Dejun Tony Kong
Dr. Dejun "Tony" Kong is an Associate Professor and the Ph.D. Coordinator in the Department of Management and Leadership at the University of Houston's Bauer College of Business. He is interested in how to help people be more trustworthy, prosocial, cooperative, and proactive. His research largely focuses on (1) trust in intra- and intercultural contexts of negotiations, leadership, teams, and other social interactions.; (2) positive organizational behavior (e.g., gratitude, humor, passion, mindfulness, emotional intelligence, resilience, strengths); and (3) workplace diversity. His papers were published by Academy of Management Journal, Journal of Applied Psychology, Journal of Cross-Cultural Psychology, Journal of Experimental Social Psychology, Journal of Occupational Health Psychology, Journal of Vocational Behavior, Journal of Business Ethics, Journal of World Business, Organizational Behavior and Human Decision Processes, Organizational Psychology Review, and other academic journals as well as various books on leadership and negotiations. His book "Leading through Conflict: Into the Fray" (co-edited with Dr. Don Forsyth) was published by Palgrave Macmillan in 2016.
He is an Associate Editor of the Journal of Organizational Behavior, and also on the editorial review boards of the Journal of Business and Psychology, Journal of Management, Journal of Trust Research, and Leadership Quarterly. He served as a guest editor of the Journal of Trust Research special issue on trust in negotiations and repeated bargaining. He is also an ad-hoc reviewer for many well-regarded management and psychology journals such as Academy of Management Review, Business Ethics Quarterly, Group and Organization Management, Group Decision and Negotiation, Journal of Business Research, Journal of Cross-Cultural Psychology, Journal of Experimental Social Psychology, Journal of Occupational Health Psychology, Journal of Occupational and Organizational Psychology, Journal of World Business, Mindfulness, Organizational Behavior and Human Decision Processes, Organization Science, Organization Studies, and Psychological Science. His paper coauthored by Dr. Violet T. Ho and Chay Hoon Lee was awarded the "Most Publishable Paper" in 2014 by the International Leadership Association's Leadership Scholarship Member Interest Group. His paper coauthored by Dr. Bill Bottom and Dr. Lee Konczak was selected by the editorial team of the International Journal of Conflict Management as a Highly Commended Paper in the 2017 Emerald Literati Network Awards for Excellence. His paper coauthored by Dr. Phillip Jolly received an Editor Commendation Award 2018 from the Journal of Business and Psychology. In recognition of his academic achievements and contributions, he was also awarded an Ascendant Scholar Award 2019 (from the Western Academy of Management), the LeRoy and Lucille Melcher Faculty Excellence Award for Research 2017 (from the Bauer College of Business), the Leadership Quarterly Editorial Board Award for Timeliness and Productivity 2015, the Virginia Foundation for Independent Colleges Mednick Memorial Fellowship 2013, Lim Kim San Fellow 2011 (from Singapore Management University), and Hubert C. Moog Scholar 2007-2008 (from Washington University in St. Louis), among many other awards and honors.
- Kong, D. T., & Forsyth, D. R. (2016) (Eds.). Leading through conflict: Into the fray. Palgrave Macmillan. http://www.palgrave.com/page/detail/leading-through-conflict-dejun-tony-kong/?isb=9781137566768
"This perfectly-timed collection covers the field of conflict from the personal to the social, and does so with impressive breadth and originality. Kong and Forsyth have assembled a first-rate collection of expert contributors whose cutting-edge ideas advance our understanding of the origins of conflicts as well as novel approaches to their constructive resolution. An unusual strength of the book is its powerful and deft blend of multi-disciplinary perspectives coupled with multiple methodologies. Academic conflict theorists will draw both insight and inspiration from this marvelous collection, and conflict resolution practitioners will want it on their shelf as an invaluable resource."
Dr. Roderick M. Kramer
William R. Kimball Professor of Organizational Behavior
Stanford University Graduate School of Business
"Established and emerging scholars deepen our insight into the causes and consequences of conflict. They open new areas of exploration by integrating knowledge from fields as diverse as morality, emotions and social networks with conflict theory. They further our understanding of conflict through case and field studies, and by applying new theoretical perspectives. And they move us forward by drawing on our growing understanding of forgiveness and reconciliation. In short, these authors bring new energy to the analysis of conflict."
Dr. Mara Olekalns
Professor of Management (Negotiation)
University of Melbourne Business School
Conflict Management Division Chair, Academy of Management
"Much has been written about conflict. However, it is equally true that much remains to be learnt about this hugely important topic. Kong and Forsyth bring together an impressive group of scholars that share with us latest research and theorizing on the nature, consequences, and resolution of conflict. The chapters do a wonderful job in examining conflict from multiple levels and perspectives, a true reflection of the inherently interdisciplinary nature of the study of conflict. This volume is sure to engage and lead to novel insights for both researchers and practitioners."
Dr. Jochen Reb
Associate Professor of Organisational Behaviour and Human Resources
Co-Editor of "Mindfulness in Organizations: Foundations, Research, and Applications"
Lee Kong Chian School of Business, Singapore Management University
- Kong, D. T., & Belkin, L. Y. (in press). Being grateful and biased: Felt gratitude as a cause of escalation bias in relational dilemmas. Journal of Experimental Social Psychology.
