Staff profile

 Xiaotong (Janey) is an Associate Professor in Leadership and OB at Durham University Business School. Janey received her Ph.D. in 2018 and a master’s degree in 2013 from Durham University. She previously worked as an Assistant Professor at Durham University. Her research focuses on relational leadership (social exchange between leaders and followers, e.g., trust felt trust, LMX), identity (identity conflict, enhancement, and development), and emotion (e.g., envy and pride). Janey’s work has been published in key journals in the field, such as Journal of Organizational Behaviour, Journal of Vocational Behaviour, Journal of Business Ethics and European Journal of Work and Organizational Psychology. 

Mini-Biography

Xiaotong (Janey) is an Associate Professor in Leadership and OB at Durham University Business School. Janey received her Ph.D. in 2018 from Durham University. Her research focuses on relational leadership (social exchange between leaders and followers, e.g., trust felt trust, LMX), identity (identity conflict, enhancement, and development), and emotion (e.g., envy and pride). 

• Relational leadership
• Trust and felt trust
• LMX
• Identity
• Emotion

• Leadership and Followership

Journal Article

• Xu, Haoying Howie, Pan, Jingzhou & Zheng, Xiaotong Janey (2022). The Upside of Playing Favorites. Harvard Business Review
• Wang, Xiaoyu (Christina), Zheng, Xiaotong (Janey), Guan, Yanjun & Zhao, Shuming (2022). Do High Performers Always Obtain Supervisory Career Mentoring? The Role of Perspective-Taking. Journal of Occupational and Organizational Psychology 95(2): 332-357.
• Wang, X., Zheng, X., Luo, J. & Zhao, S. (2022). Are Proactive Employees Proactive Performers? The Moderating Role of Supervisor-Subordinate Marital Status Similarity. Journal of Social Psychology
• Zheng, Y. Wu, C., Zheng, X. & Pan, J. (2022). Followers’ unclear demands during the COVID-19 Pandemic can undermine leaders’ well-being: A moderated mediation model from an entrapment perspective. Applied Psychology: An International Review 71(3): 935-958.
• Wang, X., Zheng, X. & Zhao, S. (2022). Repaying the Debt: An Examination of the Relationship between Perceived Organisational Support and Unethical Pro-Organisational Behaviour by Low Performers. Journal of Business Ethics 179(3): 697-709.
• Pan, J., Zheng, X. J. Xu, H., Li, J. K. & Lam, C. (2021). What if my coworker builds a better LMX? The roles of envy and coworker pride for the relationships of LMX social comparison with learning and undermining. Journal of Organizational Behavior 42(9): 1144-1167.
• Zheng, Yuyan Zheng, Xiaotong (Janey), Wu, Chia-Huei Yao, Xiang & Wang, Yi (2021). Newcomers’ relationship-building behavior, mentor information sharing and newcomer adjustment: The moderating effects of perceived mentor and newcomer deep similarity. Journal of Vocational Behavior 125: 103519.
• Wang, Xiaoyu & Zheng, Xiaotong (2020). Do High Performers Always Receive More Supervisory Career Mentoring? The Role of Perspective-Taking. Academy of Management Proceedings 2020(1): 15139.
• Zheng, X, Hall, R. J. & Schyns, B. (2019). Investigating Follower Felt Trust from a Social Cognitive Perspective. European Journal of Work and Organizational Psychology 28(6): 873-885.
• Zheng, Xiaotong, Williams, Michele & Wang, Xiaoyu (2019). Leader-employee congruence and employee voice: The moderating effect of relationship quality. Academy of Management Proceedings 2019(1): 10738.
• Wang, Xiaoyu, Williams, Michele & Zheng, Xiaotong (2018). The Impact of Leader-Follower Marital Status Similarity on Proactive Behavior. Academy of Management Proceedings 2018(1): 17836.
• Zheng, Xiaotong, Hall, Rosalie Joan & Schyns, Birgit (2017). The Trustee's Perspective: Antecedents and Outcomes of Follower Felt Trust. Academy of Management Proceedings 2017(1): 13597.