פרופ' לילי צ'רניאק-חי

Prof. Lily Chernyak-hai

מוסד עיקרי

המרכז האקדמי פרס

The Peres Academic Center

דוא״ל

lilycher at pac.ac.il

Google Scholar URL

https://scholar.google.com/citations?user=zU6mULkAAAAJ&hl=en

ORCID ID URL

https://orcid.org/0000-0003-1033-4779

דיסציפלינות ראשיותMain Disciplines

Behavioural sciences, Psychology, Organizational studies

דיסציפלינות משניותSecondary Disciplines

Experimental Psychology, Industrial, Organizational and Occupational Psychology, Organizational behavior, Social Psychology

תחומי מחקר / מילות מפתחKeywords

Inter-personal and inter-group helping relationships, Pro and antisocial organizational behavior, Prosocial behavior

פרסומים ויצירות עיקריים / עדכנייםMain / Recent Publications

Chernyak-Hai, L., and E.Solodoha. 2026. “Psychosocial Drivers in Social Entrepreneurship Ventures: Exploring the Contribution of Personal Traits and Socio-Psychological Factors.” Global Business and Organizational Excellence. https://doi.org/10.1002/joe.70035
Chernyak-Hai, L., & Davidai, S. (2025). All’s Fair in Zero-Sum Games: The Link Between Zero-Sum Thinking, Perceived Exploitation, and Counterproductive Work Behavior. Applied Psychology, 74(6), e70053.
Chernyak-Hai, L., Bareket-Bojmel, L., & Margalit, M. (2024). “A matter of Hope”: Perceived Support, Hope, Affective Commitment, and Citizenship Behavior in Organizations. European Management Journal, 42(4), 576-583.
Chernyak-Hai, L. (2024). The Bystander Effect. In S. T. Allison, J. K. Beggan, & G. R. Goethals, (Eds.), Encyclopedia of Heroism Studies (pp. 1-4). Springer.
Chernyak-Hai, L., Schmidt-Barad, T., & Kim, S-K. (2024). Analysis of Employees’ Profiles of Responses to Personal and Workplace-Related Factors of Psychological Capital: The Profile Analysis via Multidimensional Scaling Approach. Journal of Work and Organizational Psychology, 40(2), 139-150.
Halabi, S., Chernyak-Hai, L., & Nadler, A. (2024). The meaning of seeking help: The effects of ascribed and achieved status of the help‐seeker on observer attributions, expectations and willingness to offer help. Journal of Applied Social Psychology, 1-14.
Schmidt-Barad, T., & Chernyak-Hai, L. (2024). Phubbing makes the heart grow callous: Effects of phubbing on pro-social behavioral intentions, empathy and self-control. Psychological Reports.
Bojmel, L., Chernyak-Hai, L., & Margalit, M. (2023). Out of Sight but not out of Mind: The Role of Loneliness and Hope in Remote Work and in Job Engagement. Personality and Individual Differences, 202, 111955.
Chernyak-Hai, L., & Cohen-Chen, S. (2023). Collective future orientation, group-based emotions, and support for policies. Journal of Applied Social Psychology, 53(11), 1108-1121.
Chernyak-Hai, L., Heller, D., SimanTov-Nachlieli, I., & Weiss-Sidi, M. (2023). Give them a fishing rod, if it’s not urgent: The impact of help type on support for helper’s leadership. Journal of Applied Psychology, 109(4), 551-572.
Chernyak-Hai, L., & Davidai, S. (2022). “Don’t teach them how to fish”: The effect of zero-sum thinking on help giving. Journal of Experimental Psychology: General, 151(10), 2466-2480
Chernyak-Hai, Lily & Tziner, Aharon. (2022). Racism at work: a conspectus – approaches, perspectives, and potential palliatives. In: Engineering the World of Work: Organizations in an Era of Constant Change pp 150-194. Edward Elgar Publishing
Chernyak-Hai, L., & Tziner, A. (2021). Attributions of managerial decisions, emotions, and OCB. The Moderating role of ethical climate and self-enhancement. Journal of Work and Organizational Psychology, 37(1), 36-48.
Chernyak-Hai, L., Fein, E., Skinner, N., Knox, A. J., & Brown, J. (2021). Unpaid Professional Work at Home and Work-Life Interference among Employees with Care Responsibilities. The Journal of Psychology: Interdisciplinary and Applied, 155 (3), 356-374.
Chernyak-Hai, L., & Rabenu, E. (2018). The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? Industrial and Organizational Psychology, 11(3), 456-481.
Rabenu, E., & Chernyak-Hai, L. (2017). Subtle Discrimination as Natural “Equal Reaction” to Organizational Actions, and Practical Ways To Soften It. Industrial and Organizational Psychology, 10(1), 111-118.