MISSION STATEMENT
We strive to maintain a professional, collegial, respectful, and inclusive community. We believe that diversity brings intellectual rigor and creativity to our program, and aligns with our values to include a variety of voices and perspectives.
Our Research in Diversity:
Our faculty and students are engaged in a wide-range of research activities on diversity inclusion. Here are some examples of papers and publications. This is not a complete list:
She’s got the “it” factor: Do female leaders get credit for their charisma?
The Authentic-Leadership Paradox: A Theoretical Model of Authenticity for Multiple Minority Leaders.
Leader-Follower Relationship in Refugee Workplace Outcomes
Survival, expectations, and employment: An inquiry of refugees and immigrants to the United States
Gendered Antecedents of Family-Supportive Supervisor Behaviors: Supervisor Gender Role Attitudes, Gender Match, and Occupational Gender-Type
The role of proximal social contexts: Assessing stigma-by-association effects on leader appraisals.
Helping misfits to commit: How justice climate attenuates the effects of personality dissimilarity on organizational commitment. Journal of Business and Psychology.
Mitigating bias in hiring workers with disabilities: Testing video-based interventions.
Exploring the use of credit scores in selection processes: Beware of adverse impact.
Man Up, Man Down: Race-ethnicity and the Gendered Hierarchy of Men in Female-dominated Work.
Chronic health conditions and work identity from a lifespan development frame.
Telecommuting, Primary Caregiving, and Gender as Status.
Coaching employees with chronic illness: Supporting professional identities through biographical work.
Evaluation of STRONG-CT: A program supporting minority and first-generation U.S. science students.
What did you mean by that? Justice Implications of Interpersonal Interactions for Latino/as.
Waistlines and ratings of top executives: Does executive status overcome obesity stigma?
Uneven Patterns of Inequality: An Audit Analysis of Hiring-related Practices by Gendered and Classed Contexts.
Women in the One Percent: Gender Dynamics in Top Income Positions.
Cis-gendered Organizations: Trans-women and Inequality in the Workplace.
Racial Double Standards and Applicant Selection.
Gender and Leadership Effectiveness: A Meta-analysis of Contextual Moderators.
Stay or leave? Race, Education and Changing Returns to the External Labor Market Strategy, 1976-2009
Sustainable Equality? Men and Women’s Post-hire Pay Growth in Organizations with Gender Pay Equality at Hire.
The organizational science summer institute: Community outreach to diversify the graduate education pipeline.
Microaggressive communication in organizational settings.
Virtual ethnography: Corporate electronic diversity communication.
When families talk: A phenomenological inquiry of African American families discussing organ donation.
Intersecting religion and organizational communication: A communication grounded typology.
OSSI:
In addition to the research on diversity and inclusion that our students and faculty conduct, we provide The Organizational Science Summer Institute (OSSI) designed to provide underrepresented undergraduate students with a uniqueeducational opportunity with the following goals:
- Foster undergraduate interest and ability in research, scholarship, application and graduate study
- Provide hands on development of research conceptualization, writing, and presentation skills and intense GRE training
- Expose students to a supportive graduate climatethat values multiple diverse perspectives(e.g. disciplinary, demographic, methodology, and intellectual)
- Demonstrate to participants that a career in organizational science offers an exciting challenge and that they are fully capable of such careers