(416) 736-2100 ext. 77916
Office: SSB N303D
Area(s) of Expertise
- Business Ethics
- Moral Identity
- Organizational Justice
- Perception of Artificial Intelligence
About Luke Zhu
Dr. Luke Zhu is an Associate Professor of Organization Studies at the Schulich School of Business, York University, Toronto.
Dr. Zhu’s research focuses on business ethics, diversity, and person impressions, which includes empirical investigations of the psychological and sociological underpinnings of employee (un)ethical behaviours at work, causes and interventions of gender and race discrimination in organizations, and individual perceptions of artificial intelligence (AI) as well as the impact of AI on the workforce. To date, Dr. Zhu has published 15 peer-reviewed journal articles at premier, high-impact journals in the field of organizational behaviour, such as the Journal of Applied Psychology, and in psychology, such as Cognition and the Journal of Experimental Social Psychology. Moreover, Dr. Zhu has published his work in the Proceedings of the National Academy of Sciences, an outlet which acknowledges only the most important scientific endeavors, which rarely includes findings from the behavioral sciences.
Dr. Zhu currently serves as an editorial member of the Journal of Vocation Behavior and an ad-hoc reviewer for journals such as Organizational Behavior and Human Decision Processes, the Journal of Applied Psychology, and the Journal of Personality and Social Psychology.
2018 Certificate of Outstanding Contribution in Reviewing for the Journal of Vocational Behavior
2015 Associates’ Achievement Award – Research, University of Manitoba
2014 Best Student Paper in Gender and Diversity Program in Organizations, Academy of Management Annual Conference
2009-2013 Dean Earle D MacPhee Memorial Fellowship in Commerce and Business Administration, University of British Columbia
2009 Vinod K Sood Memorial Fellowship, University of British Columbia
2009 Sauder School of Business Graduate Award, University of British Columbia
1. Zhu, L., Restubog, S.L.D., Leavitt, K., Zhou, L., Wang, M. (2020). Lead the horse to water, but don’t make him drink: The effects of moral identity symbolization on coworker behavior depend on perceptions of proselytization. Organizational Behavior and Human Decision Processes, 156, 53-68
2. Booth, J., Park, T.Y., Zhu, L., Alexandra, B., & Emery, C. (2017). Prosocial Response to Client-Instigated Victimization: The Roles of Forgiveness and Workgroup Conflict, Journal of Applied Psychology.
3. Zhu, L., Aquino, K., & Vadera, A.K. (2016). What makes professor appear credible: The effect of demographic characteristics and ideological beliefs. Journal of Applied Psychology, 101, 862-880.
4. Schweinsberg, M., Madan, N., Vianello, M., Sommer, S. A., Jordan, J., Tierney, W., Awtrey, E., Zhu, L., … & Uhlmann, E.L. (2016). The pipeline project: Prepublication independent replications of a single laboratory’s research pipeline. Journal of Experimental Social Psychology, 66, 55-67.
5. Leavitt, K.*, Zhu, L.*, & Aquino, K. (2016). Good without knowing it: Subtle contextual cues can activate moral identity and reshape moral intuition. Journal of Business Ethics, 137, 785-800. *Denotes authors with equal contribution
6. Frimer, J. A., Aquino, K., Gebauer, J. E., Zhu, L. & Oakes, H. (2015). A decline in prosocial language helps explain public disapproval of the U.S. Congress. PNAS: Proceedings of the National Academy of Sciences of the United States of America, 112, 6591-6594.
7. Zhu, L., V.L. Brescoll, & Newman, G., & Uhlmann, E.L. (2015). Macho Nachos: The implicit effects of gendered food packaging on preferences for healthy and unhealthy foods. Social Psychology, 46, 182-196.
8. Uhlmann, E.L., Zhu, L., V.L. Brescoll, & Newman, G. (2014). System justifying motives can lead to both the acceptance and rejection of the innate explanations for group differences. Behavioral and Brain Sciences, 37, 503-504.
9. Uhlmann, E.L., Zhu, L., & Diermeier, D (2014). When actions speak volumes: The role of inferences about moral character in outrage over racial bigotry. European Journal of Social Psychology, 44, 23-29.
10. Uhlmann, E.L*. & Zhu, L*. (2014). Acts, persons, and intuitions: Person-centered cues and gut reactions to harmless transgressions. Social Psychological and Personality Science, 5, 279-285. *Denotes authors with equal contribution
11. Uhlmann, E.L., Heaphy, E., Ashford, S.J., Zhu, L., & Sanchez-Burks, J. (2013). How culturally bounded norms regarding non-work role referencing shape perceived professionalism and hiring evaluations. Journal of Organizational Behavior, 34, 866-886.
12. Zhu, L., Kay, A. C., & Eibach, R. (2013). A test of the flexible ideology hypothesis: System justification motives interact with ideological cueing to predict political judgments. Journal of Experimental Social Psychology, 49, 755-758.
13. Uhlmann, E.L., & Zhu, L. (2013). Money is essential: Ownership intuitions are linked to physical currency. Cognition, 127, 220-229.
14. Uhlmann, E.L.*, Zhu, L.*, & Tannenbaum, D. (2013). When it takes a bad person to do the right thing. Cognition, 126, 326-334. *Denotes authors with equal contribution
15. Uhlmann, E.L., Zhu, L., Pizarro, D.A., & Bloom, P. (2012). Blood is thicker: Moral spillover effects based on kinship. Cognition, 124, 239-243.
16. Zhu, L., Martens, J. P., & Aquino, K., (2012). Third party responses to justice failure: An identity-based meaning maintenance model. Organizational Psychology Review, 2, 129-151.
Project Title Role Award Amount Year Awarded Granting Agency Project Title Role Award Amount$ Year Awarded2018-2023 Granting AgencySSHRC Insight Grant Project Title Role Award Amount$ Year Awarded2017-2018 Granting AgencyUM/SSHRC Research Grant, University of Manitoba Project Title Role Award Amount$ Year Awarded2016-2017 Granting AgencyUM/SSHRC Research Grant, University of Manitoba