Joint Faculty & Student Research

Joint Faculty & Student Research


Faculty & Student Joint Research Groups

Doctoral students get involved in research by participating in workgroups led by social-organizational psychology faculty. Students are required to participate in at least one workgroup per semester for a minimum of eight semesters overall. Participation in at least two different workgroups is required over the course of the program.  

In workgroups, doctoral students participate in all phases of the research process, including the design and conduct of research. Many times, this participation leads to presentations at professional conferences or publications in journals and books with faculty.

The number of students per workgroup varies but typically ranges from 3 to 6.

Topics of Interest:

  • The experiences of leaders in the demographic minority and the strategies they use to be successful in these environments
  • The long-term effects of stereotype threat in the workplace
  • The influence of race and gender stereotypes on perceptions of leaders
  • Microaggressions in the workplace
  • How leaders can create inclusive climates for their teams

Current Workgroup Members:

  • Caryn Block, Ph.D.
  • Angelica Leon, Ph.D. Student
  • Katrina Monton, Ph.D. Student
  • Jean Sohn, Ph.D. Student
  • Lea Lynn Yen, Ph.D. Student
  • Eccho Yu, Ph.D. Student

Workgroup Members Continuing Work on Projects and Papers:

  • Julian McNeil, Ph.D. Student
  • Shana Yearwood, Ph.D. Student

Current Research:

  • Understanding reactions of Asian-Americans to racial microaggressions in the workplace
  • The influence of leader vulnerability in reducing the experience of stereotype threat for women in STEM fields
  • Differences in letters of recommendations STEMming from gender bias
  • Making meaning of gendered cues in STEM fields in academic settings
  • Working in stereotype threatening contexts: The case of women STEM faculty at a top tier research university
  • Assessing stereotypes of Black male mangers, White male managers, Black female managers and White female managers using a diagnostic ratio approach.
  • Does a pre-existing relationship buffer female managers from the negative consequences of anger expression in the workplace?

Past Research:

  • Assessing stereotypes of Black and White managers: A diagnostic ratio approach
  • Diversity trainer preconceptions: The Effects of trainer race and gender on perceptions of diversity trainer effectiveness

Representative Publications:

  • Block, C.J., Cruz, M., Bairley, M, Harel-Marian, T. & Roberson, L (2019).  Inside the prism of an invisible threat: Shining a light on the hidden work of contending with systemic stereotype threat in STEM fields.  Journal of Vocational Behavior, 113, 33-50.
  • Kim, J., Block, C.J. & Nguyen, D. (2019).  What’s visible is my race.  What’s invisible is my contribution: Understanding the effects of race and colorblind racial attitudes on the perceived impact of microaggressions toward Asians in the workplace.  Journal of Vocational Behavior, 113, 75-87.
  • Kim, J., Nguyen, D. & Block, C.J. (2018). The 360-degree experience of workplace microaggressions: Who commits them? How do individuals respond? What are the consequences? In Torino, G.C., Rivera, D.W., C.M. Capodilupo, K.L. Nadal, D.P, & D.W. Sue (Eds.)  Microaggression Theory – Influence and Implications, 159-177.  Hoboken, NJ: Wiley & Sons.
  • Dutt, K., Pfaff, D., Bernstein, A., Dillard, J. & Block, C.J.  (2016). Gender differences in letters of recommendations for postdoctoral fellowships in geoscience.  Nature Geoscience, 9, 805-809.

Representative Conference Presentations:

 

