Dora Lau

Prof. Dora C. Lau is an Associate Professor (Teaching) in Department of Management at The Chinese University of Hong Kong (CUHK) Business School. She is also the Director of MSc in Management Programme and the Associate Director of Center for Entrepreneurship. Prof. Lau’s research interests include demographic diversity and faultlines, team compositional dynamics, relational trust effects including interpersonal trust and feeling trusted, upper echelon composition and organisational impact, family business challenges and management, and Chinese management. Prof. Lau has published extensively in top-tiered journals such as Academy of Management Review, Academy of Management Journal, and Journal of Applied Psychology. She is currently serving as the Consulting Editor of the Journal of Applied Psychology, the Associate Editor of the Journal of Trust Research, and also guest-edited a Special issue for the Asia Pacific Journal of Management, namely Leadership in Asia. Prof. Lau received her PhD degree from The University of British Columbia.

Education

• 2001 UNIVERSITY OF BRITISH COLUMBIA (Ph.D.), major in Organizational Behavior.
• 1995 SIMON FRASER UNIVERSITY (M.B.A.), major in Human Resources Management.
• 1984 UNIVERSITY OF HONG KONG (B.Soc.Sc.)

Teaching Areas

• Organisational Behaviours
• Human Resource Management

Research Interests

• Demographic Diversity and Faultline Management
• Interpersonal Trust in Organisations
• Team Dynamics including Start-up Teams
• Cross-cultural Management

Publications & Working Papers

• J.K. Murnighan and Dora Chi-sun Lau (2017), “Faultlines,” Oxford Research Encyclopedia of Business and Management. Doi: 10.1093/acrefore/9780190224851.013.60
• L. Lam, C. S. Wong, Z. Peng, and Dora Chi-sun Lau (2017), “Is more feedback-seeking always better? Leader-member exchange moderates the relationship between feedback-seeking behaviour and performance,” Journal of Management, 43(7), 2195-2217.
• W. Li and Dora Chi-sun Lau (2014), “Asymmetric factional groups in family firms: When group faultline is a good thing,” Academy of Management Best Paper Conference Proceedings, 1412-1417.
• Dora Chi-sun Lau and S. Wei (2014), “Examining the Effects of Feeling Trusted by Supervisors in the Workplace: A Self-Evaluative Perspective,” Journal of Organisational Behaviour, 35, 112-127.
• Sanchez-Manzanares R. Rico, Antino M. M., and Dora Chi-sun Lau (2012), “Bridging Team Faultlines by Combining Task Role Assignment and Goal Structure Strategies,” Journal of Applied Psychology, 97(2), 407-420.
• S. Wen, Dora Chi-sun Lau, and L. Lam (2012), “Enhancing Trust in Chinese Organisations.” In The Handbook of Chinese Organisational Behaviour: Integrating Theory, Research, and Practice, Cheltenham, Glos, UK: Edward Elgar Publishing, 289-306.
• L. Lam and Dora Chi-sun Lau (2012), “Feeling Lonely at Work: Investigating the Consequences of Unsatisfactory Workplace Relationship,” International Journal of Human Resource Management.
• L. Lam, X. Huang, and Dora Chi-sun Lau (2012), “Leadership Research in Asia: Taking the Road Less Traveled?” Asia Pacific Journal of Management, 29, 195-204.
• Dora Chi-sun Lau and J. K. Murnighan (2010), “Fautlines,” Encyclopedia of Group Processes and Intergroup Relations, 278-281.
• Dora Chi-sun Lau and R. Liden (2008), “Antecedents of co-worker trust: Leaders’ blessings,” Journal of Applied Psychology, 93(5), 1130-1138.
• Dora Chi-sun Lau and L. Lam (2008), “Effects of trusting and being trusted on team citizenship behaviours in chain stores,” Asian Journal of Social Psychology, 11, 141-149.
• Dora Chi-sun Lau, S. Salamon, and L. Lam (2008), “The impact of relational demography on perceived managerial trustworthiness: Similarity or norms?” Journal of Social Psychology, 148(2), 187-208.
• L. Lam and Dora Chi-sun Lau (2008), “Work climate and customer satisfaction: The role of trust in retail context,” Journal of Management & Organisation, 14(2), 141-154.
• Dora Chi-sun Lau, J. Liu, and Pingping Fu (2007), “Feeling Trusted by Business Leaders in China: Antecedents and the Mediating Role of Value Congruence,” Asia Pacific Journal of Management, 24, 321-340.
• Dora Chi-sun Lau and J. K. Murnighan (2005), “Interactions within groups and subgroups: The dynamic effects of demographic faultlines,” Academy of Management Journal, 48(4), 645-659.
• S. Havlovic, Dora Chi-sun Lau, and L. Pinfield (2002), “Repercussions of work schedule congruence among full-time, part-time and contingent nurses,” Health Care Management Review, 27(4), 30-41.
• B. Bemmels and Dora Chi-sun Lau (2001), “Local union leaders’ satisfaction with grievance procedures,” Journal of Labour Research, 24(3), 653-667.
• Dora Chi-sun Lau and J. K. Murnighan (1998), “Demographic diversity and faultlines: The compositional dynamics of organisational groups,” Academy of Management Review, 23(2), 325-340.

Grants

• “Group structure and culture as means to mitigate detrimental group faultline effects”, RGC General Research Fund Grant awarded by the Research Grants Council of Hong Kong with HK$814,521 (equivalent to US$104,425), 2017-2019 (Principal Investigator)
• “Corporate Entrepreneurship on family business: The perspective of group faultline (家族企业公司创业研究：基于团队断裂带的视角)”, awarded by National Natural Science Foundation of China with HK$612,000 (equivalent to RMB 510,000). Expiry: 31 December 2019 (Co-investigator)
• “Bridging subgroups in strong faultline groups: A tertius iungens perspective”, RGC General Research Fund Grant awarded by the Research Grants Council of Hong Kong with HK$642,289 (equivalent to US$82,345). Expiry: 31 December 2016 (Principal Investigator)
• “基于团队断裂带模型的国际合资企业高管团队学习行为研究”, awarded by National Natural Science Foundation of China with HKD$270,000 (equivalent to RMB 220,000), Expiry: 31 December 2015 (Co-investigator)
• “Occupational dynamics of socially dirty worker: A social learning perspective”, RGC General Research Fund Grant awarded by the Research Grants Council of Hong Kong with HKD 451,216 (equivalent to US$57,848). Expiry: 31 December 2013 (Principal Investigator)
• “Organisational impact of employees’ perception of feeling trusted: Examining self-conceptual dynamics”, RGC General Research Fund Grant awarded by the Research Grants Council of Hong Kong with HK$338,388 (equivalent to US$43,383). Expiry: 31 December 2012. (Principal Investigator)
• “Exploring faultline dynamics: Effects of triggers, subgroup size, and task divisibility”, Competitive Earmarked Research Grant awarded by the Research Grants Council with HK$518,592. Expiry: 31 December 2007. (Principal Investigator)
• “Trusting and being trusted at work: The Chinese context”, awarded by the Research Grants Council, Competitive Earmarked Research Grant with HK$309,559. Expiry: 31 August 2006. (Principal Investigator)