Ph.D. in Industrial Relations and Human Resources from the University of Toronto
Diversity Issues in the Workplace and Employment Relations
This faculty member is interested in working with students on research.
Ren, Y., L. Xiu, and A. B. Hietapelto (in press) “Dare to ask in front of others? Women initiating salary negotiations”, Journal of Economic Psychology.
Xiu, L., and Y. Ren (forthcoming) “Gain or loss? The well-being of women in self-employment,” Frontiers in Psychology.
Xiu, L., and M. Gunderson (2021) “Does an entrepreneurial career pay for women in China?” British Journal of Industrial Relations, 59(1), 167-190.
Liang, Xin, L. Xiu, W. Fang, & S. Wu (2020). “How did a local guerrilla turn into a global gorilla? Learning how transformational change happened under dynamic capabilities from the rise of Huawei.” Journal of Organizational Change Management, 33(2), 401-414.
Xiu, L., F. Lu, and X. Liang (2019) “Legitimized identity vs. identifiable legitimacy: Towards a theoretical framework of the relationship between organizational identity and organizational legitimacy,” Nankai Business Review International, 11(1), 102-120.
Xiu, L., K. Dauner, and C. McIntosh (2019) “The impact of organizational support for employees’ health on organizational commitment, intent to remain and job performance,” Evidence -Based HRM, 7(3), 281-299.
Goel, S., L. Xiu, S. Hanson, & R. J. Jones III (2019). “HR flexibility in family firms: Integrating family functioning and family business leadership.” Organization Management Journal, 16(4), 311-323.
Feng, H. , L. Xiu, and Y. Ren (2019), “The effect of sex and gender role orientation on coping among Americans and Chinese: Does ‘secure’ matter?”, China Media Research, 15(3), 18-32.
Dauner, K, C. McIntosh, and L. Xiu (2019) “Determinants of workplace health program participation among non, low, and incentive-achieving participants,” Journal of Workplace Behavioral Health, 34(2), 111-128.
Xiu, L., X. Liang, Z. Chen, and W. Xu (2017), Strategic Flexibility, Innovative HR Practices, and Firm Performance-A Moderated Mediation Model. Personnel Review.
Liang, X., L. Xiu, S. Wu, and S. Zhang (2017), In Search of Sustainable Legitimacy of Private Firms in China, Chinese Management Studies. 11(3), pp. 555-578.
Feng, H. and L. Xiu, (2016), The Effects of Sex and Gender Role Orientation on Approach-Based Coping Strategies Across Cultures: A Moderated Mediation Model, Communication Quarterly. 65(4), pp. 96-622.
Xiu, L. & M. Gunderson (2015), Occupational Segregation and The Gender Earnings Gap in China: Devils in the Details, International Journal of Manpower. 36(5), pp. 711-732.
Kang, G., Xiu, L. & Roline, A. (2015), How Do Interviewers Respond to Applicants’ Initiation of Salary Negotiation? An Exploratory Study on the Role of Gender & Personality, Evidence-Based HRM. 3(2), pp. 145-158.
Xiu, L. & M. Gunderson, (2014), Glass Ceiling or Sticky Floor? Quantile Regression Decomposition of the Gender Pay Gap in China, International Journal of Manpower. 35(3), pp. 306-326.
Xiu, L. & M. Gunderson, (2013). Performance Pay in China: Gender Aspects. British Journal of Industrial Relations. 51(1): 124-147.
Xiu, L. & M. Gunderson, (2013), Credential Effects and Returns to Education in China, Labour: Review of Labour Economics and Industrial Relations. 27 (2), pp. 225-248.
Xiu, L. & M. Gunderson, (2013). Gender Earnings Differences in China: Base Pay, Performance Pay and Total Pay. Contemporary Economic Policy. 31(1): 235-254.
Xiu, L. (2013). The Gender Gap in Top Corporate Jobs in China: Evidence from an Establishment-Manager Matched Survey. Evidence-Based HRM. 1(1).