  • Li, A. & Block, C.J. (2020).  The influence of leaders sharing struggles on reducing stereotype threat, conveying a growth mindset and creating psychological safety for women in STEM. Academy of Management Conference, Vancouver, B.C. (presented virtually).
  • Kim, J., Brockner J. & Block, C.J. (2020).  Congruence between self-affirmation and
  • self-construal eliminates the MBA gender performance gap.  Academy of Management Conference, Vancouver, B.C. (presented virtually)
  • Kim, J., Block, C.J., & Yu, H. (2020).  How positive attitudes toward Asians impact perceptions of racial microaggresions.  Academy of Management Conference, Vancouver, B.C. (presented virtually).
  • Kim, J., Block, C.J., & Yu, H. (2020).  How positive attitudes toward Asians impact perceptions of subtle microaggresions.  Society for Industrial and Organizational Psychology Annual Conference, Austin TX (conference cancelled).
  • Block, C. J., & Cruz, M. (2019). Invisible threats: Contending with systemic stereotype threat in STEM fields.  Society for the Psychological Study of Social Issues (SPSSI) Conference, San Diego, CA.
  • Elmore, J., & Block, C. J. (2019). A structural topic model approach to exploring gender bias in letters of recommendation. Society for Industrial and Organizational Psychology Annual Conference, National Harbor, MD.
  • Li, A. & Block, C.J. (2019). The effects of managers sharing struggles on stereotype threat reduction in STEM workplaces.  Academy of Management Conference, Boston, MA.
  • Kim, J., Nguyen, D. & Block, C.J.  (2017).  Perceptions of Microaggressions Towards Asians in the Workplace.  Society for Industrial Organizational Psychology Conference, Orlanda, Florida.
  • Merriweather, T.J. & Block, C.J. (2016).  The Effect of Intersectional Stereotypes on the Perceptions of Managers.  Academy of Management Conference, Anaheim, California.
  • Gupta, A. & Block, C.J. (2015).  Does a Pre-existing Relationship Buffer Female Managers from the Negative Consequences of Anger Expression in the Workplace?  Academy of Management Conference, Vancouver, British Columbia, Canada.
  • Kim, J., Drinka, G., Nguyen, D., Yu, H. & Block, C.J.  (2015). Racial Microaggressions Experienced by Asians and Asian Americans in the Workplace.  Association for Psychological Science, New York, New York.

Information for interested applicants:

Please contact Dr. Block at cjb17@tc.columbia.edu.

 

Topics of Interest:

What determines whether conflict will move in a destructive or constructive direction? 

This is the overarching question that has driven decades of research at the MD-ICCCR. While the answers to such questions are complex, we seek to identify the most fundamental factors that lead to qualitative differences in dynamics of conflict and peace. This research has spawned new insights and new research questions, including:

  • How can we use the insights from Dynamical Systems Theory (DST)—a branch of applied mathematics—to enhance our understanding of conflict processes across time, and within complex individual, social, situational, and systemic contexts?
  • How do the meta-competencies of Conflict Intelligence (CIQ) and Systemic Wisdom(SW) enable us to effectively navigate different kinds of conflict dynamics—including conflicts with different levels of complexity, intensity, and resistance to change—within complex social systems?
  • How do fundamental differences in goals, power, and relationship importancebetween disputants affect conflict dynamics within formal and informal negotiations, and how can they be navigated adaptively and constructively?
  • What are the most basic challenges to effective mediation and how do mediators most effectively adapt and respond to them as they ebb and flow in conflict situations?
  • Which cross-cultural differences have the greatest impact on how people handle conflict situations, and how can we most effectively adapt our conflict strategies when navigating these differences?
  • How do disputants and third parties navigate contrasting motives and constraints in conflicts optimally and in a manner that leads to more constructive dynamics?
  • What determines whether conflicts over injustice and oppression move in a constructive or destructive direction, and what factors are most impactful in mitigating polarization of political discourse and action?
  • How do multicultural differences between disputants affect conflict dynamics and how can the energy from such conflicts be leveraged constructively to facilitate institutional justice and reform and multicultural harmony and unity?
  • Why do some types of conflicts come to seem intractable and impossible to resolve and what can we do to alter their dynamics qualitatively?
  • What are the core dynamics of sustainably peaceful communities and what are the primary factors that increase the probabilities of sustaining peace?

 Current Workgroup Members:

  • Peter Coleman, Ph.D.
  • Lan Phan, Ph.D. Student
  • Allegra Chen-Carrel, Ph.D. Student
  • Andy Chan, Research Coordinator
  • Danielle Coon, MD-ICCCR Associate Director
  • Catherine Serianni
  • Steve Hong
  • Victoria Fitzgerald
  • Rose Fiorentino
  • Rebecca Mandelbaum
  • Shaun Munroe
  • Chelsea Hughes
  • Chris Straw
  • Nancy Lewis

Workgroup Members Continuing to Work on Projects and Papers:

  • Allegra Chen-Carrel, Ph.D. Student
  • Diego Ramos, Ph.D. Student

 

 

Current Research Projects:

  • Conflict Intelligence and Systemic Wisdom
  • Dynamical Conversations Lab
  • Cross Cultural Adaptivity and Optimality
  • Constructive Multicultural Organizational Development  
  • RDE Israeli-Palestinian Peace Project
  • Social Resonance and Group Mobilization
  • Conflict Anxiety Response Scale
  • Liberal-Conservative Optimality Dynamics
  • Navigating Political Polarization
  • Leveraging Tension for Constructive Change
  • Complexity Competencies for Leading in Complex Systems

