Dr Lixin Jiang
2010-2013 Ph.D. in Organizational Psychology, Washington State University, WA, US
Originally from Mainland China, Lixin completed her Ph.D. in Industrial and Organizational Psychology in 2013 at Washington State University in the U.S. From 2013 to 2017, Lixin worked as an Assistant Professor in the Department of Psychology at University of Wisconsin Oshkosh, where she taught three courses per semester, supervised award-winning student research, and maintained a highly active research program. In Aug 2017, Lixin began her current role as lecturer at University of Auckland.
Research | Current
My research focuses on organizational psychology (i.e., organizational behaviour) in general and occupational health psychology in particular. My overarching research goal is to use resources at the socioeconomic-, organizational-, and individual-levels to promote health and well-being of people at work, as well as prevent and attenuate the negative consequences of workplace stressors.
Each year, workers around the globe experience approximately 260 million occupational injuries and 350,000 fatalities due to injuries sustained at work. Therefore, my first line of research attempts to improve workplace safety.
Job insecurity, coupled with its negative consequences, is likely to remain common in today’s working life plagued with organizational changes. As such, my second line of research explores possible interventions to mitigate the adverse impacts of job insecurity.
When conducting occupational health and safety research, I take social contexts into consideration. In doing so, I employ advanced methodology such as structural equation modelling and multilevel modelling, as well as multiple methodologies such as archival data, quasi-experiments, and qualitative data, to provide more valid results.
I am currently sitting on the Editorial Boards of Journal of Organizational Behavior, Stress & Health, and Occupational Health Science.
Selected publications and creative works (Research Outputs)
- Shoss, M. K., Brummel, B. J., Probst, T. M., & Jiang, L. (2020). The Joint Importance of Secure and Satisfying Work: Insights from Three Studies. Journal of Business and Psychology, 35 (3), 297-316. 10.1007/s10869-019-09627-w
- Petitta, L., & Jiang, L. (2020). How group goal setting mediates the link between individual-level emotion-related factors and team performance. JOURNAL OF THEORETICAL SOCIAL PSYCHOLOGY, 4 (1), 3-20. 10.1002/jts5.54
- Jiang, L., & Probst, T. M. (2019). Societal income inequality and coping with work-related economic stressors: A resource perspective. The Social Psychology of Inequality (pp. 53-65). 10.1007/978-3-030-28856-3_4
- Li, V., Jiang, L., & Xu, X. V. (2019). From Workplace Mistreatment to Job Insecurity: The Moderating Effect of Work Centrality. Stress and health : journal of the International Society for the Investigation of Stress10.1002/smi.2915
- Xu, X., Jiang, L., & Wang, H. J. (2019). How to build your team for innovation? A cross-level mediation model of team personality, team climate for innovation, creativity, and job crafting. Journal of Occupational and Organizational Psychology, 92 (4), 848-872. 10.1111/joop.12277
- Probst, T., Chizh, A., Hu, S., Jiang, L., & Austin, C. (2019). Explaining the relationship between job insecurity and creativity: A test of cognitive and affective mediators. Career Development International, 25 (3), 247-270. 10.1108/CDI-04-2018-0118
- Wang, H.-J., Le Blanc, P., Demerouti, E., Lu, C.-Q., & Jiang, L. (2019). A social identity perspective on the association between leader-member exchange and job insecurity. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY, 28 (6), 800-809. 10.1080/1359432X.2019.1653853
- Probst, T. M., Jiang, L., & López Bohle SA (2019). Job insecurity and impression management: Which is the horse and which is the cart when it comes to job performance?. Career Development International, 25 (3), 306-324. 10.1108/CDI-04-2018-0119