1. Leeds University Business School
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Chunyu Xiu

Chunyu Xiu

  • Position: Lecturer in HR Analytics
  • Areas of expertise: HR attributions, HR process, High performance work systems, Employee wellbeing, Performance, Disruptive technologies adoption (e.g. AI, blockchain, big data analytics, VR) in HRM
  • Email: C.Xiu@leeds.ac.uk
  • Location: G.01 23 Lyddon Terrace
  • Website: LinkedIn | Googlescholar | ORCID

Profile

I am a lecturer in Human Resource Analytics in the Work and Employment Relations Department and a member of the Centre for Employment Relations Innovation and Change. Prior to joining Leeds University Business School in April 2024, I completed my PhD at the University of Liverpool Management School and became an Associate Fellow of Advance HE in 2021. I am a reviewer for academic journals and conferences, such as International Journal of Human Resource Management and Academy of Management Proceedings.

I served as a Principal Investigator and have completed a research project funded by an NHS Foundation Trust: “The Longitudinal Study of Control-Focused Attribution: Diminishing the Positive Effects of High-Performance Work Systems on Employee Wellbeing Over Time in the UK Healthcare System” (2021-2023). I was also the Principal Investigator for a funded research project: “Analysing the Time-lagged Effects of Performance-Based Pay on Employee Performance in Serbian Zijin Copper” (2020-2022).
 

Research interests

My current research interests cover two different areas:
•    HR Attributions 
•    Disruptive Technologies Adoption in HRM.

My primary research interest lies in understanding how employees' perceptions and attributions of HR practices influence their attitudes and behaviours within the workplace. Specifically, I am interested in exploring the antecedents and consequences of employees' interpretations of HR practices on key outcomes such as employee performance and wellbeing. Additionally, my research explores the influence of alignment between line managers and HR managers on employees’ collective attributions and perceptions within a team or work-unit.

My second research interest primarily investigates how disruptive technologies such as Artificial Intelligence (AI), blockchain, big data analytics, and virtual reality (VR) adoption affect firms’ performance and explores how HR practices are related to these adoptions. One of my research projects exploring the mitigating role of blockchain in a COVID-19 context was published in the International Journal of Operations & Production Management. This research represents one of my earliest empirical studies focusing on how firms can deploy disruptive technology to survive in the dynamic COVID-19 context. It underscores the critical need for both practitioners and academics to recognise the significance of adopting emerging technologies in times of crisis.
 

Qualifications

  • PhD in Management Studies (2024, University of Liverpool)
  • MRes in Research Methodology (2019, University of Liverpool)
  • MLitt in Human Resource Management (2017, University of St Andrews)

Professional memberships

  • Academy of Management
  • European Association of Work and Organizational Psychology
  • International Association for Chinese Management Research