Research Interests
Research Program Overview
My research is focused on two main areas: (1) the psychology of organizational change and (2) how feelings of inclusion and desirable workplace outcomes can be generated by managing interpersonal relationships at work. I employ quantitative methods (e.g., surveys, experiments, meta-analytic techniques) in the field, in the lab, and using archival datasets to examine various research questions.
1. How do individuals manage change in their work lives?
My first stream of research is motivated by understanding the antecedents that drive differences in individuals’ responses to change, which can help change managers and organizations reach desired outcomes. Within this first stream on the psychology of change, I am particularly interested in how and why change is sustained or adopted by individuals. I am also interested in how individuals navigate technological change and how technology can facilitate change management.
2. How can interpersonal relations create feelings of inclusion and desirable work outcomes in organizations—or, equivalently, erode barriers to positive change with organizations?
My second 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 second stream, I also investigate how interpersonal dynamics, especially between employees and their managers, can lead to positive work outcomes for all.
- The psychology of change
- Supervisor-employee relations
- Social support and inclusion in the workplace
- Individual differences
Research Program Overview
My research is focused on two main areas: (1) the psychology of organizational change and (2) how feelings of inclusion and desirable workplace outcomes can be generated by managing interpersonal relationships at work. I employ quantitative methods (e.g., surveys, experiments, meta-analytic techniques) in the field, in the lab, and using archival datasets to examine various research questions.
1. How do individuals manage change in their work lives?
My first stream of research is motivated by understanding the antecedents that drive differences in individuals’ responses to change, which can help change managers and organizations reach desired outcomes. Within this first stream on the psychology of change, I am particularly interested in how and why change is sustained or adopted by individuals. I am also interested in how individuals navigate technological change and how technology can facilitate change management.
2. How can interpersonal relations create feelings of inclusion and desirable work outcomes in organizations—or, equivalently, erode barriers to positive change with organizations?
My second 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 second stream, I also investigate how interpersonal dynamics, especially between employees and their managers, can lead to positive work outcomes for all.
