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Photo of Wayne, Sandy J.

Sandy J. Wayne

Professor and Dean

Department of Managerial Studies


Building & Room:

UH 2103


601 S. Morgan St., Chicago, IL 60607

Office Phone:

(312) 413-1714

CV Link:

Sandy J. Wayne



  • Professor of Management, University of Illinois at Chicago, 2003 to Present
  • Associate Dean for Faculty Affairs, 2014 to Present
  • Director, Institute for Leadership Excellence and Development, 1996-2002; 2003 to 2023
  • Visiting Professor of Management, Chinese University of Hong Kong, Summers 2005 to 2010; 2012 to 2015

Classes Taught

  • Human Resource Management
  • Organizational Behavior
  • Leadership

Research Interests

  • Developing effective relationships between employees and their managers
  • Exploring leadership behaviors that enhance employee motivation and performance
  • Identifying ways to increase upward mobility of women and people of color in management
  • Understanding work-family balance and drivers of career success

Selected Publications

  • Sun, J., Wayne, S.J., & Liu, Y. (in press). “The Roller Coaster of Leader Affect: An Investigation of Observed Leader Affect Variability and Engagement.” Journal of Management.
  • Chaudhry, A., Vidyarthi, P.R., Liden, R.C., & Wayne, S.J. (in press). “Two to Tango? Implications of Alignment and Misalignment in Leader and Follower Perceptions of LMX.” Journal of Business & Psychology.
  • Wu, J., Liden, R.C., Liao, C., & Wayne, S.J. (2021). “Does Manager Servant Leadership Lead to Follower Servant Leadership? It Depends on Follower Self-Interest.” Journal of Applied Psychology, 106, 152-167.
  • Liao, C., Wayne, S. J., Liden, R. C., & Meuser, J. D. (2017). “Idiosyncratic deals and individual effectiveness: The moderating role of leader-member exchange differentiation.” Leadership Quarterly, 28, 438-450.
  • Wayne, S. J., Lemmon, G., Hoobler, J. M., Cheung, G. W., & Wilson, M. S. (2017). “The ripple effect: A spillover model of the detrimental impact of work–family conflict on job success.” Journal of Organizational Behavior, 38, 876-894.
  • Liao, C., Wayne, S.J., & Rousseau, D. (2016). “Idiosyncratic Deals in Contemporary Organizations: A Qualitative and Meta-Analytical Review.” Journal of Organizational Behavior, 37, 9-29.
  • Zhong, L., Wayne, S.J., & Liden, R.C. (2016). “Job Engagement, Perceived Organizational Support, High Performance Human Resource Practices, and Cultural Value Orientations: A Cross-Level Investigation.” Journal of Organizational Behavior, 37, 823-844.
  • Hu, J., Wayne, S.J., Liden, R.C., Bauer, T.N., & Erdogan, B. (2016). “Self and Senior Executive Perceptions of Fit and Performance: A Time-lagged Examination of Newly-Hired Executives.” Human Relations, 69, 1259-1286
  • Liu, D., Wang, S., & Wayne, S.J.  (2015). “Is Being a Good Learner Enough?  An Examination of the Interplay between Learning. Goal Orientation and Impression Management Tactics on Creativity.” Personnel Psychology, 68, 109-142.
  • Liden, R.C., Wayne, S.J., Meuser, J.D., Hu, J., Wu, J., & Liao, C.  (2015).  “Servant Leadership: Validation of a Short Form of the SL-28.”  Leadership Quarterly, 26, 254-269.
  • Panaccio, A., Henderson, D.J., Liden, R.C., Wayne, S.J., & Cao, X.  (2015).  “Toward an Understanding of When and Why Servant Leadership Accounts for Employee Extra-Role Behaviors.” Journal of Business and Psychology, 30, 657-675.
  • Hoobler, J.M., Lemmon, G., & Wayne, S.J. (2014).  “Women’s Managerial Aspirations: An Organizational Development Perspective.” Journal of Management, 40, 703-730.
  • Liden, R.C., Wayne, S.J., Liao, C., & Meuser, J.D.  (2014). “Servant Leadership and Serving Culture: Influence on Individual and Unit Performance.” Academy of Management Journal, 57, 1434-1452.
  • Liden, R.C., Panaccio, A., Meuser, J.D., Hu, J., & Wayne, S.J. (2014). “Servant leadership: Antecedents, processes, and outcomes.” In D.V. Day (Ed.), The Oxford handbook of leadership and organizations. Oxford, England: Oxford University Press.
  • Wayne, S.J. (2013).  “Leader-Member Exchange Theory.” In E.H. Kessler (Ed.), Encyclopedia of Management Theory.  Thousand Oaks, CA: Sage Publications, Inc., 429-432.
  • Mawritz, M.B., Mayer, D.M., Hoobler, J.M., Wayne, S.J., & Marinova, S.V.  (2012).  “A Trickle-Down Model of Abusive Supervision.” Personnel Psychology, 65, 325-357.
  • Gavino, M.C., Wayne, S.J., & Erdogan, B.  (2012).  “Discretionary and Transactional Human Resource Practices and Employee Outcomes:  The Role of Perceived Organizational Support.” Human Resource Management, 51, 665-686.
  • Kraimer, M.L., Seibert, S.E., Wayne, S.J., Liden, R.C., & Bravo, J. (2011). “Antecedents and Outcomes of Organizational Support for Development: The Critical Role of Career Opportunities.” Journal of Applied Psychology, 96, 485-500.
  • Hoobler, J.M., Lemmon, G., & Wayne, S.J. (2011). “Women’s Underrepresentation in Upper Management: New Insights on a Persistent Problem.” Organizational Dynamics, 40, 151-156.

Professional Leadership

Member, Academy of Management, Board of Governors, 2011 - 2014

Elected Member, Society of Organizational Behavior (SOB), 2011 - present

Notable Honors

2020, University Scholar, University of Illinois System

2019, Faculty Impact Award, UIC Business

2019, Fellow, Academy of Management

2018, Decennial Influential Article Award for 2008 article, “Servant Leadership: Development of a Multidimensional Measure and Multi-level Assessment” (Co-authors: R.C. Liden, H. Zhao, & D. Henderson), Leadership Quarterly

2010, Outstanding Doctoral Alumni Award, Texas A&M University

2003, Fellow, Society for Industrial and Organizational Psychology

1988, S. Rains Wallace Dissertation Award, Society of Industrial and Organizational Psychology


PhD in Management, Texas A&M University
MBA, Illinois State University
BS in Business Administration, Illinois State University

Professional Memberships

  • Academy of Management
  • Society for Industrial and Organizational Psychology