Bonnie Hayden Cheng
Prof. Bonnie Hayden CHENG
Associate Professor
MBA Programme Director

3910 2186

KK 1126

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

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.

  • Leadership and People Management (Executive Education)
  • Negotiation and Conflict Management (MGM)
  • Workplace Wellness (MGM)
  • Social Value and the Humanity of Leadership (MGM)
Research Interest
  • Corporate Wellness
  • Workplace anxiety
  • Work recovery
  • Proactivity
  • Leadership
  • Cheng, B. H. (2023). The return on kindness: How kind leadership wins talent, earns loyalty, and builds successful companies. Penguin Random House.
Selected Publications
  • 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 Behavior9. doi:
  • 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:
  • 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:
  • 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:
  • 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:
  • 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:
  • 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:
  • 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:
  • 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:

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)
  • 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
Recent Publications
How to Recover from Work Stress, According to Science

To combat stress and burnout, employers are increasingly offering benefits like virtual mental health support, spontaneous days or even weeks off, meeting-free days, and flexible work scheduling. Despite these efforts and the increasing number of employees buying into the importance of wellness, the effort is lost if you don’t actually recover. So, if you feel like you’re burning out, what works when it comes to recovering from stress? The authors discuss the “recovery paradox” — that when our bodies and minds need to recover and reset the most, we’re the least likely and able to do something about it — and present five research-backed strategies for recovering from stress at work.


研究人員發現焦慮與工作表現之間存在不一致的關係。儘管職場焦慮與工作表現呈負相關,而大多數人亦視職場焦慮為“黑暗面”,然而研究發現職場焦慮也有其“光明面”。本文通過一個名為職場焦慮理論 (TWA) 的綜合多層次、多路徑的職場模型,理順以往有關職場焦慮的研究。此模型強調職場焦慮可能削弱或促進工作表現的過程和條件,當中亦包括十九個理論性假設。借鑒以往有關焦慮、資源枯竭、認知動機處理和表現的理論,我們把情緒耗竭、自我調節處理和認知干擾視為處理職場焦慮和工作表現關係的截然不同的方式,並發現削弱或促進職場中性格焦慮和情境焦慮的特性。透過延伸理論模型,我們確定動機、能力和情商是導致職場焦慮的關鍵因素,有可能削弱或促進工作表現。同時,我們也發現引致性格焦慮和情境焦慮的員工、工作和情境的特徵。職場焦慮理論為研究職場焦慮提供新視野及奠定未來的職場研究基礎。