Visiting Chair Professor at Tsinghua University, School of Economics and Management, starting from August 2023

Formerly Assistant Professor (July 2012 - May 2017) and subsequently Associate Professor with tenure (from May 2017) at the Mendoza College of Business, University of Notre Dame

Associate Professor with tenure at the Fisher College of Business, The Ohio State University (June 2017 - May 2022)

Full Professor and Distinguished Scholar at The Ohio State University (May 2022-current)

Taught Leadership courses for full-time MBA students at The Ohio State University

Taught Organizational Leadership for students in the Master of Finance and Master of Operational Excellence programs at The Ohio State University

Conducted advanced seminars in Organizational Behavior for Ph.D. students at The Ohio State University

Instructed undergraduate courses in Principles of Management and Managerial Competence at the University of Notre Dame

Currently teaching Organizational Leadership in the Global MBA and Tsinghua Scholar programs at Tsinghua University, as well as Micro-Organizational Management for                Ph.D. students

Primary research areas include prosocial team leadership, team motivation, the impact of technology and data science on organizational leadership and effectiveness, and the effects of remote work on work and family experiences.

Investigates questions such as which characteristics and behaviors of organizational leaders positively influence the long-term health and effectiveness of employees and teams, what factors drive leaders to exhibit more prosocial motivation and behavior, how technology and data science impact leadership effectiveness, and the effects of remote work on both employees and managers' work and family experiences.

Published over thirty articles in top international management and applied psychology journals, including the Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and Personnel Psychology.

Research findings have been covered by numerous Western media outlets, including Forbes, Fortune, and Time.

Google Scholar citations exceed 8,500.

Served as an academic consultant for McKinsey & Company in the United States.

Conducted in-depth empirical research in numerous companies of varying sizes and industries in both China and the United States, including Bristol-Myers Squibb, IBM, Bank of America, Lenovo, and Vanke.

Received the Mid-Career Standout Scholar Award from Network of Leadership Scholars the Academy of Management in 2023.

Ranked among the Top Ten Most Productive Leadership Scholars in the field of Organizational Behavior worldwide from 2011 to 2017.

Elected as a Fellow of the Society for Industrial and Organizational Psychology in 2023.

Named one of the "World's 40 Best B-School Professors Under 40" by Poets & Quants in 2021.

Awarded the "Best Reviewer" by Personnel Psychology in 2019.

Received the "Distinguished Editor Award" from Management and Organization Review in 2021 and 2023.

Honored with the Pace Setters Award and the Faculty Recognition Award by the Fisher College of Business at The Ohio State University (2019, 2020, 2021).

Designated as a J. Donnelly Fellow at the Mendoza College of Business, University of Notre Dame, in 2016.

Currently serving as Associate Editor for Journal of Applied Psychology, the leading international journal in applied psychology.

Also serving as the Deputy Editor of Management and Organization Review.

Sits on the editorial boards of several leading management journals, including the Academy of Management Journal, Journal of Management, Organizational Behavior and Human Decision Processes, Personnel Psychology, Journal of Organizational Behavior, and Human Relations.

Representative Publications /代表作：

• Hu, J., Zhang, S. Lount, R., & Tepper, B. (In press). When leaders heed the lessons of mistakes: Linking leaders’ recall of learning from mistakes to expressed humility. Personnel Psychology. (doctoral student at the start of the project underlined)

• Ren, S., Hu, J., Tang, G., & Chadee, D. (2023). Digital connectivity for work after hours: Its curvilinear relationship with employee job performance. Personnel Psychology, 76, 731-757.

• Hu, J., Chiang, T. Liu, Y., Wang, Z., & Liu, Y. (2023). Double challenges: How working from home affects dual-earner couples’ work-family experiences. Personnel Psychology, 76, 141-179. (doctoral student at the start of the project underlined)

• Jiang, K., Zhang, Z., Hu, J., & Liu, G. (2022). Retirement intention of older workers: The influences of high-involvement work practices, individual characteristics and economic environment. Personnel Psychology, 75, 929-958. (doctoral student at the start of the project underlined)

• Zhang, S., Hu, J. Chuang, J., & Chiao, Y. (2022). Prototypical leaders reinforce efficacy-beliefs: How and when leader-leader exchange relates to team performance.  Journal of Organizational Behavior, 43, 1136-1151. (doctoral student at the start of the project underlined)

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• Hu, J., Zheng, X., Tepper, B., Li, N., Liu, X., & Yu, J.  (2022). The dark side of leader-member exchange: Observers’ reactions to targeted teammates of leader abuse. Human Resource Management, 61, 199-213. (doctoral student at the start of the project underlined)

• Hu, J., He, W., & Zhou, K. (2020). The mind, the heart, and the leader in times of crisis: How and when mortality salience relates state anxiety, job engagement, and prosocial behavior. Journal of Applied Psychology, 105, 1218-1233. (doctoral student at the start of the project underlined)

• Hu, J., Zhang, Z., Jiang, K., & Chen, W. (2019). Getting ahead, getting along, and getting prosocial: Examining extraversion facets, peer reactions, and leadership emergence.  Journal of Applied Psychology, 104, 1369-1386.

