Staff profile

Hong Deng is a professor at Durham University. Hong received her PhD in Organizational Behavior from City University of Hong Kong in 2013. She got her bachelor and master degrees at Peking University, China. She previously worked at London School of Economics, University of Birmingham, and University of Manchester before joining Durham university. Her work focuses on self-regulation at work, organizational justice, person-organization-job fit, and leadership. Hong’s work has been published leading academic journals in the field such as at Academy of Management Journal, Journal of Applied Psychology, Personnel Psychological, Journal of Management, Journal of Vocational Behavior.

Mini Biography

Hong Deng is a professor at Durham University Business School. Prior to joining Durham, she worked as a senior lecturer at Alliance Manchester Business School, University of Manchester. She also worked at London School of Economics and University of Birmingham previously.

• Self-regulation at work
• Emotional labor
• Proactive behavior
• Organizational justice
• Person-organization/job fit
• Identify
• Leadership

• Management & Marketing Department

Chapter in book

• Leung, K., Wang, J. & Deng, H. (2014). Challenges of conducting global research. In Internationalizing the curriculum in organizational psychology. Griffith, R. L. Thompson, L. F. & Armon, B. K. New York: Springer. 283-305.

Journal Article

• Lyu, Yijing Wu, Chia-Huei Kwan, Ho Kwong, Lee, Cynthia & Deng, Hong (2022). Why and when job insecurity hinders employees’ taking charge behavior: The role of flexibility and work-based self-esteem. Economic and Industrial Democracy
• Deng, Hong Coyle-Shapiro, Jacqueline Zhu, Yanting & Wu, Chia-huei (2022). Serving the Cause When My Organization Does Not: A Self-affirmation Model of Employees’ Compensatory Responses to Ideological Contract Breach. Personnel Psychology
• Zhao, H. H., Deng, H. Chen, R. P. Parker, S. K. & Zhang, W. (2021). Fast or Slow: How Temporal Work Design Shapes Experienced Passage of Time and Job Performance. Academy of Management Journal
• Guan, Y., Deng, H., Fan, L. & Zhou, X. (2021). Theorizing person-environment fit in a changing career world: Interdisciplinary integration and future directions. Journal of Vocational Behavior 126: 103557.
• Deng, Hong, Lam, Catherine K., Guan, Yanjun & Wang, Mo (2021). My fault or yours? leaders’ dual reactions to abusive supervision via rumination depend on their independent self‐construal. Personnel Psychology 74(4): 773-798.
• Deng, H. Walter, F. & Guan, Y. (2020). Supervisor-Directed Emotional Labor as Upward Influence: An Emotions-as-Social-Information Perspective. Journal of Organizational Behavior 41(4): 384-402.
• Deng, H., Leung, K., Lam, C. & Huang, X. (2019). Slacking Off in Comfort: A Dual-Pathway Model for Psychological Safety Climate. Journal of Management 45(3): 1114-1144.
• Deng, H., Guan, Y., Wu, C-H., Erdogan, B., Bauer, T. & Yao, X. (2018). A Relational Model of Perceived Overqualification: The Moderating Role of Interpersonal Influence on Social Acceptance. Journal of Management 44(8): 3288-3310.
• Deng, H., Coyle-Shapiro, J. & Yang, Q. (2018). Beyond Reciprocity: A Conservation of Resources View on the Effects of Psychological Contract Violation on Third Parties. Journal of Applied Psychology 103(5): 561-577.
• Li, F., Deng, H. & Leung, K. (2017). Is Perceived Creativity-reward Contingency Good for Creativity? The Role of Challenge and Threat Appraisals. Human Resource Management 56(4): 693-709.
• Deng, H., Walter, F., Lam, C. K. & Zhao, H. H. (2017). Spillover Effects of Emotional Labor in Customer Service Encounters toward Coworker Harming: A Resource Depletion Perspective. Personnel Psychology 70(2): 469-502.
• Chen, S.X., Lam, B., Wu, W., Ng, J., Buchtel, E., Guan, Y. & Deng, H. (2016). Do people’s world views matter? The why and how. Journal of Personality and Social Psychology 110(5): 743-765.
• Deng, H., Wu, C.H., Leung, K. & Guan, Y. (2016). Depletion from Self-Regulation: A Resource-based Account of the Effect of Value Incongruence. Personnel Psychology 69(2): 431-465.
• Leung, K., Deng, H., Wang, J. & Zhou, F. (2015). Beyond risk-taking: Effects of psychological safety on prosocial behavior. Group and Organization Management 40(1): 88-115.
• Deng, H. & Leung, K. (2014). Contingent punishment as a double-edged sword: A dual-pathway model from a sense-making perspective. Personnel Psychology 67(4): 951-980.
• Guan, Y., Deng, H., Sun, J., Wang, Y., Cai, Z., Ye, L., Fu, R., Wang, Y., Zhang, S. & Li, Y. (2013). Career adaptability, job search self-efficacy and outcomes: A three-wave investigation among Chinese University Graduates. Journal of Vocational Behavior 83(3): 561-570.
• Guan, Y., Deng, H., Risavy, S.D., Bond, M.H. & Li, F. (2011). Supplementary fit, complementary fit and work-related attitudes: The role of self-construal. Applied Psychology: An International Review 60: 286-310.
• Deng, H., Guan, Y., Bond, M.H., Zhang, Z. & Hu, T. (2011). The interplay between social cynicism beliefs and person-organization fit on work-related attitudes among Chinese employees. Journal of Applied Social Psychology (41): 160-178.
• Guan, Y., Deng, H. & Bond, M.H. (2010). Examining the stereotype content model in a Chinese context: Intergroup structural relations and Mainland Chinese stereotypes towards Hong Kong Chinese. International Journal of Inter-cultural Relations 34(4): 393-399.
• Guan, Y., Deng, H., Bond, M.H., Chen, S.X. & Chan, C.C. (2010). Person-job fit and work-related attitudes among Chinese employees: Need for cognitive closure as moderator. Basic and Applied Social Psychology 32: 251-260.