Research Areas research areas


  • Jennifer Griffith, PhD, is an Associate Professor of Organizational Behavior and the Morrison Fellow of Diversity at the University of New Hampshire's Peter T. Paul College of Business and Economics where she teaches undergraduate- and MBA-level courses in organizational behavior and human resource management. She earned her PhD in Industrial-Organizational Psychology with a minor in Quantitative Psychology from the University of Oklahoma, where, through a research assistantship at OU's Center for Applied Social Research, she developed a multi-faceted research portfolio.

    Her research focuses on exploring cognitive, social, and environmental mechanisms that contribute to workplace inequity, and subsequently, how to increase equity in the workplace from an intersectional lens. Most recently, she has focused on workplace policy and interventions both pre- and post-hire to address identity-based bias and sexual harassment.

    Her research lab, Modern Work Lab, recruits and mentors undergraduate students at UNH who are interested in translating this research stream into workplace solutions, including recommendations for selection and assessment systems, leadership development, and workplace training programs. As an extension of this research, she serves as a Faculty Fellow at UNH's Prevention Innovations Research Center where she is a research partner & consultant on issues related to social cognition & workplace factors (e.g., culture) relevant for the prediction and prevention of sexual harassment & assault in the workplace. Her research has been published in the Journal of Organizational Behavior, Leadership Quarterly, Journal of Occupational and Organizational Psychology, Human Resource Management Review, Journal of Computer-Mediated Communication, and Computers in Human Behavior, among others.

    Outside of her academic roles, she has served in numerous positions guiding, conducting, and implementing research-driven interventions, including as a project manager on grants and contracts funded through the National Science Foundation and a US defense contractor; as a senior research consultant for two state-level government agencies; and as an affiliate research partner on organizational and leadership development projects in the energy and technology sectors.
  • Selected Publications

