Ying Hong

Ying Hong

Professor and Area Chair 
Patricia Ramsey Distinguished Research Scholar in Business
Leading People and Organizations
Joined Fordham: 2014

General Information:
140 W. 62nd Street, Room 301, 
New York, NY 10023

Email: [email protected]

  • Ying Hong is a professor in the leading people and organizations area at the Gabelli School of Business. Before this appointment, she was an assistant professor in the DeGroote School of Business at McMaster University. Professor Hong received her Ph.D. in industrial relations/human resources from Rutgers University. She specializes in research on the strategic role of human-resource management and its linkage with service excellence. Her work has appeared in peer-reviewed journals such as the Academy of Management Journal and the Journal of Applied Psychology. She received the Scholarly Achievement Award from the human resources division of the Academy of Management and the 2016 Dean's Award for Excellence in Research from the Gabelli School of Business.

    • Ph.D., Industrial Relations/Human Resources, Rutgers University School of Management and Labor Relations, 2009
    • M.S., Industrial Relations/Human Resources, Rutgers University School of Management and Labor Relations, 2009
    • M.S., Industrial/Organizational Psychology, Saint Mary's University, 2005
    • B.A., English Language/Literature, and BBA, Zhejiang University (China), 2003
    • Strategic human resources management
    • Service linkage research
    • Leadership
    • Shahzad, K., Hong, Y., Muller, A. et al. (2024). Correction to: An Investigation of the Relationship Between Ethics-Oriented HRM Systems, Moral Attentiveness, and Deviant Workplace Behavior. J Bus Ethics 192, 609.
    • Yuan, C., Hong, Y. & Wu, J. (2023). Who Are You Meant to Be? Predicting Psychological Indicators and Occupations based on Personality Traits. J. Syst. Sci. Syst. Eng. 32, 571–602.
    • Hong, Y., Town, S., & Wang, C-H. (2023). Stay hungry, stay foolish: A novel perspective on needs satisfaction and personal initiative. Journal of Vocational Behavior, 143, 1-15.
    • Tu, Y., Hong, Y., Jiang, Y., Zhang, W. (2023). Fighting the War for Talent: Examining a Multi-level Model of Talent Inducement, Work Engagement, and Creativity in Teams. Management and Organization Review, 19 (5), 910-931.
    • Shahzad, K., Hong, Y., Muller, A. et al. (2024). An Investigation of the Relationship Between Ethics-Oriented HRM Systems, Moral Attentiveness, and Deviant Workplace Behavior. J Bus Ethics 192, 591–608.
    • Shahzad, K., Hong, Y., Jiang, Y., & Niaz, H. (2022). Knowledge-Intensive HRM Systems and Performance of Knowledge-Intensive Teams: Mediating Role of Team Knowledge Processes. Group & Organization Management, 48 (5), 1430-1466.
    • Yuan, C., Hong, Y., & Wu, J. (2021). Does Facebook activity reveal your dark side? Using online language features to understand an individual’s dark triad and needs. Behaviour & Information Technology, 41 (2), 292–306.
    • Zhou, Y., Liu, G., Chang, X. et al. (2021). Top-down, bottom-up or outside-in? An examination of triadic mechanisms on firm innovation in Chinese firms. Asian Bus Manage 20, 131–162.
    • Hong, Y., Liao, H., Chuang, A., & Liaw, Yuann-Jun, 2021. "The Role of Leadership on Emotion Regulation, Service Delivery, and Health: A Multi-Level Study," SMR - Journal of Service Management Research, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 5 (4), pages 256-269.
    • Yuan, C., Hong, Y., & Wu, J. (2021). Personality expression and recognition in Chinese language usage. User Modeling and User-Adapted Interaction, 31 (1), 121–147.
    • Hong, Y., & Guo, X. (2021). Can Extrinsic Reward Lead to Better Performance? Evidence From CEO Pay. American Journal of Management, 21 (4).
