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Xiao
Chen
BPhil, MA, PhD
Assistant Professor
Phone: 
(902) 566-6036
Department: 
Faculty of Business
Office: 
McDougall Hall, 413A

Dr. Xiao Chen is an assistant professor of management. Dr. Chen received his PhD in Management from the Rotman School of Management, University of Toronto. He also holds a Master of Arts degree in Asian Studies and a Graduate Certificate in Survey Methodology from the University of Michigan, Ann Arbor, and a Bachelor of Philosophy degree from the Sun Yat-sen University, Guangzhou, China. Dr. Chen’s primary research interests include the subconscious processes and priming effects in organizational behavior and human resource management (OB/HRM) and cross-cultural management research.

Dr. Chen embraces an evidence-based approach to management education, and he won the 2013 Innovative Teaching Award of the Academy of Management’s Human Resources Division. Outside of academia, Dr. Chen has conducted research projects and OB/HRM workshops in leading organizations such as IBM (China), Volkswagen (China), SinoPec, China Construction Bank, China Southern Airlines, and others.

Prior to joining UPEI, Dr. Chen taught at the School of Economics and Management, Tsinghua University, Beijing, China, as well as at the Rotman School of Management in Toronto and the University of Michigan in Ann Arbor.

Peer Reviewed Paper

  • Chen, X., & Latham, G. P. (2014). The effect of priming learning vs. performance goals on a complex task. Organizational Behavior and Human Decision Processes, 125(2), 88-97.

Conference Proceedings

  • Chen, X., Zheng, X. M., & Yu, Y.* (2016, June). Emotional regulation and job characteristics as predictors of emotional exhaustion, holistic well-being, and physiological health: A study of Chinese flight attendants. The 6th biennial conference of the International Association of Chinese Management Research (IACMR), Hangzhou, China. *Tsinghua SEM doctoral student.
  • Guo, M.*, Liu, X.*, & Chen, X. (2016, February). The effect of gender composition in recruitment advertisements on organizational attractiveness: The roles of gender ideology and perceived person-organization fit. Paper proceeding, the 2nd Human Resources Division International Conference, Academy of Management, Sydney, Australia.
  • Chen, X., & Gunz, H. (2015). Boundary permeability and cultural tightness-looseness: Towards a typology of career success through boundary crossing. In W. Mayrhofer, H. Gunz, & M. Verbruggen, Careers: Multi-level issues in theory, methodology, and empirical research. Paper proceeding, the 31st European Group for Organizational Studies (EGOS) Colloquium, Athens, Greece.
  • Zhou, J. Y.*, Li, Y. W.*, & Chen, X. (2015). The curvilinear relationship between newcomer goal clarity and creative performance in China: The mediator role of advice network density. Paper proceeding, the 15th European Academy of Management (EURAM) annual conference. Warsaw, Poland.
  • Chen, X., Gunz, H., & Chen, Z. (2014, July). Culturally too tight to climb high? Social chronology and Chinese civil servant career. In P. Parker, W. Mayrhofer, & M. Gubler. Beyond the mainstream: Careers of special groups. Paper proceeding, the 30th European Group for Organizational Studies (EGOS) Colloquium, Rotterdam, the Netherlands.
  • Chen, X. (2014, June). Frontiers in goal setting: Implications for human resource management. Symposium paper proceeding, the 1st Human Resources Division International Conference, Academy of Management, Beijing.
  • Chen, X. & Latham, G. P. (2014, June). The effect of priming general vs. context-specific learning goals on individual teamwork motives and team performance. In X. Chen. Frontiers in goal setting: Implications for human resource management. Paper proceeding, the 1st Human Resources Division International Conference, Academy of Management, Beijing.
  • Veenstra, K. V. & Chen, X. (2014, June). CEO goal setting and firm performance: The moderating role of CEO implicit need for achievement. In X. Chen. Frontiers in goal setting: Implications for human resource management. Paper proceeding, the 1st Human Resources Division International Conference, Academy of Management, Beijing.
  • Chen, X. & Veenstra, K. V. (2013, January). The effect of achievement oriented shareholder letters on perception of CEO effectiveness & shareholder investment. In L. R. Long. Strategic leadership. Paper proceeding, the 5th International Conference of Leadership Innovation & Business Success, Yuan Ze University, Taipei.
  • Chen, X. (2011, December). Formal hierarchy matters: The role of interpersonal affect in task-related ties in a Chinese state-owned enterprise. In Y. Baruch. Social exchange, social capital, care and affect. Paper proceeding, the 1st Israel Organizational Behavior Conference, Tel-Aviv, Israel.
  • Chen, X. (2010, August). Leadership style, member characteristics, and message accuracy in virtual team communication: An elaboration likelihood model. In S. Miranda, Distributive teams and development communities. Paper proceeding, the annual meeting of the Academy of Management, Montreal, QC, Canada.
  • Chen, X. (2010, June). Interpersonal affect, formal hierarchy, and task-related ties in a Chinese state-owned enterprise. In N. Lin (chair), Guanxi and Networking. Paper proceeding, the 4th biennial conference of the International Association of Chinese Management Research (IACMR), Shanghai, China. (Best Student Paper Award finalist).

Cases and Teaching Materials

  • Chen, X. (2014). “I want there to be!”: Apple Inc.’s Foxconn test. Case study (with teaching notes). In R. L. Daft, & A. Armstrong, Organization theory and design (3rd Canadian ed., pp. 86-89). Toronto: Nelson. (Written based on part of the 2013 AOM HR Division Innovative Teaching Award winner innovation).
  • Chen, X. (2012). The “pianistic other” in Shenzhen. Case study (with teaching notes). In R. L. Daft, & A. Armstrong, Organization theory and design (2nd Canadian ed., pp. 238-239). Toronto: Nelson. Reprinted in R. L. Daft, & A. Armstrong (2014), Organization theory and design (3rd Canadian ed., pp. 246-247). Toronto: Nelson.
  • Chen, X. (2012). Instructor’s video guide. In R. L. Daft, & A. Armstrong, Organization theory and design (2nd Canadian ed.). Toronto: Nelson. Reprinted in R. L. Daft, & A. Armstrong (2014), Organization theory and design (3rd Canadian ed.). Toronto: Nelson.
  • Priming effects and subconscious mechanisms in organizational behavior and human resource management
  • Management in the Chinese and cross-cultural contexts
  • Psychological microfoundations of strategy
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