Department Chair and Professor; Faculty of Strategic and International Management
Ph.D in Strategic Management from the Universtiy of Kansas (2007)
B.A. and M.A. in Management Engineering from Northwestern
Polytechnical University in China
Top Management Team
Wei, W., Liang, X., Lu, F., Wang, J., & Ren, Y. (2022). Jiangyiqi attitude: an exploratory research into its measure and examination of construct validity. International Journal of Chinese Culture and Management, 5(3), 261-279.
Gong, L., Jiang, S., & Liang, X. (2022). Competing value framework-based culture transformation. Journal of Business Research, 145, 853-863.
Liang, X., Xiu, L., Fang, W., & Wu, S. (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. 33:2,401-413
Xiu, L., Lu, F., & Liang, X. (2019). Legitimized identity vs identifiable legitimacy: Toward a theoretical framework of the relationship between organizational identity and organizational legitimacy.Nankai Business Review International.
Liang, X., Barker, V. L. III, Schepker, D. J. 2018. TMT Knowledge Structure Complexity and Centrality in Turnaround: Decision Making and Outcomes’, Barker, V. L. III. Journal of Change Management, 1-23
Liang, X., Wu, S., & Zhang, S. 2018. From Friendship to Family: Jiangyiqi and Strong Interpersonal Relationship Development in Chinese Organizations, Management and Organization Review, 14(02): 275-303
Xiu, L., Liang, X.,Xu, W. & Zhao, C.. 2017 Strategic Flexibility, Innovative HR Practices, and Firm Performance—A Moderated Mediation Model Personnel Review, 46 (7), 1335-1357
Liang, X., Xiu, L., Wu, S. & Zhang, S. 2017. In search of sustainable legitimacy of private firms in China, Chinese Management Studies, 11(3):555-578,
Chen, S., Bu, M., Wu, S., & Liang, X., 2015. How does TMT attention to innovation of Chinese firms influence firm innovation activities? A study on the moderating role of corporate governance. Journal of Business Research, 68(5), 1127-1135.
On, L. W., Liang, X., Priem, R., & Shaffer, M. 2013. Top management team trust, behavioral integration and the performance of international joint ventures. Journal of Asia Business Studies, 7(2), 99-122.
Wu, S. & Liang, X. 2012 An examination of the relationship between corruption and national entrepreneurial activity. World Review of Entrepreneurship, Management and Sustainable Development. 8(4):478-489
Liang, X., Liu, Y., Wu, S, & Zhang S. 2012. Fending knights or masked kings: Toward a theoretical framework of interim CEO successions. Corporate Governance: The international journal of business in society. 23(3):367-377
Liang, X., & Picken, J., 2011. Relational Demography, Cognitive Difference and Communication within Top Management Teams, Leadership and Organizational Development Journal, 32(7):689 – 714
Musteen, M., Liang, X., & Barker, V. L. III. 2011 Personality, perceptions and retrenchment in response to decline, The Leadership Quarterly. 22:926-941
McClelland, P., Liang, X. & Barker, V.L. III. 2010. CEO commitment to the status quo: Replication and extension using content analysis. Journal of Management, 36: 1251-1277
Liang, X., Ndorfor, H., Priem, R., & Picken, J. 2010. Top Management Team Communication Networks, Environmental Uncertainty, and Organizational Performance: A Contingency View, Journal of Managerial Issues, 4: 436-455
Liang, X., Musteen, M. & Datta, D. K., 2009. Links between business strategies and foreign market entry mode choices: An Empirical Examination’ Management International Review, 49:269-290
Liang. X., Wu, S., & Jung, J. Y. 2009. Re-coupling top management compensation - firm performance relationship: A mediating role of performance, International Journal of Human Resources Development and Management, 9(4):317-333
High Performance Organization Design & Transformation