Research
My current research interests span the areas of how individuals respond to organizational change, leadership, and inclusion in organizations. Across these research streams, I am interested in understanding how person-environment interactions contribute to individual attitudes, decision-making, and behaviors.
Psychology of Change
My first stream of research is motivated by understanding how and why individuals vary in their responses to organizational and broader environmental changes. I am particularly interested in factors that facilitate organizational change adoption. I am currently looking at how individual differences enhance change adoption across two papers. One paper in this area is a meta-analysis and synthesis of existing quantitative research collected during organizational changes, and it examines the magnitude of the relationship between individual dispositions and change reactions/work outcomes. Another paper develops and tests the idea that psychological distance and abstract thinking can increase organizational change adoption. I use meta-analytic techniques and experimental methodology across these papers.
Supervisor-Employee Relations
My second stream of research is centered on understanding employee reactions to supervisor/manager behaviors, particularly when the behaviors are dysfunctional in nature. My dissertation specifically examined supervisor behaviors (i.e., managerial territoriality) that are rooted in psychological ownership and I develop a measure to capture such behaviors. In another paper, my research team and I explore affective and physiological responses to abusive supervision. These papers utilize a combination of experimental, survey, and experience sampling methodology.
Social Support and Inclusion
I am also interested in the benefits of inclusive climates for organizations. I am particularly interested in studying this within my first two research streams. For example, one paper assesses the impact of forced compared to voluntary leadership transitions on firm performance, depending on the gender of the departing executive. A second study in this area explores how biases against easily malleable physical characteristics in the employee selection process might hinder the growth of diversity in organizations. Finally, a third study investigates the interaction between individual characteristics and inclusive climate perceptions on disability accommodation requests within a veteran population. Experimental, survey, and event study methods are used.
My current research interests span the areas of how individuals respond to organizational change, leadership, and inclusion in organizations. Across these research streams, I am interested in understanding how person-environment interactions contribute to individual attitudes, decision-making, and behaviors.
Psychology of Change
My first stream of research is motivated by understanding how and why individuals vary in their responses to organizational and broader environmental changes. I am particularly interested in factors that facilitate organizational change adoption. I am currently looking at how individual differences enhance change adoption across two papers. One paper in this area is a meta-analysis and synthesis of existing quantitative research collected during organizational changes, and it examines the magnitude of the relationship between individual dispositions and change reactions/work outcomes. Another paper develops and tests the idea that psychological distance and abstract thinking can increase organizational change adoption. I use meta-analytic techniques and experimental methodology across these papers.
Supervisor-Employee Relations
My second stream of research is centered on understanding employee reactions to supervisor/manager behaviors, particularly when the behaviors are dysfunctional in nature. My dissertation specifically examined supervisor behaviors (i.e., managerial territoriality) that are rooted in psychological ownership and I develop a measure to capture such behaviors. In another paper, my research team and I explore affective and physiological responses to abusive supervision. These papers utilize a combination of experimental, survey, and experience sampling methodology.
Social Support and Inclusion
I am also interested in the benefits of inclusive climates for organizations. I am particularly interested in studying this within my first two research streams. For example, one paper assesses the impact of forced compared to voluntary leadership transitions on firm performance, depending on the gender of the departing executive. A second study in this area explores how biases against easily malleable physical characteristics in the employee selection process might hinder the growth of diversity in organizations. Finally, a third study investigates the interaction between individual characteristics and inclusive climate perceptions on disability accommodation requests within a veteran population. Experimental, survey, and event study methods are used.
