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). 

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

Chapter in book

• Lord, R., Hall, R., Gatti, P., Zheng, J., & Morgan, R. (in press). Measuring Leadership Identity: Complexity, Risks, and Recommendations. In O. Epitropaki, & R. Kart (Eds.), Oxford Handbook of Leadership, Followership and Identity. Oxford University Press
• Lord, R., Hall, R., Gatti, P., Zheng, J., & Morgan, R. (2024). The effects of what you remember and what you know on leadership processes: how memory works, how we access what we know, and the role of identity levels. In S. Braun, T. Keller Hansbrough, G. A. Ruark, R. J. Hall, R. G. Lord, & O. Epitropaki (Eds.), Navigating Leadership Evidence-Based Strategies for Leadership Development (130-154). Routledge. https://doi.org/10.4324/9781003377450

Journal Article

• de Jong, B., Lee, A., Gill, J., & Zheng, J. (online). Felt trust: Added baggage or added value? A critical review, constructive redirection, and exploratory meta‐analysis. Journal of Organizational Behavior, https://doi.org/10.1002/job.2838
• Zheng, X. (., Williams, M., Wang, X. (., & Liang, J. (2024). It’s more about ‘we’ than ‘I’: The employee-supervisor fit in achievement striving, organizational identification and employee voice. Management and Organization Review, 20(3), 517-538. https://doi.org/10.1017/mor.2024.18
• Wang, X., Zheng, X., Luo, J., & Zhao, S. (2023). Are Proactive Employees Proactive Performers? The Moderating Role of Supervisor-Subordinate Marital Status Similarity. The Journal of Social Psychology, 163(5), https://doi.org/10.1080/00224545.2021.2025027
• Zheng, X. (., Nieberle, K. W., Braun, S., & Schyns, B. (2023). Is Someone Looking Over My Shoulder? An Investigation into Supervisor Monitoring Variability, Subordinates’ Daily Felt Trust, and Well-being. Journal of Organizational Behavior, 44(5), 818-837. https://doi.org/10.1002/job.2699
• 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. https://doi.org/10.1007/s10551-021-04809-0
• Xu, H. H., Pan, J., & Zheng, X. J. (2022). The Upside of Playing Favorites. Harvard Business Review
• 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, 71(3), 935-958. https://doi.org/10.1111/apps.12351
• Wang, X. (., Zheng, X. (., Guan, Y., & Zhao, S. (2022). Do High Performers Always Obtain Supervisory Career Mentoring? The Role of Perspective-Taking. Journal of Occupational and Organizational Psychology, 95(2), 332-357. https://doi.org/10.1111/joop.12386
• Pan, J., Zheng, X., Xu, H., Li, J., & 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. https://doi.org/10.1002/job.2549
• Zheng, Y., Zheng, X. (., Wu, C.-H., Yao, X., & Wang, Y. (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, Article 103519. https://doi.org/10.1016/j.jvb.2020.103519
• Wang, X., & Zheng, X. (2020). Do High Performers Always Receive More Supervisory Career Mentoring? The Role of Perspective-Taking. Academy of Management Proceedings, 2020(1), https://doi.org/10.5465/ambpp.2020.15139abstract
• Zheng, X., Williams, M., & Wang, X. (2019). Leader-employee congruence and employee voice: The moderating effect of relationship quality. Academy of Management Proceedings, 2019(1), https://doi.org/10.5465/ambpp.2019.10738abstract
• Zheng, X., Hall, R., & Schyns, B. (2019). Investigating Follower Felt Trust from a Social Cognitive Perspective. European Journal of Work and Organizational Psychology, 28(6), 873-885. https://doi.org/10.1080/1359432x.2019.1678588
• Wang, X., Williams, M., & Zheng, X. (2018). The Impact of Leader-Follower Marital Status Similarity on Proactive Behavior. Academy of Management Proceedings, 2018(1), https://doi.org/10.5465/ambpp.2018.17836abstract
• Zheng, X., Hall, R. J., & Schyns, B. (2017). The Trustee's Perspective: Antecedents and Outcomes of Follower Felt Trust. Academy of Management Proceedings, 2017(1), https://doi.org/10.5465/ambpp.2017.13597abstract