I am an assistant professor in Organizational Behavior at the Scheller College of Business at the Georgia Institute of Technology. I conduct research on how to effectively manage and lead the increasingly diverse and dynamic labor force. The two primary areas of my interests are power and status dynamics in teams and employee turnover.
My research aims to shed light on how to manage participation and status dynamics in multinational teams. Specifically, one of my studies examines how language proficiency, an understudied construct, adds a unique layer to team dynamics above and beyond the commonly studied dimensions of cultural and demographic diversity (Li, Yuan, Bazarova, & Bell, 2018). Our paper has received the 2015 Best Student Paper Award and 2015 Student Transnational Research Award from the Academy of Management. In a related paper, my collaborators and I studied how people from different national and organizational cultures view, gain, maintain, and utilize status (Li, Chen, & Blader, 2016).
For my research on employee turnover, I study how and why unit-level changes, for example, leader departures, lead to unit instability or collective turnover (Li, Hausknecht, & Dragoni, 2020). Our paper has received the 2018 Best Micro Paper Award from an international conference.
I have conducted research in collaboration with a variety of organizations including the U.S. Military Academy at West Point, Darden, Ingersoll Rand, Merck, etc.
Ph.D. Cornell University, 2015 – 2020
Management and Organizations (Johnson School of Management)
M. S. Cornell University, 2013 – 2015
Human Resource Studies
(Industrial and Labor Relations School)
M. A. Stanford University, 2012 – 2013
International Comparative Education
Shen, S., Li, H., & Tolbert, P. S., (Accepted, 2021) Converging Tides Lift All Boats: Consensus in Evaluation Criteria Boosts Investments in Firms in Nascent Technology Sectors. Organization Science
Li, H., Hausknecht, J. P., & Dragoni, L. (2020). Initial and Longer-Term Change in Unit-Level Turnover Following Leader Succession: Contingent Effects of Outgoing and Incoming Leader Characteristics. Organization Science
Li, H., Yu, Kun, & Jin, X. (2019). Not all leaving is created equal: Differentiating organizational and occupational turnover intentions. Journal of Personnel Psychology.
Li, H., Yuan, Y. C., Bazarova, N., & Bell, B. S. (2018). Talk and Let Talk: Effects of Language Proficiency on Speaking Up and Competence Recognition in Multinational Team. Group & Organization Management
Li, H., Chen, Y. R., & Blader, S. L. (2016). Where is context? Advancing status research with a contextual value perspective. Research in Organizational Behavior.
Hausknecht, J. P., & Li, H. (2015). Big Data in Turnover and Retention. Big Data at Work: The Data Science Revolution and Organizational Psychology, 250.
Bei Shan Tang Foundation Fellowship (merit-based, $ 45,000 / year)
International Association of Conflict Management
2018 Advanced consortium on cooperation, conflict, and complexity fellow with scholarship ($1,350)
Academy of Management
2015 Best Student Paper Award (Gender and Diversity in Organizations Division)
2015 Student Transnational Research Award (Gender and Diversity in Organizations Division)
2018 University of Wisconsin-Madison, Department of Management and Human Resources
2018 Columbia University, Morris Lab
2018 Cornell University, Future Leaders Program Hosted by CICER
2018 Cornell University, SPARK (Scholars Present About Research and Knowledge) Talks
2018 Cornell University, ILR ExPO Lab
Reviewer, Interdisciplinary Network for group research (INGRoup) Conference, 2/2018
Reviewer, International Association for Conflict Management (IACM) Conference, 2/2018
Reviewer, Academy of Management (AOM) Conference, 1/2014 - Present
Author, the Administrative Science Quarterly (ASQ) blog, 2018