- Kong, D. T., Cooper, C. D., & Sosik, J. J. (in press). The state of research on leader humor. Organizational Psychology Review.
- Kong, D. T., & Belkin, L. Y. (in press). Because I want to share, not because I should: Prosocial implications of gratitude expression in repeated zero-sum resource allocation exchanges. Motivation and Emotion.
- Kong, D. T., & Jolly, P. M. (in press). Lay beliefs about attention to and awareness of the present: Implicit mindfulness theory (IMT) and its workplace implications. Journal of Business and Psychology.
- Kong, D. T., Ho, V. T., & Garg, S. (in press). Employee and coworker idiosyncratic deals: Implications for emotional exhaustion and deviant behaviors. Journal of Business Ethics.
- Kong, D. T., & Yao, J. (2019). Advancing the scientific understanding of trust and culture in negotiations. Negotiation and Conflict Management Research, 12, 117-130 (invited article).
- Kong, D. T., & Jolly, P. M. (in press). A stress model of psychological contract violation among ethnic minority employees. Cultural Diversity and Ethnic Minority Psychology.
- (* equal authorship) Belkin, L. Y.*, & Kong, D. T.* (2018). Implications of advice rejection in repeated exchanges: Advisor responses and advisee gratitude expression as a buffer. Journal of Experimental Social Psychology, 78, 15-21.
- Kong, D. T., & Ho, V. T. (2018). The performance implication of obsessive work passion: Unpacking the moderating and mediating mechanisms from a conservation of resources perspective. European Journal of Work and Organizational Psychology, 27, 269-279.
- Ho, V. T., Kong, D. T., Lee, C. H., Dubreuil, P., & Forest, J. (2018). Promoting harmonious work passion among unmotivated employees: A two-nation investigation of the compensatory function of cooperative psychological climate. Journal of Vocational Behavior, 107, 112-125.
- Cooper, C. D., Kong, D. T., & Crossley, C. D. (2018). Leader humor as an interpersonal resource: Integrating three theoretical perspectives. Academy of Management Journal, 61, 769-796.
- Kong, D. T., & Gelb, B. (2018). Curbing, not rewarding, jerk behaviors on the job. Rutgers Business Review, 3, 40-52.
- Kong, D. T. (2018). Trust toward a group of strangers as a function of stereotype-based social identification. Personality and Individual Differences , 120, 265-270. (Young Researcher Special Issue).
- Kong, D. T., Lount, R. B., Jr., Olekalns, M., & Ferrin, D. L. (2017). Advancing the scientific understanding of trust in the contexts of negotiations and repeated bargaining: Introduction to the special issue. Journal of Trust Research, 7, 15-21. (invited article)
- Lu, S., Kong, D. T., Ferrin, D. L., & Dirks, K. T. (2017). What are the determinants of interpersonal trust in dyadic negotiations? Meta-analytic evidence and implications for future research. Journal of Trust Research (special issue on trust in negotiations and repeated bargaining), 7, 22-50. (lead article)
- Barnes, C. Guarana, C., Nauman, S., & Kong, D. T. (2016). Too tired to inspire or be inspired: Sleep deprivation and charismatic leadership. Journal of Applied Psychology, 108, 1191-1199.
- Kong, D. T. (2016). Exploring democracy and ethnic diversity as sociopolitical moderators for the relationship between age and generalized trust. Personality and Individual Differences, 96, 28-30.
- Kong, D. T., Bottom, W. P., & Konczak, L. J. (2016). Negotiators' emotion perception and value-claiming under different incentives. International Journal of Conflict Management, 27, 146-171.(lead article) (selected by the editorial team of the International Journal of Conflict Management as a Highly Commended Paper in the 2017 Emerald Literati Network Awards for Excellence)
- Campagna, R. T., Mislin, A. A., Kong, D. T., & Bottom, W. P. (2016). Strategic consequences of emotional misrepresentation in negotiation: The blowback effect. Journal of Applied Psychology, 101, 605-624.(lead article)
- Kong, D. T. (2016). A gene-dependent climatoeconomic model of generalized trust. Journal of World Business, 51, 226-236.
- Kong, D. T. (2016). The pathway to unethical pro-organizational behavior: Organizational identification as a joint function of work passion and trait mindfulness. Personality and Individual Differences, 93, 86-91.(special issue on individual differences in mindfulness)
- Kong, D. T. (2016). Ostracism perception as a multiplicative function of trait self-esteem, mindfulness, and facial emotion recognition ability. Personality and Individual Differences, 93, 68-73.(special issue on individual differences in mindfulness)
- Kong, D. T. (2016). Ethnic minorities' paranoia and self-preservative work behaviors in response to perceived ethnic discrimination, with collective self-esteem as a buffer. Journal of Occupational Health Psychology, 21, 334-351.
- (* equal authorship) Kong, D. T.*, & Ho, V. T.* (2016). A self-determination perspective of strengths use at work: Examining its determinant and performance implications. Journal of Positive Psychology, 11, 15-25.
