Liu-Qin Yang, Ph. D., Associate Professor, Industrial and Organizational Psychology
Dr. Liu-Qin Yang is an Associate Professor at Portland State University. She graduated with her Ph.D. in Industrial and Organizational Psychology from the University of South Florida in 2009. She received her Bachelor of Science in Psychology and Bachelor of Arts in English Language and Literature in 2001 and Master of Arts in Industrial and Organizational Psychology in 2004, all from Beijing Normal University, China. In addition, she worked as a part-time project manager for the public and private sectors in China from 2001 to 2004 and worked as a full-time research associate for the Human Resource Research Organization in Summer 2006.
Dr. Yang's research concerns how individuals fit with their work environments, with the ultimate goal of enhancing employees’ and organizations’ well-being and productivity. She focuses on understanding the dynamic person-environment fit process by examining the interplay of individual characteristics (e.g., emotions, self-concept, motivation, personality), unit-level factors (e.g., departmental-level or organizational-level structure and climate), and societal aspects (e.g., cultural values or national income). Using the framework of person-environment fit, Dr. Yang's research interests specifically include workplace relationships and aggression prevention, work motivation, cross-cultural psychology, and quantitative methodology. You may read more about Dr. Yang's research profile at http://www.pdx.edu/research/profile/working-productively-and-happily
PSY361 Industrial/Personnel Psychology
PSY410/510 Introduction to Psychological Measurement
PSY521/621 Univariate Quantitative Methodology
PSY510/610 Introduction to Psychological Measurement
PSY510/610 Research Seminar: Work Motivation
Spector, P. E., Yang, L.-Q., & Zhou, Z. (Accepted). A longitudinal examination of the role of violence prevention climate in exposure to workplace physical violence and verbal abuse. Work and Stress.
Zhou, Z., Yang, L.-Q., & Spector, P. E. (Accepted). Political skill: A proactive inhibitor of workplace aggression expoesure and an active buffer of the aggression-strain relationship. Journal of Occupational Health Psychology.
Wright, R., Mohr, C., Sinclair, R., & Yang, L.-Q. (Accepted). Sometimes less is more: Directed coping with interpersonal stressors at work. Journal of Organizational Behavior.
Yang, L. Q., Liu, C., Nauta, M. M., Caughlin, D. E., & Spector, P. E. (in press). Be mindful of what you impose on your colleagues: Implications of social burden for burdenees' well-being, attitudes, and counterproductive work behavior.Stress and Health.
Yang, L. Q., Caughlin, D. E., Gazica, M. W., Truxillo, D. M., & Spector, P. E. (2014). Workplace mistreatment climate: A review of contextual influence from the target's perspective. Journal of Occupational Health Psychology, 19, 315-335.
Yang, L. Q., Bauer, J., Johnson, R. E., Groer, M., & Salomon, K. (2014). Physiological mechanisms that underlie the effects of interactional unfairness on deviant behavior: the role of cortisol activity. Journal of Applied Psychology, 99, 310-321.
Yang, L. Q., Johnson, R. E., Zhang, X., Spector, P. E., & Xu, S. (2013). When self-identity meets interpersonal unfairness: Consequences for counterproductive work behavior. Journal of Business and Psychology, 28, 189-202.
Liu, C., Yang, L. Q., & Nauta, M. M. (2013). Examining the mediational effect of supervisor conflict on procedural injustice-job strain relations: The function of power distance. Journal of Occupational Health Psychology, 18, 64-74
Liao, F.-Y., Yang, L. Q., Wang, M., Drown, D., & Shi, J. (2013). Team-member exchange and work engagement: Does personality make a difference? Journal of Business and Psychology, 28, 63-77.
Yang, L. Q., Spector, P. E., Chang, C.-H., Gallant-Roman, M., & Powell, J. (2012). A longitudinal examination of workplace violence against nurses: Physical consequences and psychosocial precursors. International Journal of Nursing Studies, 49, 1091-1102.