Current Applied Projects:

Past Research & Applied Projects

  • Situated Model of Conflict in Social Relations
  • Implicit Power Theories and Empowerment
  • Conflict, Culture and Complexity Lab Studies
  • Dynamical Measure of Individualism-Collectivism
  • Adaptive Negotiation: Navigating Power and Conflict
  • Adaptive Mediation in Dynamic Systems
  • Situated Model of Mediation in Social Conflict
  • Multilevel Assessment – 5 Percent Framework
  • Cooperation, Competition and Mixed-Motive Dynamics in Conflict
  • Collaboration with the United Nations Mediation Support Unit (MSU)

Representative Publications:


Books

Coleman, P. T. (2021). The Way Out: How to Overcome Toxic Polarization. New York, Columbia University Press  

 

Coleman, P. T. & Deutsch, M. (2015). Morton Deutsch: Major Texts on Peace Psychology. Springer Books.

 

Coleman, P. T. & Deutsch, M. (2015). Morton Deutsch: A Pioneer in Developing Peace Psychology. Springer Books.

 

Coleman P. T., Deutsch, M.  & Marcus, E. (Eds.). (2014). The Handbook of Conflict Resolution: Theory and Practice. 3rd Edition, San Francisco, CA: Jossey-Bass. 

Coleman, P.T. & Ferguson, R. (September, 2014). Making Conflict Work: Harnessing the power of disagreement.  
New York, NY: Houghton Mifflin Harcourt Publishing Company. 
 
Vallacher, R., Coleman, P. T., Nowak, A., Bui-Wrzosinska, L., Liebovitch, L., Kugler, K. & Bartoli, A. (2013). Attracted to Conflict: The Dynamic Foundations of Malignant Social Relations. New York, NY: Springer. 
 
Coleman, P. T. (Ed.). (2012). Conflict, Justice, and Interdependence: The Legacy of Morton Deutsch. New York, NY: Springer. 
 
Coleman, P. T. & Deutsch, M. (Eds.). (July, 2012). The Psychological Components of a Sustainable Peace. New 
York: Springer. 
 
Coleman, P. T. (2011). The five percent: Finding solutions to seemingly impossible conflicts. New York: Perseus Book Group. 
 
Articles

Aumeerally, N., Chen-Carrel, A. & Coleman, P. T. (2022). Learning with Peaceful, Heterogenous Communities: Lessons on Sustaining Peace in Mauritius. Peace and Conflict Studies. 

 

Fry, D. P., Souillac, G., Liebovitch, L. S., Coleman, P. T., Agan, K., Nicholson-Cox, E., Mason, D., Gomez, F. P., Strauss, S. (2021). Societies within peace systems avoid war and build positive intergroup relationships. Humanities and Behavioral Sciences Communications 8, 17. https://doi.org/10.1057/s41599-020-00692-8.

 

Kim, R., Coleman, P. T., & Kugler, K. (2020). Is Conflict Adaptivity Better than Cooperation? The Effects of Adaptive Conflict Behaviors on Job-Related WellBeing in South Korea. Conflict Resolution Quarterly. 

 

Coleman, P.T., Fisher, J., Fry, D.P., Liebovitch, L. Chen-Carrel, A., Souillac, G. (2020). How to Live in Peace? Mapping the Science of Sustaining Peace: A Progress Report. American Psychologist. 

 

Kugler, K. and Coleman, P. T. (2020). Get Complicated: The Effects of Complexity on Conversations over Potentially Intractable Moral Conflicts. Negotiation and Conflict Management Research. 10.1111/ncmr.12192. 

 

Liebovitch, L. Coleman, P. T., Bechhofer, A., Colon, C., Donahue, J., Eisenbach C., Guzm´an-Vargas, L., Jacobs, D., Khan, A., Li, C., Maksumov, D., Mucia, J., Persaud, M., Salimi, M., Schweiger, L., Wang, Q. (2019). Complexity analysis of sustainable peace: mathematical models and data science measurements. New Journal of Physics. https://doi.org/10.1088/1367-2630/ab2a96 

 

Liebovitch, L., Coleman, P. T., and Fisher, J. (2019). Approaches to Understanding Sustainable Peace: Qualitative Causal Loop Diagrams and Quantitative Mathematical Models. American Behavioral Scientist. 000276421985961. 10.1177/0002764219859618.

 

Coleman, P. T., Liebovitch, L. and Fisher, J. (2019). Taking complex systems seriously: Visualizing and modeling the dynamics of sustainable peace. Global Policy, June, 2019. 10.1111/1758-5899.12680. 