    • Tu, Y., Hong, Y., Jiang, Y., & Zhang, W. (2020). Team ability disparity and goal interdependence influence team members’ affective and informational states. Group Dynamics: Theory, Research, and Practice, 24 (1), 6–25.
    • Hong, Y.*, & Honig, B.* (Accepted). Publish and politics? An examination of business school faculty salaries in Ontario. Academy of Management Learning and Education.
    • Wang, C. H., Baba, V. V., Hackett, R. D., & Hong, Y. (2019). Employee-experienced High-performance Work Systems in Facilitating Employee Helping and Voice: The Role of Employees’ Proximal Perceptions and Trust in the Supervisor. Human Performance, 32(2), 69–91.
    • Hong, Y., Jiang, Y., Liao, H., & Sturman, M. C. (2017). High performance work systems for service quality: Boundary conditions and influence processes. Human Resource Management, 56 (5), 747-767.
    • Hong, Y.*, Liao, H.*, Raub, S.*, & Han, J. (2016). What it takes to get proactive: An integrative multi-level model of antecedents of personal initiative. Journal of Applied Psychology, 101 (5), 687-701.
    • Jiang, K., Hu, J., Hong, Y., Liao, H., & Liu, S. (Accepted). Do It Well and Do It Right: The Impact of Service Climate and Ethical Climate on Business Performance Outcomes and the Boundary Conditions. Journal of Applied Psychology.
    • Hong, Y.*, Liao, H.*, Raub, S.*, & Han, J. (2015). What it takes to get proactive: An integrative multi-level model of antecedents of personal initiative. Journal of Applied Psychology.
    • Jiang, K., Hong, Y., McKay, P. F., Avery, D. R., & Volpone-Kouns, S. D. (2015).Retaining employees through anti-sexual harassment practices: Exploring the mediating role of psychological distress and employee engagement. Human Resource Management, 54 (1), 1-21.
    • Hong, Y., Liao, H., Sturman, M.C., and Zhou, Y. (2014). Competing through Customization: Using Human Resource Management to Create Strategic capabilities. Organizational Psychology Review, 4 (2), 124-147.
    • Chen, Y., Ferris, D.L., Kwan, H., Yan, M., Zhou, M., and Hong. Y. (2013). Self-love's lost labor: A self-enhancement model of workplace incivility. Academy of Management Journal, 56 (4), 1199-1219.
    • Hong, Y.*, Liao, H.*, Hu, J.*, and Jiang, K.* (2013). Missing link in the service profit chain: A meta-analytic review of the antecedents, consequences, and moderators of service climate.Journal of Applied Psychology, 98 (2), 237-367.
    • Zhou, Y.*, Hong, Y.*, and Liu, J. (2013). Internal commitment or external collaboration? The Impact of human resource management systems on firm innovation and performance.Human Resource Management, 52 (2), 263-288.
    • Zhou, Y., Liu, X., and Hong, Y. (2012). When Western HRM constructs meet Chinese contexts: Validating the pluralistic structures of human resource management systems in China.International Journal of Human Resource Management, 23 (19), 3983-4008.
    • Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A., and Winkler, A. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22 (2), 73-85.
    • Hong, Y., Catano, V.M., and Liao, H. (2011). Leader emergence: The role of emotional intelligence and motivation to lead. Leadership & Organization Development Journal, 32 (4), 320-343.
    • Liao, H., Toya, K., Lepak, D.P., and Hong, Y. (2009). Do they see eye to eye? Management and employee perspectives of High Performance Work Systems and influence processes on service quality. Journal of Applied Psychology, 94 (2), 371-391.**
    • Colakoglu, S., Lepak, D.P., and Hong, Y. (2006). Measuring HRM effectiveness: Considering multiple stakeholders in a global context. Human Resource Management Review, 16, 209-218.

    * Equal contribution

    ** Received the HR Division Scholarly Achievement Award in 2010, Academy of Management