    Academic Article

    Year Title
    2022 Minding the ($500,000) Gap: Accounting for the Gender-Driven Gap in Executive Severance AgreementsJournal of Business and Psychology.  37:1065-1077. 2022
    2022 From bystander to ally among faculty colleagues: construction and validation of the bystander intervention behavior scaleEquality, Diversity and Inclusion: An International Journal.  41:273-293. 2022
    2022 Leader sensemaking style in response to crisis: Consequences and insights from the COVID-19 pandemicPersonality and Individual Differences.  187:111406-111406. 2022
    2021 Shared leadership performance relationship trajectories as a function of team interventions and members' collective personalitiesThe Leadership Quarterly.  32:101499-101499. 2021
    2021 Please Feel Free to Intervene: A Longitudinal Analysis of the Consequences of Bystander Behavioral ExpectationsJournal of Diversity in Higher Education.  16:486-496. 2021
    2020 Expanding the footprint of sexual harassment prevention training: A power, credit, and leadership perspective.Industrial and Organizational Psychology.  13:137-141. 2020
    2019 Creating comprehensive leadership pipelines: Applying the real options approach to organizational leadership developmentHuman Resource Management Review.  29:305-315. 2019
    2019 Selecting for retention: Understanding turnover prehireIndustrial and Organizational Psychology.  12:338-341. 2019
    2019 #Ustoo: How I-O psychologists can extend the conversation on sexual harassment and sexual assault through workplace trainingIndustrial and Organizational Psychology: perspectives on science and practice.  12:1-19. 2019
    2019 Double-Edged Scalpels: The Trials and Triumphs of Women Surgeons.Narrative inquiry in bioethics.  9:221-227. 2019
    2018 Let's Look at This Another Way: How Supervisors Can Help Subordinates Manage the Threat of Relationship ConflictJournal of Leadership and Organizational Studies.  25:368-380. 2018
    2018 Are You Thinking What I'm Thinking?: The Influence of Leader Style, Distance, and Leader-Follower Mental Model Congruence on Creative PerformanceJournal of Leadership and Organizational Studies.  25:153-170. 2018
    2017 Reactions to ideological websites: The impact of emotional appeals, credibility, and pre-existing attitudesComputers in Human Behavior.  72:496-511. 2017
    2017 What works for you may not work for (Gen)Me: Limitations of present leadership theories for the new generationThe Leadership Quarterly.  28:245-260. 2017
    2016 Making "sense" of ethical decision makingThe Leadership Quarterly.  27:838-855. 2016
    2016 Collective leadership behaviors: Evaluating the leader, team network, and problem situation characteristics that influence their useThe Leadership Quarterly.  27:312-333. 2016
    2016 A new model of impression management: Emotions in the "black box' of organizational persuasionJournal of Occupational and Organizational Psychology.  89:111-140. 2016
    2016 Social Categorization, Moral Disengagement, and Credibility of Ideological Group WebsitesJournal of Media Psychology.  28:16-31. 2016
    2015 Development and validation of a measure for emotion regulation at work: Introducing the Workplace Emotion Regulation Preference Inventory (WERPI)Personality and Individual Differences.  85:245-250. 2015
    2015 Ideological group persuasion: A within-person study of how violence, interactivity, and credibility features influence online persuasionComputers in Human Behavior.  51:448-460. 2015
    2015 How outstanding leaders lead with affect: An examination of charismatic, ideological, and pragmatic leadersThe Leadership Quarterly.  26:502-517. 2015
    2015 Leader-Follower Interpersonal Emotion Management: Managing Stress by Person-Focused and Emotion-Focused Emotion ManagementJournal of Leadership and Organizational Studies.  22:5-20. 2015
    2014 Fear Appeals, Message Processing Cues, and Credibility in the Websites of Violent, Ideological, and Nonideological GroupsJournal of Computer-Mediated Communication.  19:871-889. 2014
    2014 Political tactics as affective events: Implications for individual perception and attitudeEuropean Journal of Work and Organizational Psychology.  23:419-434. 2014
    2014 Discrediting in a Message Board Forum: The Effects of Social Support and Attacks on Expertise and TrustworthinessJournal of Computer-Mediated Communication.  19:325-341. 2014
    2014 Emotion regulation and intragroup conflict: when more distracted minds prevailInternational Journal of Conflict Management.  25:148-170. 2014
    2014 Predicting Scientific Creativity: The Role of Adversity, Collaborations, and Work StrategiesCreativity Research Journal.  26:39-52. 2014
    2013 Online Ideology: A Comparison of Website Communication and Media UseJournal of Computer-Mediated Communication.  18:137-153. 2013
    2012 Leadership and emotion management for complex tasks: Different emotions, different strategiesThe Leadership Quarterly.  23:517-533. 2012
    2011 Leader Deception Influences on Leader–Member Exchange and Subordinate Organizational CommitmentJournal of Leadership and Organizational Studies.  18:508-521. 2011
    2011 The Influence of Anger on Ethical Decision Making: Comparison of a Primary and Secondary AppraisalEthics and Behavior.  21:380-403. 2011
    2010 Leadership, affect and emotions A state of the science reviewThe Leadership Quarterly.  21:979-1004. 2010
    From Bystander to Ally: Construction and Validation of the Bystander Intervention Behavior ScaleEquality, Diversity and Inclusion
    Human performance as an asset value creator: An automated service impact model
    I Know What You Really Mean: Exploring the Implications of Negative Perceptions of Positive FeedbackJournal of Applied Psychology
    Intra-Identity Incongruence: Making Sense of Female Leader Identity AdoptionJournal of Management
    Moral Injury at Work: How Threats to Values Increase Psychosocial HarmJournal of Management
    Seeing red (or blue): How political identity influences interpersonal judgments at workGroup Processes and Intergroup Relations
    When the gig isn’t up: The influence of employment arrangement on employees’ effort choices and performanceJournal of Trust Research
    [Re]thinking outside the box: A meta-analysis of constraints and creative performanceJournal of Organizational Behavior