 

Coleman, P. T., and Bass, B. (2019). Facing uncertain times together: Strengthening intercultural connections. Journal of Intercultural Communication, 22, pp. 1-14. 

 

Coleman, P. T. (2019). Tentative teachings on conflict from Trump’s tumultuous tenure in office. Negotiation Journal, 35(1), p. 231-234. 

 

Coleman, P. T., Kugler, K. G., Kim, R. and Vallacher, R. (2018). Hoping for the best, preparing for the worst: Regulatory focus optimality in high and low-intensity conflict. International Journal of Conflict Management, 30(1), 45-64.

 

Coleman, P. T., Kugler, K. G., Kim, R. and Vallacher, R. (forthcoming). Hoping for the best, preparing for the worst: Regulatory focus optimality in high and low-intensity conflict. International Journal of Conflict Management.

 

Coleman, P. T. (2018). Morton Deutsch (1920–2017). American Psychologist, 73(2), 198. 

 

Coleman, P. T. (2018). Conflict intelligence and systemic wisdom: Meta-competencies for engaging conflict in a complex, dynamic world. Negotiation Journal, 34, 1, pp. 7-35.

 

Coleman, P. T. (2018). Ten major scientific contributions that promote a more just, peaceful and sustainable world. Negotiation Journal, 34, 1, pp. 105-116.

 

Coleman, P. T., Coon, D., Kim, R., Chung, C., Regan, B., Anderson. R., & Bass, B. (2017). Promoting constructive multicultural attractors: Fostering unity and fairness from diversity and conflict. Journal of Applied Behavioral Science.

 

Coleman, P. T., Kugler, K. G., and Chatman, L. (2017). Adaptive mediation: An evidence-based contingency approach to mediating conflict. International Journal of Conflict Management.

 

Webb, C. E., Coleman, P. T., Rossignac-Milon, M., Tomasulo, S. J., & Higgins, E. T. (2017). Moving on or Digging Deeper: Regulatory Mode and Interpersonal Conflict Resolution. Journal of Personality and Social Psychology. Advance online publication. http://dx.doi.org/10.1037/pspp0000131 

 

Kim, R. and Coleman, P. T. (2015) The Combined Effect of Individualism – Collectivism on Conflict Styles and Satisfaction: An Analysis at the Individual LevelPeace and Conflict Studies, 22, 2. 

 

Coleman, P. T., Kugler, K., Gozzi, C., Mazzaro, K., El Zokm, N & Kressel, K. (2015). Putting the peaces together: Introducing a situated model of mediation. International Journal of Conflict Management.


Coleman, P. T., & Kugler, K. G. (2014). Tracking Managerial Conflict Adaptivity: Introducing a Dynamic Measure of Adaptive Conflict Management in Organizations.Journal of Organizational Behavior. Online first publication.

Kurt, L., Kugler, K. G., Coleman, P. T., & Liebovitch, L. S. (2014). Behavioral and emotional dynamics of two people struggling to reach consensus about a topic on which they disagree. PLoS ONE, 9, 1-15. 
 
Coleman, P.T., Kugler K., Bui-Wrzosinska, L., Nowak, A. & Vallacher, R. (2012). Getting Down to Basics: A Situated Model of Conflict in Social Relations. Negotiations Journal, 28(1), 7-43.

Vallacher, R., Coleman, P. T., Nowak, A., Bui-Wrzosinska, L. (2010). Rethinking intractable conflict: The perspective of dynamical systems. American Psychologist, 65 (4), 262-278.  
 
Coleman, P.T., Kugler, K., Mitchinson, A., Chung, C.T., & Musallam, N. (2010). The View from Above and Below: The Effects of Power and Interdependence Asymmetries on Conflict Dynamics and Outcomes in Organizations.  Negotiations and Conflict Management Research, 3 (4), 283-331.
 
Coleman, P.T., Vallacher, R.R., Nowak, A. & Bui-Wrzosinska, L. (Eds., 2010). Special Issue: Dynamical Systems Theory and Conflict. Peace and Conflict: Journal of Peace Psychology, 16 (2). 
 
Coleman, P.T., Gray, B. & Putnam, L.L. (Eds., 2007). Special Issue: Intractable Conflict.American Behavioral Scientist, 50 (11). 
 
Peter T. Coleman (2003). Characteristics of Protracted, Intractable Conflict: Toward the Development of a Metaframework-I . Peace and Conflict: Journal of Peace Psychology, 9(1).  

