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.

• Caryn Block
• Warner Burke
• Peter Coleman
• Debra Noumair
• Elissa L. Perry
• Loriann Roberson
• Jim Westaby

Topics of Interest:

• Microaggressions in the workplace
• How leaders can create inclusive climates for their teams
• 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

Current Workgroup Members:

• Caryn Block, Ph.D.
• Alexandria Frank, Ph.D. Student
• Yanni Gacopoulos, Ph.D. Student
• Katrina Monton, Ph.D. Student
• Yael Silverstein, Ph.D. Student

Workgroup Members Continuing Work on Projects and Papers:

• Angelica Leon, P.h.D Student
• Julian McNeil, Ph.D. Student
• Jean Sohn, Ph.D. Student
• Lea Lynn Yen, Ph.D. Student

Current Research:

• Understanding reactions of Jewish-Americans to antisemitic microaggressions in the workplace
• The influence of leader vulnerability in reducing the experience of stereotype threat for women in STEM fields
• The influence of Masculinity Contest Cultures on individual well-being
• Exploring the outcomes of participating in Employee Resource Groups
• Making meaning of gendered cues in STEM fields in academic settings

Past Research:

• Understanding reactions of Asian Americans to racial microaggressions in the workplace
• Differences in letters of recommendations in STEM fields as a manifestation of gender bias
• Working in stereotype threatening contexts: The case of women STEM faculty at a top tier research university
• Does a pre-existing relationship buffer female managers from the negative consequences of anger expression in the workplace?
• 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:

• Kim, J., Kim, R. & Block, C.J. (2024).  Silence is not always golden: Exploring the impact of leader intervention against racial microaggressions against Asian Americans. American Behavioral Scientist. https://doi.org/10.1177/00027642241237753
• Nguyen, D., Block, C.J., Kim, J. (2024). General and stereotype-based microaggressions experienced by Asians and Asian Americans in the workplace: A qualitative study. American Behavioral Scientist. https://doi.org/10.1177/00027642241232760
• Block, C.J., Gupta, A. & Li, A. (2022).  Can a relationship buffer women leaders against the negative consequences of anger expression? Journal of Vocational Behavior, 133, 103665,  https://doi.org/10.1016/j.jvb.2021.103665
• Kim, J., Brockner J. & Block, C.J. (2022).  Congruence between self-affirmation and self-construal eliminates the MBA gender performance gap.  Organizational Behavior and Human Decision Processes, 169, 104118, https://doi.org/10.1016/j.obhdp.2022.104118
• Kim, J., Block, C.J. & Yu, E. (2021).  Debunking the ‘model minority’ myth: How positive attitudes toward Asians influence perceptions of racial microaggressions.  Journal of Vocational Behavior, 13, 103648, https://doi.org/10.1016/j.jvb.2021.103648 
• Perry, E.L., Block, C.J. & Noumair, D.A. (2021).  Leading in: Inclusive leadership, inclusive climates and sexual harassment.  Equity, Diversity and Inclusion, 40, 430-447
• 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.

Representative Conference Presentations:

• Yu, H., Block, C. J. (2024). An Examination of Prescriptive Stereotypes of East Asians and Whites. Society for Industrial and Organizational Psychology Annual Conference, Chicago, IL.
• Monton, K. & Block, C.J. (2024). The Costs of the Win-at-all-Cost Culture in High Performance Sport.  Academy of Management Conference, Chicago, IL.
• Sohn, J., Block, C.J. & Mendelsohn, D. (2023). Diversity in words, diversity in deeds.  Academy of Management Conference, Boston, MA.
• Yen, L.,  Block, C.J. & Brockner, J. (2023).  Masculine Identity Threat: Effects on Ideological Beliefs and Inclusive Policy Support. Society for Industrial and Organizational Psychology Annual Conference, Boston, MA.
• Monton, K., Yen, L. & Block, C.J. (2023).  No Pain, No Gain?: Masculinity Contest Cultures in Elite Sport Organizations.  Society for Industrial and Organizational Psychology Annual Conference, Boston, MA. 
• 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).

Information for interested applicants:

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