Hewlin, Patricia F. (pfh2118)

Patricia Faison Hewlin

Professor of Social-Organizational Psychology

Office Hours:

By appointment.

Educational Background

  • PhD, Management and Organizational Behavior, Stern School of Business, New York University
  • MPhil, Management and Organizational Behavior, Stern School of Business, New York University
  • MBA, Finance, Stern School of Business, New York University
  • BA, Spanish Language and Literature; English Rhetoric and Literature, Binghamton University

Scholarly Interests

  • Authenticity and conformity in the workplace
  • Employee responses to diversity climates
  • Leadership
  • Identity management
  • Person-organization fit and value misalignment

Selected Publications

  • Cha, S. E., Hewlin, P. F., & Roberts, L. M. (In press 2024). Fostering True Self-Expression in Organizations: A Metaphor-based Framework of Leader Authenticity Tensions. In A. Tuncdogan, O. A. Acar, H. Volberda and K. Ruyter (Eds.) The Oxford Handbook of Individual Differences in Organizational Contexts. Oxford University Publications.
  • He, G., Liu, P, Zheng, L., Zheng, X., Hewlin, P. F., & Yuan, L. (2023). Being proactive in the age of AI: Exploring the effectiveness of leaders’ AI symbolization in stimulating job crafting. Management Decision, 61: 2896-2919.
  • Roberts, L. M., Hewlin, P. F., & Simon, L. The show must go on: HR and resilience in the theatre  industry. People and Strategy Journal, Summer 2022.  
  • Monton, K., Broomes, A. M., Brassard, S., & Hewlin, P. F. (2022). The role of sport-life balance and well-being on athletic performance. Canadian Journal of Career Development, 21: 101-108. 
  • Cha, S. E., Kim, S. S., Hewlin, P. F., & DeRue, D. S. (2020). Turning a blind or critical eye to leader value breaches: The role of value congruence in employee perceptions of leader integrity. Journal of Leadership & Organizational Studies, 27: 286-306.
  • Huang, W., Wang, D., Pi, X., & Hewlin, P. F. (2020). Does coworkers’ upward mobility affect employees’ turnover intention?: The roles of perceived employability and prior job similarity. The International Journal of Human Resource Management, 12: 2442-2472.
  • Hewlin, P. F., Karelaia, N., Kouchaki, M, & Sedikides, C. (2020). Authenticity at work: Its shapes, triggers, and consequences (Guest Editorial). Organizational Behavior and Human Decision Processes, 158: 80-82.
  • Cha, S., Hewlin, P. F., Roberts, L. M., Buckman, B., Leroy, H., & Steckler, E., Ostermeier, K. & Cooper, D. (2019). Being your true self at work: Integrating the fragmented research on authenticity in organizations. Academy of Management Annals, 13: 633-671.
  • He, G., An, R. & Hewlin, P. F. (2019). Paternalistic leadership and employee well-being: A moderated mediation model. Chinese Management Studies, 3: 645-663.
  • Hewlin, P. F. & Bromes, A. M. (2019). Authenticity in the workplace: An African American  perspective. In L. M. Roberts, T. Mayo & D. Thomas (Eds.), Race, Work, Leadership: New Perspectives on the Black Experience. Cambridge: Harvard Business Review Press, pp. 135- 150.  
  • Kim, S. S., Shin, D, Vough, H., Hewlin, P. F., and Vandenberghe, C. (2018). How do callings relate to job performance? The role of organizational commitment and ideological contract fulfillment. Human Relations, 71: 1319-1347.
  • Hewlin, P. F., Dumas, T. L., & Burnett, M. (2017). To thine own self be true?: Facades of conformity, values congruence, and the magnifying impact of leader integrity. Academy of Management Journal, 1: 178-199.
  • Seegars, L. & Hewlin, P. F. (2017). Conformity. In V. Zeigler-Hill & T. Shackelford (Eds.),  Encyclopedia of Personality and Individual Differences. New York: Springer, pp. 831836. 
  • Hewlin, P. F., Kim, S. S., & Song, Y. H. (2016). Creating facades of conformity in the face of job insecurity: A study of consequences and conditions. Journal of Occupational and Organizational Psychology, 89: 539– 567.
  • Hewlin, P. F. (2015). Authenticity on one’s own terms. In L. M. Roberts, M. L. Davidson, &  L. Wooten (Eds.) Positive Organizing in a Global Society. New York: Taylor & Francis, pp.  5357.  
  • Rosette, A. S., Carton, A. M., Bowes-Sperry, L., & Hewlin, P. F. (2013). Why do racial slurs remain prevalent in the workplace? Integrating theory on intergroup behavior. Organization Science, 24: 1402-1421.
  • Hewlin, P. F. (2009). Wearing the cloak: Antecedents and consequences of creating facades of conformity. Journal of Applied Psychology, 94: 727-741.
  • Roberts, L. M., Cha, S., Hewlin, P. F., Settles, I. (2009). Taking off the mask: Authentic expressions  in organizational life. In L. M. Roberts & J. Dutton (Eds.), Exploring Positive Identities and Organizations: Building a Theoretical and Research Foundation. Philadelphia: Lawrence Erlbaum Associates, pp. 149-169.  
  • Hewlin, P. F. (2003). And the award for best actor goes to…: Facades of conformity in organizational settings. Academy of Management Review, 28: 633-642.
  • Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward  and why. Journal of Management Studies, 40: 1453-1476.
  • Wiesenfeld, B. M., & Hewlin, P. F. (2003). Splintered identities and organizational change. In B.  Mannix, M. Neale, & J. Polzer (Eds.), Research on Managing Groups and Teams, Volume 5, pp. 27-52. San Diego: Elsevier.  
  • Lant, T., & Hewlin, P. F. (2002). Information cues and decision making: The effects of learning, momentum and social comparison in competing teams. Group and Organization Management, 27: 374-407.