Information for interested applicants:

For further information, visit us at http://icccr.tc.columbia.edu/

If you have additional questions, please contact Danielle Coon at dnc2123@tc.columbia.edu.

 

Topics of Interest:

This workgroup primarily but not exclusively focuses on issues of inclusion, demographic diversity and discrimination in organizations.  Emphasis is placed on using a variety of theoretical (e.g., social cognitive; legal; relational and organizational demography; person-environment fit) and methodological (lab studies, surveys) approaches to conduct research that helps us understand the role that a variety of demographic characteristics (e.g., age, sex, generational membership) play in the workplace.  The implications of demographic diversity for decision making (e.g., selection) and organizational behaviors (e.g., communication, turnover) are explored.  More recently our research examines inclusive leadership and its role in managing workplace diversity.  Attention is given to the role of individual, group, and organizational factors in understanding issues of inclusion, demographic diversity and discrimination. 

Current Workgroup Members:

  • Elissa Perry, Ph.D.
  • Evi Ashenbrucker, Ph.D. Student
  • Molly Forgang, Ph.D. Student
  • Zoe Troxell-Whitman, Ph.D. Student
  • Yael Wilson, Ph.D. Student

Workgroup Members Continuing Work on Projects and Papers:

  • Angelica Leon, Ph.D. Student

Current Projects:

Inclusive Leadership

Our workgroup has conducted research to better understand the causes and consequences of inclusive leadership.  More specifically, projects have explored antecedents to and outcomes of inclusive leadership, whether an inclusive leadership style is gendered, and the role that inclusive leadership might play in sexual harassment in the workplace. Other projects have focused on developing an evidence-based measure of inclusive leadership. A more recent focus is on better understanding what inclusive leaders "do" and developing these behaviors in leaders. 

HR for the Non-HR Manager (Instructional Resources)

In 2004, Carol Kulik wrote a book on Human Resource Management (HRM) targeted toward line managers who must engage in HR related activities at work. A new edition of HR for the Non-HR Manager (Kulik & Perry) is currently in press.  The book provides an overview of HR activities to managers who are not in HR from the initial recruitment and selection of new employees, through compensation and performance appraisal decisions, and ultimately to unpleasant but sometimes necessary disciplinary and termination actions.  Members of our workgroup are developing accompanying instructional resource materials that are based on sound pedagogical principles. These materials are being prepared for a website that will accompany the publication of the book.

The Research-Practice Gap

There is ample evidence for a research practice gap.  The gap refers to the fact that practitioners ignore or underutilize evidence-based research at work.  There are two reasons for this gap.  A knowing gap suggests that practitioners do not have access to or understand what academics know based on available research.  A doing gap suggests that practitioners are familiar with evidence-based best practices but are unwilling or unable to implement them.  Our workgroup is focused on understanding how academics can help to close a doing based gap both through executive teaching but also through research. The workgroup will focus on a conceptual paper related to the role of executive teaching in the research-practice doing gap.  Additionally, the workgroup will consider new projects focused on how academics can help practitioners “do” evidence-based diversity management.  Projects are in the development stage.

NOTE:  The above represent current workgroup activities.  Previous projects have explored generational stereotypes and stereotype threat, sexual harassment awareness training, and the impact of gender stereotype violations on the employment outcomes of caregivers.

Representative Publications/Conference Papers:

  • Visiting Distinguished Thought Leader, University of South Australia (10/10/22-10/21/22). Presented:
    • Can we talk? A conversation on inclusive leadership. Industry discussion sponsored by  Centre for Workplace Excellence.
    • A research-practice approach. Food4Thought presentation sponsored by Centre for Workplace Excellence.
    • Leading for inclusion.  Insights Lecture sponsored by Centre for Workplace Excellence and UniSA Business.
  • Li, A., & Perry, E.L. (2020, April).  The Inclusive Leadership Questionnaire – Development of a Theory-Based Measure, Society of Industrial Organizational Psychology Annual Conference, Austin, TX.
  • Perry, E.L., Block, C.J., & Noumair, D.A.  (2020).  Leading in: The role of inclusive leadership in creating climates that are intolerant of sexual harassment.  Equality, Diversity and Inclusion: An International Journal.
  • Perry, E.L., & Li, A.  (2019, August).  Leadership for inclusion “above” and “below” the line.  In K. P. Weeks, I. Metz, & S. Perrera (Chairs), Crossing the Line: Examining "Above" and "Below" the Line Diversity Activities in Organizations, Academy of Management Annual Conference, Boston, MA.
  • Perry, E.L., & Li, A. (2019).  Diversity climate in organizations.  In Oxford Research Encyclopedia of Business and Management. Oxford University Press. doi: http://dx.doi.org/10.1093/acrefore/9780190224851.013.45
  • Perry, E.L., & Mendelsohn, D.  (2017, August).  Organizational-level racioethnic matching: The case of college faculty and students.  Academy of Management Annual Conference, Atlanta, GA.
  • Mendelsohn, D., & Perry, E.L. (2016).  Faculty gender diversity and university performance: The role of diversity climate.  Proceedings of the 2016 Academy of Management Meeting, Annaheim, CA.

