Academic & Professional Qualification
• PhD University of Toronto
• MA University of Toronto
• BSc University of Toronto

Biography
Dr. Cheng obtained her PhD degree in Organizational Behavior and Human Resource Management from the Rotman School of Management, University of Toronto. Her research is dedicated to helping employees achieve and maintain well-being in the workplace. This includes understanding how and when workplace anxiety can enhance performance, recovering from daily job demands, and maintaining proactivity in the workplace. She has published in journals such as Academy of Management Journal, Journal of Applied Psychology, and Journal of Personality and Social Psychology. Her research has been featured in leading media sources such as The Wall Street Journal, Forbes, The New York Times, and Harvard Business Review.

Teaching
• Leadership and People Management (Executive Education)
• Negotiation and Conflict Management (MGM)
• Workplace Wellness (MGM)

Research Interest
• Corporate Wellness
• Workplace anxiety
• Work recovery
• Proactivity
• Leadership

Selected Publications
• Cheng, B. H., Zhou, Y., & Chen, F. (2023). You’ve got mail! How work e-mail activity helps anxious workers enhance performance outcomes. Journal of Vocational Behavior, 144, 103881.
• Li, Y., Cheng, B. H., Yu, B., & Zhu, J. (in press). Let’s get physical! A time-lagged examination of the motivation for daily physical activity and implications for next-day performance and health. Personnel Psychology.
• Cheng, B. H. & Li, Y. (2023). To improve your work performance, get some exercise. Harvard Business Review.
• Wong, M. H.*, Cheng, B. H.*, Lam, L., & Bamberger, P. A. (2023). Pay transparency as a moving target: A multi-step model of pay compression, i-deals, and collectivist shared values. Academy of Management Journal, 66(2), 489–520. doi: https://doi.org/10.5465/amj.2020.1831
*Equal contribution
• Lam, L., Cheng, B. H., Bamberger, P., & Wong, M.- N. (2022). Research: The unintended consequences of pay transparency. Harvard Business Review.
• Meister, A., Cheng, B. H., Dael, N., & Krings, F. (2022). How to recover from work stress, according to science. Harvard Business Review.
• Sonnentag, S., Cheng, B. H., & Parker, S. L. (2022). Recovery from work: Advancing the field toward the future. Annual Review of Organizational Psychology and Organizational Behavior, 9. doi: https://doi.org/10.1146/annurev-orgpsych-012420-091355
• Ouyang, K., Cheng, B. H., Lam, W., & Parker, S. K. (2019). Enjoy your evening, be proactive tomorrow: How off-job experiences shape daily proactivity. Journal of Applied Psychology, 104(8), 1003-1019. doi: http://dx.doi.org/10.1037/apl0000391
• Cheng, B. H. & McCarthy, J. (2018). A theory of workplace anxiety. Harvard Business Review.
• Cheng, B. H., & McCarthy, J. M. (2018). Understanding the dark and bright sides of anxiety: A theory of workplace anxiety. Journal of Applied Psychology, 103(5), 537-560. doi: http://dx.doi.org/10.1037/apl0000266
• McCarthy, J. M., Trougakos, J. P., & Cheng, B. H. (2016). Are anxious workers less productive workers? It depends on the quality of social exchange. Journal of Applied Psychology, 101(2), 279-291. doi: http://dx.doi.org/10.1037/apl0000044
• Trougakos, J. P., Beal, D. J., Cheng, B. H., Hideg, I., & Zweig, D. (2015). Too drained to help: A resource depletion perspective on daily interpersonal citizenship behaviours. Journal of Applied Psychology, 100(1), 227-236. doi: http://dx.doi.org/10.1037/a0038082
• Trougakos, J. P., Hideg, I., Cheng, B. H., & Beal, D. J. (2014). Lunch breaks unpacked: The role of autonomy as a moderator of recovery during lunch. Academy of Management Journal, 57, 405-421. doi: http://dx.doi.org/10.5465/amj.2011.1072
• Cheng, B. H., & McCarthy, J. M. (2013). Managing work, family, and school roles: Disengagement strategies can help and hinder. Journal of Occupational Health Psychology, 18(3), 241-251. doi: http://dx.doi.org/10.1037/a0032507
• Côté, S., Kraus, M. W., Cheng, B. H., Oveis, C., van der Löwe, I., Lian, H., & Keltner, D. (2011). Social power facilitates the effect of prosocial orientation on empathic accuracy. Journal of Personality and Social Psychology, 101(2), 217-232. doi: http://dx.doi.org/10.1037/a0023171
• Piff, P. K., Kraus, M. W., Côté, S., Cheng, B. H., & Keltner, D. (2010). Having less, giving more: The influence of social class on prosocial behaviour. Journal of Personality and Social Psychology, 99(5), 771-784. doi: http://dx.doi.org/10.1037/a0020092
Book Chapters
• McCarthy, J. M., & Cheng, B. H. (2018). Through the looking glass: Employment interviews from the lens of job candidates. In U. Klehe & E. van Hooft (Eds.), Handbook of job loss and job search. Oxford: Oxford University Press.
• Latham, G. P., Cheng, B. H., & Macpherson, K. (2012). Theoretical frameworks for and empirical evidence on providing feedback to employees. In R. M. Sutton, M. J. Hornsey, & K. M. Douglas (Eds.), Feedback: The communication of praise, criticism, and advice. 187-201.
Awards and Honours
• Outstanding Practical Implications for Management Paper Award, OB Division, Academy of Management (2022)
• Champion for Women Award Finalist, Women of Influence, American Chamber of Commerce (2022)
• Women of Wellness Award: Corporate Wellness, Liv Magazine (2021)
• AMJ Best Reviewer Award (2021)
• Faculty Knowledge Exchange Award (2021)
• Faculty of Business Teaching Award (2019)
• Center for Leadership & Innovation (CLI) Research Fellow Award (2017)
• Best Paper Award in OB Division, Australia/New Zealand Academy of Management (2016)
• Outstanding Reviewer Award, OB Division, Academy of Management (2015)
• Best Competitive Conference Paper in OB Division, Academy of Management (2011)
• Outstanding Reviewer Award, OB Division, Academy of Management (2011)
Service to the University/ Community
• Editorial Board Member: Academy of Management Journal; Personnel Psychology; Journal of Organizational Behavior
• Section Editor: Stress & Health