Interpersonal Dynamics and Workplace Inclusion
How can interpersonal relations create feelings of inclusion and desirable work outcomes in organizations—or, equivalently, erode barriers to positive change with organizations?
This stream of research is centered on developing the idea that organizations should foster climates of inclusion to help hire and retain diverse talent. Within this stream, I also investigate how interpersonal dynamics, especially between employees and their managers, can lead to positive social impact and desirable work outcomes.
Peer-Reviewed Publications
McCartney, J., Franczak, J., Gonzalez, K., Hall., A., Hockwarter, W., Jordan, S., Wikhamn., W., Kahn, A.K. & Babalola, M. (in press). Supervisor off-work boundary infringements: Perspective-taking as a resource for after-hours intrusions. Work & Stress. DOI: 10.1080/02678373.2023.2176945
Gonzalez, K., Tillman, C.J., & Holmes, J.J. (2020). Coming home: Why veterans with disabilities withhold workplace accommodation requests. Human Relations, 73(10), 1439-1466. DOI: 10.1177/0018726719875810
Tillman, C.J., Gonzalez, K., Crawford, W.S., & Lawrence, E.R. (2018). Affective responses to abuse in the workplace: The role of hope and affective commitment in the abusive supervision-turnover relationship. International Journal of Selection and Assessment, 26(1), 57-65. DOI: 10.1111/ijsa.12203
Tillman, C.J., Gonzalez, K., Whitman, M., Crawford, W.C., & Hood, A.C. (2018). A Multi-Functional View of Moral Disengagement: Exploring the Effects of Learning the Consequences. Frontiers in Psychology, 8, 2286. DOI: 10.3389/fpsyg.2017.02286
How can interpersonal relations create feelings of inclusion and desirable work outcomes in organizations—or, equivalently, erode barriers to positive change with organizations?
This stream of research is centered on developing the idea that organizations should foster climates of inclusion to help hire and retain diverse talent. Within this stream, I also investigate how interpersonal dynamics, especially between employees and their managers, can lead to positive social impact and desirable work outcomes.
Peer-Reviewed Publications
McCartney, J., Franczak, J., Gonzalez, K., Hall., A., Hockwarter, W., Jordan, S., Wikhamn., W., Kahn, A.K. & Babalola, M. (in press). Supervisor off-work boundary infringements: Perspective-taking as a resource for after-hours intrusions. Work & Stress. DOI: 10.1080/02678373.2023.2176945
Gonzalez, K., Tillman, C.J., & Holmes, J.J. (2020). Coming home: Why veterans with disabilities withhold workplace accommodation requests. Human Relations, 73(10), 1439-1466. DOI: 10.1177/0018726719875810
- White Paper based off of article
Tillman, C.J., Gonzalez, K., Crawford, W.S., & Lawrence, E.R. (2018). Affective responses to abuse in the workplace: The role of hope and affective commitment in the abusive supervision-turnover relationship. International Journal of Selection and Assessment, 26(1), 57-65. DOI: 10.1111/ijsa.12203
- International Journal of Selection and Assessment - Top cited paper for 2019
Tillman, C.J., Gonzalez, K., Whitman, M., Crawford, W.C., & Hood, A.C. (2018). A Multi-Functional View of Moral Disengagement: Exploring the Effects of Learning the Consequences. Frontiers in Psychology, 8, 2286. DOI: 10.3389/fpsyg.2017.02286
