replace mass organization systems: A comparative examination from a management control perspective. Journal of International Business Studies, 30, 1 (First Quarter 1999): 45-80.
• Chen, X.P., Hui, C., & Sego, D. (1998). The role of organizational citizenship behavior in turnover: Conceptualization and preliminary tests of key hypothesis. Journal of Applied Psychology, 83, 922-931.
• Tjosvold, D., Hui, C, & Law, K. S. (1998). Empowerment in the manager-employee relationship in Hong Kong: Interdependence and controversy. Journal of Social Psychology, 138, 624-637.
• Wong, C.S., Hui, C., & Law, K.S. (1998). A longitudinal study of the job perception-job satisfaction relationship: Test of three job design theories. Journal of Occupational and Organizational Psychology, 71, 127-146.
• Hui, C., & Graen, G.B. (1997). Guanxi and professional leadership in contemporary Sino-American joint ventures in mainland China. Leadership Quarterly, 8, 451-465.
• Lin, Z., & Hui, C. (1997). Adapting to the changing environment: a theoretical comparison of decision making Proficiency of lean and mass organization Systems. Computational and Mathematical Organization Theory, 3, 1133-142.
• Graen, G.B., & Hui, C. (1996). Managing changes in globalizing business: how to manage cross-cultural Business Partners. Journal of Organizational Change Management, 9, 62-72.
• Organ, D.W., & Hui, C. (1995). Time pressure, Type A syndrome, and organizational citizenship behavior: A field study replication of Hui, Organ, and Crooker (1994). Psychological Reports, 77, 179-185.
• Grover, S., & Hui, C. (1994). The influence of role conflict and self-interest on lying in organizations. Journal of Business Ethics, 13, 295-303.
• Hui, C., Organ, D.W., & Crooker, K. (1994). Time pressure, Type A syndrome, and organizational citizenship behavior: A laboratory experiment. Psychological Reports, 75, 199-208.
• Podsakoff, P., MacKenzie, S., & Hui, C. (1993). Organizational citizenship behaviors as determinants of managerial evaluations of employee performance: A review and suggestions for future research. Research in Personnel and Human Resources Management (Vol. 11, pp. 1-40). Greenwich, Connecticut: JAI Press Inc.
• Gavanski, I., & Hui, C. (1992). Natural sample spaces and uncertain belief. Journal of Personality and Social Psychology, 63, 766-780.