Information for Interested Applicants:

Please email Dr. Perry at ep248@tc.columbia.edu.

 

Topics of Interest:

Dynamic Network Theory, Decision Science, and Social Network Analysis

The goal of the work in our Dynamic Network Lab is to use social network, motivation, and decision science to predict, understand, and positively intervene in complex individual, social, and organizational systems.  The lab combines social network analysis, motivation, and decision-making approaches to more fully explain how social networks wield their power on important targets: goals, important decisions, specific behaviors, performance, climates, and system well-being.  Largely grounded in dynamic network theory (DNT), network goal analysis (NGA) aims to portray these system dynamics at individual, group, organizational, or international levels, including those with conflict. NGA can also be used with other theoretical approaches, not just DNT, whenever social networks and goals (or target behaviors) are the focus.  In contrast, we also use behavioral reasoning theory (BRT) to examine how people's reasoning and counter-argument processes within the network help trigger motivated goal striving and behavior at the individual levels. Utilizing both DNT and BRT together is presumed to provide a richer, yet highly operational understanding of system behavior with direct implications for strategic change to improve system functioning.  Individuals have used the Lab to model the in-person networks involved in their pursuits to get jobs, start businesses, lose weight, run marathons, quit tobacco, and improve social and organizational systems, among many others.  Our work also examines how to model important decision making in groups as well as how groups are working effectively (or not) in pursuit of their important goals.  

Please see our Dynamic Network Lab’s website for much more information: www.tc.columbia.edu/dnl or www.DynamicNetworkLab.Org 

Current Workgroup Members:

  • Jim Westaby, Ph.D. 
  • Elizabeth Hyde, Ph.D. Student 
  • Prachi Pathak, Ph.D. Student

Workgroup Members Continuing Work on Projects and Papers:

  • Elisabeth Mah, Ph.D. Student
  • Gian Zlupko, Ph.D. Student
  • Adam Parr, Ph.D. Student
  • Nick Rosemarino, Ph.D. Student

Current Research Projects:

  • Network goal analysis and behavioral change:  Applying dynamic network theory
  • The complex modeling of social networks involved in human goal striving
  • Personality and the dynamic networks involved in organizational performance
  • Demographic diversity on attitudes and motivations in dynamic network systems
  • Network goal analysis of teams: An application of dynamic network theory
  • Dynamic network intelligence among individuals and groups
  • Is being central in social networks a good thing? It depends on the role in dynamic network theory
  • The network dynamics of unethical behavior: A case analysis
  • Case study analysis of international conflict: Using network goal analysis to examine international conflict

 

Representative Publications:

Wang, Stark, Westaby, Parr, & Newman (In press). Social Network Analysis in Psychology: Recent Breakthroughs in Methods and Theories. APA Handbook of Research Methods in Psychology. American Psychological Association.

Westaby, J. D., Pfaff, D. L., & Redding, N. (2014). Psychology and social networks: A dynamic network theory perspective. American Psychologist, 69, 269-284.

Westaby, J. D., & Parr, A. K. (2020). The network goal analysis of social and organizational systems: Testing dynamic network theory in complex social networks.  Journal of Applied Behavioral Science, 56(1), 107-129.

Westaby, J. D. (2012).  Dynamic network theory: How social networks influence goal pursuit. Washington, DC: American Psychological Association. 

Westaby, J. D., & Shon, D. (2017).  Simulating the Social Networks in Human Goal Striving.  In R. R. Vallacher, S. J., Read, & A. Nowak (Eds.), Computational models in social psychology (1st ed.). pp. 231-257.  New York, NY: Psychology Press (Frontiers of Psychology series). 

Westaby, J. D., & Echtenkamp, A. (2017). Humor and Organizational Networks: Functions and Dysfunctions.  In C. Robert (Ed.), Humor in the workplace (1st ed.). pp. 45-59.  Routledge.