Yang, L. Q., Spector, P. E., Sanchez, J., Allen, T. D., Poelmans, S., Cooper, C.L., Lapierre, L.M., O'Driscoll, M.P., Abarca, A., Alexandrova, M., Antoniou, A., Beham, B., Brough, P., Carikci, I., Ferreiro, P., Fraile, G., Geurts, S., Kinnunen, U., Lu, C., Lu, L., Morenlo-Velazquez, I.F., Pagon, M., Pitariu, H., Salamatov, V., Siu, O-L., Shima, S., Simoni, A.S., Tillemann, K., Widerszal-Bazyl, M., & Woo,J-M. (2012). Individualism-collectivism as a moderator of the work demands-strains relationship: A cross-level and cross-national examination. Journal of International Business Studies, 43, 424-443.
Yang, L.Q., Xu, X., Allen, T.D., Shi, K., Zhang, X., & Lou, Z. (2011). Mentoring in China: Enhanced understanding and association with occupational stress. Journal of Business and Psychology, 26, 485-499.
Nixon, A., Yang, L.Q., Spector, P.E., & Zhang, X.C. (2011). Emotional labor in China: Examining moderators and consequences of the emotional labor process. Stress and Health, 27, 289-305.
Levine, E.L., Xu, X., Yang, L.Q., Ispas, D., Pitariu, H.D., Bian, R., Ding, D., Capotescu, R., Musat, S., & Che, H.S. (2011). Cross-national explorations of the impact of affect at work using the State-Trait Emotion Measure (STEM): A coordinated series of studies in the United States, China and Romania. Human Performance, 24, 405-442.
Brannick, M.T., Yang, L.Q., & Cafri, G. (2011). Comparison of weights for meta-analysis of r and d under realistic conditions. Organizational Research Methods, 14, 587-607.
Johnson, R.E., Chang, C.H., & Yang, L.Q. (2010). Commitment and motivation at work: The relevance of employee identity and regulatory focus. Academy of Management Review, 35, 226-245.
Yang, L.Q., Levine, E.L., Xu, X., & Lopez-Rivas, G.E. (2009). Surveying via the Net vs. Hard Copy: A Cautionary Note. Ergometrika, 16, 20-39.
Bauer, J., Saboe, K., Cho, E., Yang, L.Q., Johnson, R. E., Erol, H. T., Göncü, A. , & Tan, J. A. (2009). How prevalent are the different types of organizational justice research? Industrial and Organizational Psychology: Perspectives on Science and Practice, 196-198.
Yang, L.Q., Levine, E.L., Smith, A. M., Ispas, D. & Rossi, M.E. (2008). Person-environment fit or person plus environment: A meta-analysis of studies using polynomial regression analysis. (Special Issue), Human Resource Management Review, 18, 311-321.
Yang, L.Q., Che, H.S., & Spector, P.E. (2008). Job stress and well-being: An examination from the view of person-environment fit. Journal of Occupational and Organizational Psychology, 81, 567-587.
Chang, C.H., Johnson, R.E., & Yang, L.Q. (2007). Strain and organizational citizenship behavior: A meta-analysis. Work & Stress, 21, 312-332.
Zhang, X.C., Yang, L.Q., Xu, X.F., & Che, H.S. (2006). The mechanisms through which negative affectivity affects work stress process. Psychological Science (in Chinese), 29, 967-969.
Jiang, J., Yang, L. Q., & Xu, Y. (2004). The validation of Work Locus of Control Scale in China. Journal of Mental Health (in Chinese), 18, 628-630.
Yang, L.Q. (2004). Assessment center. In Hongsheng Che (Eds). Personnel selection (in Chinese). Beijing, China: Tuanjie Press.
Wang, L., Che, H.S., & Yang, L.Q. (2003). The hierarchical taxonomy of leadership personality traits, Psychological Science (in Chinese), 6, 101-110.
Che, H.S. & Yang, L.Q. (2002). Investigating the latent categories of the individual stock investors: A psychological perspective. Journal of Management Sciences (in Chinese), 5(5), 23-29.
Chen, H., Che, H.S. & Yang, L.Q. (2002). The trend of research in human resource management. GuangXi Social Sciences (in Chinese), No.6, 192-195.
Yang, L.Q., Che, H.S., & Feng, J.P. (2002). The investment expectaction of the individual stock investors in China. Economic Management (in Chinese), No.18, 75-82.