Jie Li
Ph.D. studentContact Information
Phone:
513-556-7153
Fax:
513-556-5499
Teaching Interest
- Organizational Behavior, Human Resource Management, International Management, Leadership
Research Interest
- Organizational Justice, Leadership, HR recruitment, Cross-cultural issues
Organization:
Southwestern University of Finance & Economics, China
Title:
Assistant Professor
End Date:
2005-08-31
Organization:
Southwestern University of Finance & Economics, China
Title:
Executive MBA Program International Coordinator
End Date:
2005-08-15
Organization:
Chengdu Tuoqi Industrial Manufacturing CO., Ltd.
Title:
Assistant General Manager
End Date:
1998-12-31
Organization:
University of Cincinnati
Name:
Finalist, Graduate Assistant Excellence in Teaching Award
Year Received:
2010
Organization:
College of Business
Name:
Recipient, Outstanding Graduate Teaching
Year Received:
2010
Organization:
University of Cincinnati, Department of Management
Location:
Cincinnati, Ohio
Degree:
Other
Organization:
Washington State University
Location:
Pullman, Washington
Completed:
2002
Degree:
MBA
Organization:
Sichuan University
Location:
Chengdu, Sichuan, P. R. China
Major:
Engineering
Completed:
1996
Degree:
BS
Published Contributions
Research in progress
Title:
A Cross-Cultural Test of Colquitt’s Four-Factor Justice Model: Comparing the United States, Taiwan and the People’s Republic of China
Description:
The current study examines Collquitt’s (2001) four-factor model of organizational justice to determine its fit in a cross-cultural setting. We compare justice perceptions and the importance of justice in the United States, Taiwan and the People’s Republic of China. Our results are not consistent with those of the Colquitt study. Not only are there differences in the factor structure for the justice variables in each of the three locations, but the strength of the justice concerns are inconsistent. Moreover, the justice factor structure in the US is not the same as that found by Collquitt. We suggest that context may be an important element in the study of the justice constructs.
Status:
Writing Results
Research Type:
Scholarly
Title:
Identification with leader as a moderator for the relationship between supervisor-focused justice and employee performance
Description:
This research investigates the boundary effect of identification with leader on the relationship between supervisor-focused justice and employees' attitudes and behaviors.
Status:
On-Going
Research Type:
Scholarly
Title:
Leadership and followers’ taking charge: The moderating role of identification with leader
Description:
This research examines how the relationship between multiple leadership approaches and employees' taking charge behaviors can be affected by employees identification with leader.
Status:
On-Going
Research Type:
Scholarly
Title:
Leadership, supervisor-focused justice, and follower values: A comparison of three leadership approaches in China
Description:
This research examines how supervisor-focused procedural, distributive, interpersonal and informational justice mediate the impact of transformational, transactional, and paternalistic leadership on followers’ in-role and extra-role performance. The moderating effect of the followers’ cultural values of traditionality and modernity on the relationships between leadership and justice is also considered.
Status:
Writing Results
Research Type:
Scholarly
Title:
Perceived External Influences, Politics and Justice in Chinese Organizations
Description:
This study examines the extent to which government and market forces affect employees' perceptions of organizational justice. We use structural equation modeling to determine the independent effects of market forces and government intervention on employee perceptions in Chinese firms. This is important to document as China moves more into a market economy. We look at state-owned enterprises, private enterprises and publicly trade firms.
Title:
Understanding Values for Fairness
Status:
Planning
Research Type:
Scholarly
Title:
“Fit” or “fly”: Perceptions of fit and reputation as determinants of applicant attraction and job choice intentions
Description:
The management literature offers a number of perspectives regarding the process through which organizations attract and retain employees. Person-organization fit theory posits that individuals seek out and are attracted to organizations with values that match their own, whereas brand equity research maintains that consumers seek out firms with greater reputations and corporate image. This study thus represents an initial attempt to examine organizational attraction by integrating two theoretically-different perspectives. Moreover, moderating influences of self-monitoring and core self-evaluations were included in response to research that suggests that individual differences also influence job seekers’ perceptions of organizational attraction and job pursuit intentions.
Status:
On-Going
Research Type:
Scholarly
Title:
external influences, politics and justice in Chinese organizations
Location:
Montreal
Year:
2010
Title:
Why do managers behave unfairly?
Organization:
Academy of Management
Location:
Chicago, IL
Year:
2009
Title:
Free market vs. government: implications for politics and justice in organizations
Organization:
University of Cincinnati
Location:
University of Cincinnati
Year:
2009
Title:
A cross-cultural test of Colquitt’s four-factor justice model: Comparing the United States, Taiwan and the People’s Republic of China
Organization:
Academy of Management
Location:
Atlanta
Year:
2006