Westaby, J. D., & Redding, N. (2014). Social networks, social media, and conflict resolution. In P.T. Coleman, M. Deutsch, & E.C. Marcus (Eds.), The handbook of conflict resolution: Theory and practice (3rd ed.). pp. 998-1022. San Francisco, CA: Jossey-Bass.

Westaby, J. D. (2005). Behavioral reasoning theory: Identifying new linkages underlying intentions and behavior.  Organizational Behavior and Human Decision Processes, 98, 97-120. 

Westaby, J. D., Probst, T. M., & Lee, B. C. (2010).  Leadership decision-making: A behavioral reasoning theory analysis. Leadership Quarterly, 21, 481-495. 

Wagner, M., & Westaby, J. D. (in press).  Changing pay systems in organizations:  Using behavioral reasoning theory to understand employee support for pay-for-performance (or Not). Journal of Applied Behavioral Science.

Westaby, J. D., Versenyi, A., & Hausmann, R. C. (2005).  Intentions to work during terminal illness: An exploratory study of antecedent conditions.  Journal of Applied Psychology, 90, 1027-1035. 

Westaby, J. D., & Lowe, J. K. (2005).  Risk taking orientation and injury among youth workers: Examining the social influence of supervisors, coworkers, and parents.  Journal of Applied Psychology, 90, 1297-1305. 

Topics of Interest:

This workgroup primarily but not exclusively focuses on issues of demographic diversity, discrimination, and inclusion in organizations.  Emphasis is placed on using a variety of theoretical (e.g., social cognitive, legal, relational and organizational demography, person-environment fit) and methodological (lab studies, surveys) approaches to conduct research that helps us understand the role that a variety of demographic characteristics (e.g., age, sex, generational membership) play in the workplace.  The implications of demographic diversity for decision making (e.g., selection) and organizational behaviors (e.g., communication, turnover) are explored.  Attention is given to the role of individual, group, and organizational factors in understanding issues of demographic diversity, discrimination, and inclusion. 

Current Workgroup Members:

  • Elissa Perry, Ph.D.
  • Yael Silverstein, doctoral student
  • Zoe Troxell-Whitman, doctoral student
  • Molly Forgang, doctoral student

 

Current Projects:

Inclusive Leadership

This workgroup has conducted research to better understand the causes and consequences of inclusive leadership.  Projects have explored antecedents to and outcomes of inclusive leadership, whether an inclusive leadership style is gendered, and the role that inclusive leadership might play in sexual harassment in the workplace. Other projects have focused on developing an evidence-based measure of inclusive leadership. A more recent focus is on better understanding the specific behaviors that inclusive leaders engage in. 

 

HR for the Non-HR Manager (Instructional Resources)
A new edition of HR for the Non-HR Manager (Kulik & Perry) is currently in press.  Members of the workgroup are developing instructional resource materials that are based on sound pedagogical principles.  The book provides an overview of human resource activities for the non-human resource manager from the initial recruitment and selection of new employees, through compensation and performance appraisal decisions, and ultimately to unpleasant but sometimes necessary disciplinary and termination actions. 

 

The Research-Practice Gap

There is ample evidence for a research practice gap.  The gap refers to the fact that practitioners ignore or underutilize evidence-based research at work.  There are two reasons for this gap.  A knowing gap suggests that practitioners do not have access to or understand what academics know based on available research.  A doing gap suggests that practitioners are familiar with evidence-based best practices but are unwilling or unable to implement them.  The workgroup is focused on understanding how academics can help to close a doing based gap both through executive teaching but also through research.  The workgroup will focus on a conceptual paper related to the role of executive teaching in the research-practice doing gap.  Additionally, the workgroup will consider new projects focused on how academics can help practitioners “do” evidence-based diversity management.  Projects are in the development stage.

Representative Publications/Conference Papers:

 

Perry, E.L., Kulik, C.T., Mendelsohn, D.B., & Shon, D.A. (2022).  Faculty gender diversity, institutional performance and the role of diversity climate.  Research in Higher Education, 62, 1204-1236. https://doi.org/10.1007/s11162-022-09688-6

Perry, E.L., Block, C.J., & Noumair, D.A.  (2021).  Leading in: Inclusive leadership, inclusive climates and sexual harassment.  Equality, Diversity and Inclusion, 40(4), 430-447. https://doi.org/10.1108/EDI-04-2019-0120

Li, A., & Perry, E.L. (2020, April).  The Inclusive Leadership Questionnaire – Development of a Theory-Based Measure, Society of Industrial Organizational Psychology Annual Conference, Austin, TX.

