Yijue Liang
Yijue Liang
Assistant Professor
Harassment, bystander, stress, and leadership
Dr. Liang earned her Ph.D. in Human Resources from the School of Labor and Employment Relations at the University of Illinois Urbana-Champaign in 2022. Her research seeks to protect employees’ well-being and job outcomes by reducing workplace sexual harassment, understanding negative interpersonal dynamics, and promoting recovery experiences.
Selected Publications
Kim, S., Park, Y., & Liang, Y. (2025). Observers’ Gender and Behavioral Responses to Workplace Sexual Harassment via Empathy: The Moderating Role of Organizational Intolerance. Journal of Applied Psychology. https://doi.org/10.1037/apl0001307
Liang, Y., & Park, Y. (2025). A spectrum of bystander actions: Latent profile analysis of sexual harassment intervention behavior at work. Journal of Applied Psychology. https://doi.org/10.1037/apl0001280
Liang, Y., Sun, T., & Zhu, Z. (2025). I remember it all too well: Gig workers’ psychological detachment after receiving negative customer feedback and the roles of job security and handling time. Journal of Organizational Behavior. http://doi.org/10.1002/job.2870
Liang, Y., Kim, S., Park, Y., & Kim, S. (2025). Shelters from the storm: A daily investigation of customer sexual harassment and organizational resources as moderators. Journal of Managerial Psychology. https://doi.org/10.1108/JMP-05-2024-0305
Headrick, L., Park, Y., Newman, D., & Liang, Y. (2023). Recovery experiences for work and health outcomes: A meta‑analysis and recovery‑engagement‑exhaustion model. Journal of Business and Psychology. https://doi.org/10.1007/s10869-022-09821-3
Liang, Y., Liu, Y., Park, Y., & Wang, L. (2022). Treat me better, but is it really better? Applying a resource perspective to understanding leader–member exchange (LMX), LMX differentiation, and work stress. Journal of Occupational Health Psychology, 27(2), 223–239. https://doi.org/10.1037/ocp0000303
Liang, Y., & Park, Y. (2022). Because I know how it hurts: Employee bystander intervention in customer sexual harassment through empathy and its moderating factors. Journal of Occupational Health Psychology, 27(3), 339–348. https://doi.org/10.1037/ocp0000305
Koopmann, J., Liu, Y., Liang, Y., & Liu, S. (2021). Job search self-regulation during COVID-19: Linking search constraints, health concerns, and invulnerability to job search processes and outcomes. Journal of Applied Psychology, 106(7), 975-989. http://dx.doi.org/10.1037/apl0000938
Courses Taught
PSYC 320: Psychological Tests and Measurements
PSYC 333: Psychology in the Workplace
PSYC 601: Applied Data Analysis in Psychology I
PSYC 592/892: Soc Dynamics & Interpersonal Relationships at Work
Education
Ph.D. Human Resources and Industrial Relations, School of Labor and Employment Relations, University of Illinois at Urbana-Champaign (UIUC)
M.A. Human Resources and Industrial Relations, School of Labor and Employment Relations, University of Illinois at Urbana-Champaign (UIUC)
B.A. Finance, Lingnan College, Sun Yat-sen University
In the Media
"Workplaces can foster empathy to improve harassment intervention, study says". HR Dive. September 2, 2025.
"Study: Organizational intolerance reduces gender differences in empathy for workplace harassment targets". Illinois News Bureau. August 21, 2025.
"New study details clusters of bystander interventions for workplace sexual harassment". Illinois News Bureau. August 7, 2025.
"Hidden costs of gig work: Job insecurity and customer ratings impact worker well-being". Rice News. March 6, 2025.
“Sexual harassment hurts the bottom line”. New York Daily News. November 12, 2021.
“Co-worker interventions can moderate customer sexual harassment in service industry”. Illinois News Bureau. October 19, 2021.
“Paper: Perception of COVID-19 vulnerability hurts job prospects”. Illinois News Bureau. September 15, 2021.