• Park, H., Hoobler, J., Wu, J., Liden, R. C., Hu, J., & Wilson, M. (2019). Abusive supervision and employee deviance: A multifoci justice perspective. Journal of Business Ethics, 158, 1113-1131.

• Anand, S., Hu, J., Vidyarthi, P., & Liden, R.C. (2018). Leader-follower relationships as linking pins in the idiosyncratic deals - performance relationship in workgroups. The Leadership Quarterly, 9, 98-708.

• Hu, J., Erdogan, B., Jiang, K., Bauer, T. N., & Liu, S. (2018). Leader humility and team creativity: The role of team information sharing, psychological safety, and power distance. Journal of Applied Psychology, 103, 313-323.

• Hu, J., & Judge, T. (2017). Leader-team complementarity: Exploring the interactive effects of leader personality traits and team power distance value on team processes and performance. Journal of Applied Psychology, 102, 935-955.

• Jiang, K., Hu, J., Liu, S., & Lepak, D. (2017). Understanding employees’ perceptions of human resource practices: Effects of demographic dissimilarity to and relationships with managers and coworkers. Human Resource Management, 56, 69-91.

• Hu, J., Jiang, K., Mo, S., Chen, H., & Shi, J. (2016). The motivational antecedents and performance consequences of corporate volunteering: When do employees volunteer and when does volunteering help versus harm work performance? Organizational Behavior and Human Decision Processes, 137, 99-111.

• Jiang, K., Hu, J., Hong, Y., Liao, H., & Liu, S. (2016). 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, 101, 1553-1568.

• Hu, J., Wayne, S. J., Bauer, T., Erdogan, B., &. Liden, R. C. (2016). Senior executive and self perceptions of fit and performance: A time-lagged examination of newly-hired executives. Human Relations, 69, 1259-1286.

• Hu, J., Erdogan, B., Bauer, T., Jiang, K., Liu, S., & Li, Y. (2015). There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees. Journal of Applied Psychology, 100, 1228-1238.

• Hu, J., & Liden, R. C. (2015). Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness. Academy of Management Journal, 58, 1102-1127.

• Liden, R.C., Wayne, S.J., Meuser, J.D., Hu, J., Wu, J., & Liao, C. (2015). Servant leadership: Validation of a short form of the SL-28. The Leadership Quarterly, 26, 254-269.

• Liu, S. *, Hu, J., * Li, Y., Wang, Z., & Lin, X. (2014). Examining the cross-level relationship between shared leadership and learning in teams: Evidence from China. The Leadership Quarterly, 25, 282-295.  (*equal contribution)

• Hong, Y.*, Liao, H.*, Hu, J.*, & 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, 237-267. (*equal contribution)

• Hu, J., & Liden, R. C. (2013). Relative leader-member exchange within team contexts: How and when social comparison impacts individual effectiveness. Personnel Psychology, 66, 127-172.

• Hoobler, J. M., & Hu, J. (2013). A model of injustice, abusive supervision, and negative affect. The Leadership Quarterly, 24, 256-269.

· Jiang, K., Lepak, D. P., Hu, J., & Baer, J.  (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of the mediating mechanism. Academy of Management Journal, 55, 1264-1294. (Lead Article)

• Hu, J., Wang, Z., Liden, R. C., & Sun, J. (2012). The influence of leader core self-evaluation on follower reports of transformational leadership. The Leadership Quarterly, 23, 860-868.

· Hu, J., & Liden, R. C. (2011). Antecedents of team potency and team effectiveness: An examination of goal and process clarity and servant leadership. Journal of Applied Psychology, 96, 851-862.

• Hoobler, J. M., Hu, J., & Wilson, M. (2010). Do workers who experience conflict between the work and family domains hit a “glass ceiling?”: A meta-analytic examination.  Journal of Vocational Behavior, 77, 481-494.