Perry, E.L., & Li, A.  (2019, August).  Leadership for inclusion “above” and “below” the line.  In K. P. Weeks, I. Metz, & S. Perrera (Chairs), Crossing the Line: Examining "Above" and "Below" the Line Diversity Activities in Organizations, Academy of Management Annual Conference, Boston, MA.

Perry, E.L., & Mendelsohn, D.  (2017, August).  Organizational-level racioethnic matching: The case of college faculty and students.  Academy of Management Annual Conference, Atlanta, GA.

VonNumers, S., Perry, E.L., & Mendelsohn, D.  (2017, August).  Faculty racial diversity and stakeholder outcomes:  The important role of diversity climate.  In, Y. Yang & Konrad, A. (Chairs),  Diversity and Inclusion Management: Theory and Research at the Organizational Level of Analysis, Academy of Management Annual Conference, Atlanta, GA.

 

Information for Interested Applicants:

Please email Dr. Perry at ep248@tc.columbia.edu.

Topics of Interest:

  • Executive education and change leadership
  • Application of systems psychodynamics to organization development and change
  • Social identity relations and individual, interpersonal, group, organizational, and societal dynamics
  • Closing the research-practice gap via evidence-based change leadership

Current Workgroup Members:

  • Workgroup not in session during AY ’22-‘23

Workgroup Members Continuing Work on Projects and Papers:

  • Abby Johnson, Ph.D. Student
  • Ramya Kumar, Ph. D. Student
  • Chris St John, Ph.D. Student
  • Stephanie von Numers, Ph.D. Student

Current Research:

  • Iterating and expanding an organizational development tool (X-Ray Vision) for understanding system psychodynamics in organizations
  • Updating and expanding an iconic change leadership learning tool
  • Exploring the systems psychodynamics of virtual teams

Past Research:

  • Development of an online Group Relations Training course
  • Creating a learning environment in the virtual environment 

Representative Publications:

  • Kumar, R. & Brazaitis, S.J. (2023). Behind the screen of virtual teamwork: A systems psychodynamic approach to revealing what really makes a virtual teams work, In D. Szabala & M. Gorman (Eds.) Management Consulting in the Era of the Digital Organization. Information Age Publishing.
  • X-Ray Vision at Work: Seeing Inside Organizational Life. Noumair, D.A., Pfaff, D.L., St. John, C.M., Gipson, A.N., & Brazaitis, S.J. (2017). In A.B. (Rami) Shani & D.A. Noumair (Eds.), Research in Organizational Change & Development, Volume 25. Bingley, UK: Emerald Group Publishing.
  • von Numers, S., Yearwood, S., & Gipson, A., Brazaitis, S. J., Noumair, D.A., (2018, April). Exploring Privilege and Power, Racism and Sexism among Asian, Black, and White Women: Toward Loosening a Gordian Knot. Paper presented at the 2nd Annual Psychology@TC Conference, New York, NY.
  • Kumar, R. & Brazaitis, S.J. (in press). Behind the screen of virtual teamwork: A systems psychodynamic approach to revealing what really makes a virtual team work, In D. Szabala & M. Gorman (Eds.) Management Consulting in the Era of the Digital Organization. Information Age Publishing.
  • Noumair, D.A., Chen-Carrel, A., Johnson, A., von Numers, S., Yearwood, Brazaitis, S.J. (2019, June 28). The development of X-ray vision in change leaders. International Society for the Psychoanalytic Society of Organizations (ISPSO) / Annual Meeting, New York.
  • von Numers, S., Yearwood, S., & Gipson, A., Brazaitis, S. J., Noumair, D.A., (2018, April). Exploring Privilege and Power, Racism and Sexism among Asian, Black, and White Women: Toward Loosening a Gordian Knot. Paper presented at the 2nd Annual Psychology@TC Conference, New York, NY.

Representative Student Qualifying Papers

  • Johnson, A. S. (2022). Expanding interventions for conflict resolution: A study of NASA’s HR Department.
  • St. John, C. M. (2022). X-Ray Vision—A Field Study: Using A Systems Psychodynamic Theoretical Framework to Deepen Understanding and Facilitate Transformational Change
  • Gipson, A. (2019). The learning cycle applied: A university-sponsored group relations consultancy program.

Chen-Carrel, A. (2020). Working towards an online learning community: Experiences from piloting an online group relations consulting course

Information for interested applicants:

Please contact Dr. Noumair at dn28@tc.columbia.edu.

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