Key Professional Appointments

Board of DirectorAcademy of Human Resource Development, 2014 - present

Associate ProfessorEPOL, University of Illinois at Urbana Champaign, 2013 - present

Regional EditorJournal of Chinese Human Resource Development, 2013 - present

Associate EditorInternational Human Resource Development, 2012 - present

ChairCutting Edge Research Award Committee, AHRD, 2012 - 2014

Assistant ProfessorEPOL, University of Illinois at Urbana Champaign, 2011 - 2013

Assistant ProfessorLearning Technologies, University of North Texas, 2006 - 2011

Clinical Assistant ProfessorEducation Administration and Human Resource Develo, Texas A&M University, 2003 - 2006

ManagerRaytheon Company, 2002 - 2003

Senior ManagerThe Antioch Company, 2001 - 2002

Group ManagerNokia, 1999 - 2001

ManagerMotorola, 1994 - 1999


B.S., Mechanical Engineering, North China University of Technology, 0

M.S., Manufacturing Engineering Technology, East Tennessee State University, 0

Ph.D., Human Resource Development, The Pennsylvania State University, 0

Awards, Honors, Associations

Chair of SIG on China HRDAcademy of Human Resource Development, 2009 - present

Highly Commended Paper of 2013Emerald Literati Network2013 Award for Excellence, 2014 - 2014

Research Excellence AwardInternational Federation of Training and Development Organization, 2014 - 2014

Outstanding Paper Award 2012Emerald Literati Network, 2012 - 2012

Cutting Edge Research AwardAcademy of Human Resource Development, 2011 - 2011

Learning Technology Innovation of the YearDallas County Community College District, 2009 - 2009

Cutting Edge Research AwardAcademy of Human Resource Development, 2007 - 2007

Research & Service

My primary of research focus can be summarized to two lines of research. One of the lines is to examine corporate learning strategies and practices in relationship to employee learning (formal or informal) and performance improvement in the workplace. The other line of research is to investigate the impact of recent economic reform on Chinese workforce and the implications for human resource development in the Chinese context. Recently, I have developed an interest in virtual worlds and their impact on learning in virtual worlds and learning transfer to real life settings.


Li, J. Open Educational Resources (OER)’s usage and barriers: A study from Zhejiang University, China. . .

Alagaraja, M., Li, J. Utilizing institutional perspectives to investigate the emergence, rise and (relative) decline of corporate universities. Human Resource Development International. , 18(1).

Cho, Y., McLean, G., Amornpipat, I., Chang, W., Li, J. (2015). Asian Women in Top Management: Eight Country Cases. Human Resource development International, 18.

Alsufyev, A., Tsybova, V., Zavyalova, E., Ardichvili, A., Li, J. (2015). HRD practices and Innovative performance in BRIC countries: Comparative analysis. . . : , .

Korte, R., Li, J. (2015). Exploring the organization socialization of Engineers in Taiwan. Journal of Chinese Human Resource Management .

Li, J. (2015). Connecting the dots: Understanding culture differences is the key in customizing HRD research and practice around the world. Human Resource development International, 18(2).

Li, J., Zahran, M. (2014). Influences of emotional intelligence on transformational leadership and leader-member exchange in Kuwait. . International Journal of Human Resource Development and Management, 14(1/2/3), 74-96.

Huang, J., Ouyang, Z., Li, J. (2014). HRD and its Development in China. The Routledge Companion to HRD. Routledge: London, UK.

Li, J. (2013). Web-based technology and the changing landscape of HRD. Human Resource Development International. , 16(3).

Li, J., Dong, X. (2013). Increasing the influence of corporate University. Corporate University.

Ardichvili, A., Jondle, D., Wiley, J., Cornacchione, E., Li , J. (2013). Building ethical business cultures: BRIC by BRIC. The European Business Review(March - April), 22-25.

Yeo, R., Li, J. (2013). In pursuit of learning: sensemaking the quality of work life. European Journal of Training and Development, 37(2), 136-160. link>

Huang, W., Li, J., Lin, M. (2013). Game-based virtual-world environments to better engage lifelong learners for open courseware and open learning. Handbook of Research on Technologies for Improving the 21st Century Workforce: Tool for Lifelong Learning . IGI Global: Hershey, PA, .

Liu, A., Li, J. (2012). Exploring the corporate university phenomenon: The development and implementation of a comprehensive survey. Human Resource Development Quarterly, 23(1), 103-126.

Li, J., D’Souza, D., Du, Y. (2011). Exploring the contribution of virtual worlds to organizational learning. Human Resource Development Review, 10(3), 264-285. link>

Li, J., Madsen, J. (2011). Business ethics and workplace guanxi in Chinese SOEs: A qualitative study. Journal of Chinese Human Resource Management, 2(2).

Li, J., Madsen, J. (2010). Examining Chinese managers’ work related values and attitudes. Chinese Management Studies, 4(1), 57-76.

Li, J., Brake, G., Champion, A., Fuller, T., Gabel, S., Hatcher-Busch, L. (2009). Knowledge accessibility and workplace learning. Journal of Workplace Learning, 21(4), 347-364.

Li, J., Nimon, K. (2008). The Importance of recognizing generational differences in HRD policy and practices: A study of workers in Qinhuangdao, China. Human Resource Development International, 11(2), 167-182.


Principal InvestigatorOptimizing Student Learning Outcomes: A Comparative Study of Onsite, Virtual and Remote Laboratories in Electrical Engineering, National Science Foundation (University of North Texas), 2014

Principal InvestigatorA Cross Generational Comparative Study: A Changing Work Ethic in China?, Campus Research Board, 2013


Memeber of Board of Directors Academy of Human Resource Development, 2014 - 9999

Associate EditorHuman Resource Development International, 2012 - 9999

Chair, Cutting Edge Research CommitteeAcademy of Human Resource Development, 2012 - 2014


Principles of HRE Study of the basic concepts and practices of education for and about work: its philosophical foundations and historical development, mission and goals, structure and function, curricular areas of emphasis, learner audiences served and settings in which programs are conducted, and issues and trends affecting program change. Course Information: 4 undergraduate hours. 4 graduate hours.

Organization Development Addresses the history, concepts, theories, and techniques of Organization Development as applied in Human Resource Education; emphasis on creating, managing, and sustaining system-wide change in public and private organizations; organized around diagnosis, implementation, and evaluation of individual, team, and organization-wide interventions.

International HRD Course is designed to provide insights into international HRD at macro and micro levels. Course will cover: cross-cultural issues in international HRD; design and delivery of international HRD programs; HRD practices and programs in different regions of the world; national HRD programs; expatriate training and training in multinational corporations.

Adult & Professional Education This course takes a broad look at the philosophy, theory, research, and practice of adult education, along with additional consider4ations for the development of professionals. The broad perspective includes the social, cultural, and political factors that affect the research, planning, development, and implementation of adult education. You may explore the major adult learning theories, the practice of adult education, and the aims and challenges of professional education that match you scholarly and practical interests. Class Schedule Information: This course is for Doctoral and advanced Master's level students.

Jessica Li

Associate Professor, Education Policy, Organization and Leadership



354 Education Building
1310 S. Sixth St.
Champaign, IL 61820