- (* equal authorship) Ho, V. T.*, & Kong, D. T.* (2015). Exploring the signaling function of idiosyncratic deals and their interaction. Organizational Behavior and Human Decision Processes, 131, 149-161.
- Kong, D. T. (2015). The role of mindfulness and neuroticism in predicting acculturative anxiety forecasting error. Mindfulness, 6, 1387-1400.
- Kong, D. T. (2015). A gene-environment interaction model of social trust: The 5-HTTLPR S-allele prevalence as a moderator for the democracy-trust linkage. Personality and Individual Differences, 87, 278-281.
- Kong, D. T. (2015). Narcissists' negative perception of their counterpart's competence and benevolence and their own reduced trust in a negotiation context. Personality and Individual Differences, 74, 196-201.
- Kong, D. T., Konczak, L., & Bottom, W. P. (2015). Team performance as a joint function of team member satisfaction and agreeableness. Small Group Research, 46, 160-178.
- Kong, D. T. (2014). Perceived competence and benevolence of political institutions as culturally universal facilitators of political trust: Evidence from Arab countries. Cross-Cultural Research, 48, 385-399.
- Kong, D. T. (2014). Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT/MEIS) and overall, verbal, and nonverbal intelligence: Meta-analytic evidence and critical contingencies. Personality and Individual Differences, 66, 171-175.
- Kong, D. T. (2014). An economic-genetic theory of corporate corruption across cultures: An interactive effect of wealth and 5HTTLPR-SS/SL frequency on corporate corruption mediated by cultural endorsement of self-protective leadership. Personality and Individual Differences, 63, 106-111.
- Kong, D. T., Dirks, K. T., & Ferrin, D. L. (2014). Interpersonal trust within negotiations: Meta-analytic evidence, critical contingencies, and directions for future research. Academy of Management Journal, 57, 1235-1255. (lead article)
- Kong, D. T. (2013). Leader election outcomes as contextual moderators explaining the different frequencies of action-oriented terms and negation terms used in inaugural speeches of effective versus ineffective leaders and charismatic versus non-charismatic leaders: Evidence from 30 U.S. presidents. Personality and Individual Differences, 55, 760-765.
- Kong, D. T. (2013). Examining a climatoeconomic contextualization of generalized social trust mediated by uncertainty avoidance. Journal of Cross-Cultural Psychology, 44, 574-588.
- Bottom, W. P., & Kong, D. T. (2012). "The casual cruelty of our prejudices": On Walter Lippmann's theory of stereotype and its "obliteration" in psychology and social science. Journal of the History of the Behavioral Sciences, 48, 363-394.
- Kong, D. T., Tuncel, E., & McLean Parks, J. (2011). Anticipating happiness in a future negotiation: Anticipated happiness, propensity to initiate a negotiation, and individual outcomes. Negotiation and Conflict Management Research, 4, 219-247.
- Bottom, W. P., & Kong, D. T. (2010). Normative models for strategic decision making in industrial-organizational psychology and organizational behavior. Industrial and Organizational Psychology, 3, 417-420.
- Van de Vliert, E., & Kong, D. T. (in press). Cold, heat, wealth and culture. In D. Matsumoto, & H. C. Hwang (Eds.), The handbook of culture and psychology (2nd ed.). Oxford University Press.
- Kong, D. T., & Drew, S. (2016). Meta-analyzing the differential effects of emotions on disengagement from unethical behavior: An asymmetric self-regulation model. In D. T. Kong & D. R. Forsyth (Eds.), Leading through Conflict: Into the Fray. Palgrave/McMillian.
- Kong, D. T. (2015). Mindfulness in interpersonal negotiations: Delineating the concept of mindfulness and proposing a mindful, relational self-regulation (MRSR) model. In J. Reb & P. W. Atkins (Eds.), Mindfulness in organizations (Chapter 12). Cambridge, UK: Cambridge University Press.
- Bottom, W. P., Kong, D. T., & Mislin, A. (2014). Judgment bias and decision making in negotiation. In M. Benoliel (Ed.), Negotiation excellence: Successful deal making (2nd ed.) (Chapter 11). Hackensack, NJ: World Scientific Publishing.
- Ferrin, D. L., Kong, D. T., & Dirks, K. T. (2014). Trust building, diagnosis, and repair in the context of negotiation. In M. Benoliel (Ed.), Negotiation excellence: Successful deal making (2nd ed.) (Chapter 6). Hackensack, NJ: World Scientific Publishing.
- Kong, D. T. (2013). Followers' judgment of leader integrity as situated social cognition. In J. B. Ciulla, M. Uhl-Bien, & P. Werhane (Eds.), Volume III. Leadership ethics: Contexts and narratives (Chapter 58). New York, NY: Sage.
- Ph.D. in Business Administration, Olin Business School, Washington University in St. Louis (2012)
- M.S. in Business Administration, Olin Business School, Washington University in St. Louis (2011)
- B.B.A. in Management Science, School of Management, Fudan University (Shanghai, China) (2006)
- Non-degree exchange in Business Administration, NUS Business School, National University of Singapore (2004)