Dr. XU Xiaomin joined The Chinese University of Hong Kong as an Assistant Professor in Applied Psychology in September 2022. Before joining CUHK (Shenzhen), she worked as an Assistant Professor at the Management School, University of Liverpool for three years (2019-2022). 

Dr. XU received her PhD degree in in organizational study from the University of Edinburgh. Her research mainly focuses on (1) organizational (in)justice (e.g., pay gap, gender inequality, abusive supervision, workplace bullying), with special interest in the implications of dynamic change and third-party reactions to (in)justice in the workplace. Her research explores the underlying moral and self-interest motives as well as the cognitive and emotional mechanisms. Besides, she has wider interests in organizational behavior topics, such as (2) work design and redesign (e.g., job crafting, hybrid working arrangement), (3) stress and coping (e.g., job insecurity, work-home interference), and (4) career management (e.g., training and development, career adaptability). 

Her work is published in professional psychology journals (e.g., Journal of Applied Psychology, Journal of Occupational and Organizational Psychology) and international conferences.



Awards and honors
  • 2023
  • 2022
  • 2021
  • 2015
  • 01


    Principal Investigator: National Natural Science Foundation of China (No. 72302205): Organizational Justice Change Trajectory and Employee Coping Strategies: From a Self-Regulation Perspective

  • 02


    University of Liverpool Certificate of Teaching Excellence

  • 03


    Postgraduate Certificate in Academic Practice (Pass with Distinction)

  • 04


    Co-Principal Investigator: BA/Leverhulme Small Research Grants SRG21\210672 (UK): Examine the Hybrid Model of Return-to-Work Arrangement on Employee Wellbeing

  • 05


    Peking University Outstanding Scientific Research Achievement Award


Published Journal Papers, Articles, and Book Chapters

Xu, X., Du, D. Johnson, R. E. & Lu, C. (2022). Justice change matters: Approach and avoidance mechanisms in the self-regulation process. Journal of Applied Psychology, 107(7), 1070-1093. [IF5 = 13.72]

Murphy, S. E., Ensher, E. A., Xu, X. (2020). 5 strategies to diminish sexual harassment and toxicity in mentoring. Chief Learning Officer. [online]

Xu, X. & Yu, K. (2019). When core self-evaluation leads to career adaptability: Effects of ethical leadership and implications for citizenship behavior. The Journal of Psychology, 153(5), 463-477. [IF5 = 4.45]

Lu, C., Du, D., Xu, X. & Zhang, R. (2017). Revisiting the job demands-job performance relationship: The effects of job insecurity and traditionality. Journal of Occupational and Organizational Psychology, 90(1), 28-50. [IF5 = 6.18]

Lu, C., Du, D., & Xu, X. (2016). What differentiates employees' job performance under stressful situations: The role of general self-efficacy. The Journal of Psychology, 150 (7), 837-848. [IF5 = 4.45]

Lu, C., Xu, X. & Caughlin, D. (2015). Work-home interference and employees’ well-being and performance: The moderating role of Chinese work value. In Lu, L., & Cooper, C. L. (Eds.), Handbook of Research on Work–Life Balance in Asia (pp. 116-140). Edward Elgar Publishing.


Research Talks

Xu, X. (2022, April). Autonomous mentoring, newcomer job crafting, and performance trajectory. The Future of Work Institute, Curtin University, Australia.

Xu, X. (2021, April). Horizontal salary comparison: Internal and external (in)congruence, distributive justice and employee withdrawalWOM Brown Bag seminar, University of Liverpool, the United Kingdoms.


Conference Presentations

· 83rd Annual Meeting of the Academy of Management, 2023

Oral presentation, symposium.Teamwork design under the hybrid working arrangements on employee well-being: The mediating effects

· 81st Annual Meeting of the Academy of Management, 2021

Oral presentation, Paper 1 - Schadenfreude, envy and derogation towards observed abusive supervision; Paper 2 -Navigating the COVID-19 threat: Organizational justice matters more under mortality salience.

· 80th Annual Meeting of the Academy of Management, 2020. 

Oral presentation, paper. Horizontal salary comparison: Internal and external incongruence, justice and employee withdrawal. 

· 79th Annual Meeting of the Academy of Management, 2019

Oral presentation, symposium. Job Insecurity and its outcomes: The joint roles of justice and social identity.

· 19th EAWOP Congress, 2019

Oral presentation, Paper 1 - In-group and out-group salary comparison: Relative deprivation, distributive justice and organizational outcomes; Paper 2 - The relationship between organizational support for development and turnover intention: The roles of perceived insider status and employability.

· 78th Annual Meeting of the Academy of Management, 2018. 

Oral presentation, paper - Justice change matters: Approach and avoidance mechanisms in the self-regulation process. 

· 34th EGOS Colloquium, 2018. 

Oral presentation, paper - Self-concern, moral concern, or both? The observer’s response to workplace unfairness.

· 5th International Workshop on Insights in Organizational Justice and Behavioral Ethics, 2017

Oral presentation, paper - Job insecurity and its outcomes: The joint roles of justice and self-uncertainty.

· 7th International Association for Chinese Management Research Conferences, 2016

Oral presentation, paper - Time-lagged associations between challenge–hindrance stressors and job performance and the moderation of occupational self-efficacy.

· International Conference on Career Development & Employment Management, 2014. 

Oral presentation, paper - Career development opportunities and intention to stay: The role of work engagement and employability.

Professional Memberships

1.Fellow of UK Higher Education Academy: (10/2021-now)

2.Member of Academy of Management (AOM): (11/2016-now)

3.Member of European Association of Work and Organizational Psychology (EAWOP): (05/2019-now)

4.Member of The Society for Industrial and Organizational Psychology (SIOP): (08/2023-now)