Dr. Patricia Faison Hewlin’s scholarship primarily centers on factors (e.g., organizational, leadership, and individual) that facilitate and impede authenticity and overall well-being in every day work interactions. She developed the behavioral construct, “facades of conformity” to illustrate the degree to which employees suppress personal values and pretend to embrace dominant organizational values and perspectives. Her research also addresses employee responses to organizational value breaches, callings in the workplace, and the interpersonal dynamics associated with the entrance of robots in the workplace. Professor Hewlin is currently working on projects related to diversity climates, diversity faultlines, leader bottom-line mentality, and racial/ethnic minority identity management. Additionally, she is writing the book, The Middle Self: What We Get Wrong About Authenticity and Conformity – and How to Thrive as the Real “You” (Avery, Penguin Publishing Group).

Professor Hewlin’s academic work is published in several peer review journals including the Academy of Management Annals, Academy of Management Journal, Academy of Management Review, Chinese Management Studies, Human Relations, Journal of Applied Psychology, Journal of Leadership and Organizational Studies, and Organization Science. She has also written for practitioner outlets including Delve, Diverse Issues in Higher Education, Harvard Business Review Online, Huff Post, People and Strategy Journal, and The Greater Good.

 Professor Hewlin avidly translates her research findings to help people integrate more of their “true selves” in the workplace. She consults leaders on fostering environments for psychologically safe and generative authentic self-expression. She is a sought-after guest speaker and consultant for organizations in a wide range of industries.

In addition to Teachers College, Professor Hewlin is a visiting professor at Southwestern University of Finance and Economics in Chengdu, China. Professor Hewlin has held business school faculty positions at McGill University and Georgetown University. She has served in the capacities of ombudsperson for students and associate dean of undergraduate programs. Prior to entering academia, she was a Vice President and branch manager in Citi’s New York City retail business. 

Social Sciences and Humanities Council Partnership Grant (2020-2026; co-applicant): $2,446,979  

Social Sciences and Humanities Council Insight Grant (2016-2020; Principal Investigator):  $135,906  

Social Sciences and Humanities Council Partnership Development Grant (2015-2018; co- applicant):  $198,000  

Social Sciences and Humanities Council Internal Grant (2015-2017; Principal Investigator):  $5,000  

Social Sciences and Humanities Council Grant (2011-2014; Principal Investigator): $95,158   

David Johnston Faculty & Staff Award for serving as an “exemplary ambassador for McGill”, 2023

Equity, Diversity and Inclusion in PhD Teaching Award (Nomination from Students), 2022

Finalist for Best Paper Award, Academy of Management Annals, 2020

Top Paper Published Nomination from Editors of Human Relations, 2018

Spirit Circle Award from the PhD Project’s Management Doctoral Association (MDSA) for “tireless and repeated support”, 2018

Diamond in the Rough Award for Best Paper Proposal. Cognition in the Rough workshop at the 2010 Academy of Management Meeting, Montreal QC

Dean’s Teaching Excellence Commendation, Stern School of Business, New York University, 2002

Best Paper Award, Annual Doctoral Student Conference for I-O Psychology and Organizational Behavior, Fairfax, VA, 2001

Nichols Foundation Dissertation Fellowship Award, 2003

National Black MBA Association Doctoral Academic Scholarship, 2002

Consortium for Graduate Study in Management (MBA) Academic Fellowship, 1991-1993


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