    Year Title
    2021 What’s in a frame?: The effect of ethical case framing and outcomes on perceptions and behavior 2021
    2020 Banking on leniency: How idiosyncrasy credits impact responses to sexual harassment 2020
    2020 Beyond hashtags: Advancing the research & prevention of workplace sexual harassment 2020
    2019 More than Words: The Impact of Framing (Un)ethical Leadership on Follower Attitudes & Behavior 2019
    2017 To ask or not to ask: Factors impacting employee raise-seeking behaviorAcademy of Management Proceedings.  2017:16892-16892. 2017
    2017 Training that transfers: Exploring sexual assault prevention that works. 2017
    2017 Automating Motivation: A workplace analysis of service technicians and the motivational impact of automated assistance. 2017
    2017 Begin with the end in mind: Rethinking outstanding leadership outcomes 2017
    2016 What works for you might not work for (Gen)Me: Generational implications of leadership theories 2016
    2016 Insourced leadership: Applying the real options approach to leadership development. 2016
    2015 Ethical decision making by business leaders: The impact of cognitive biases and strategies. 2015
    2015 Let’s Look at This Another Way: Relationship Conflict and Interpersonal Emotion Management 2015
    2015 Emotional appeals, credibility cues, and viewers’ attitudes on ideological persuasion 2015
    2014 A new model of impression management: Emotions in the “black box” of organizational persuasion. 2014
    2014 Network characteristics and leader use of collective influence tactics. 2014
    2014 “What would you say you do here?” The real world effects of lurkers on violent Internet message board forums. 2014
    Beyond the ballot box: How political identity influences interpersonal judgments at workhttps://journals.aom.org/doi/abs/10.5465/AMBPP.2018.14563abstract
    Hit me with your best plot: Presenting science with impact.
    How outstanding leaders lead with affect: Examining charismatic, ideological, and pragmatic leaders.
    Shared leadership performance relationships Trajectories as impacted by team interventions and members’ collective personalities.
    The academic job market.


    Year Title
    2023 Assessment and selection for creative performance 2023
    2020 Gender (under)representation in the CIP Model: Reconsidering outstanding leadership through a gender lens 2020
    2017 Automating motivation: A workplace analysis of service technicians and the motivational impact of automated assistance..  101-108. 2017
    2016 Examining online communication: A method for the quantitative analysis of qualitative data..  213-235. 2016
    2015 Utilizing Emotions for Ethical Decision Making in Leadership.  158-175. 2015
    Bystander Intervention: Reframing the Role of “Those in the Know”

    Conference Paper

    Year Title
    2022 [Re]thinking outside the box: A meta-analytic review of constraints and creative performance 2022
    2019 The interactive effects of gender and managerial discretion on follower perceptions of and responses to leader denials. 2019
    A hundred million reasons to walk away: Beyond dichotomous taxonomies of turnover.
    Bystander intervention in bias incidents in the academic workplace: Interrupting incivility
    Collective social identity and shared leadership: Effects of gender diversity, salience, & beliefs.
    Critical conditions: Reactions to the gender and sexual harassment of female surgeonshttps://journals.aom.org/doi/abs/10.5465/AMBPP.2020.13573symposium.
    Driving Action Through Inclusion Analytics
    Driving Positive Shared Leadership Performance Trajectories through Team Interventions and Composition
    Interpersonal identity incongruence: Unpacking the black box of women’s leadership development.
    Leader sensemaking in response to crisis: Consequences and insights from COVID-19
    Leveling the playing field: A collection of inclusive approaches to assessment
    Pre-hire assessment differences in veteran and non-veteran job applicants.
    Rebooting sexual harassment prevention efforts: Recommendations from 2016 E.E.O.C. Task Force
    SIOP Select: Show Us How It’s Done! Real-World Scientist-Practitioner Collaborations.
    Third-party agents as a tool for disrupting mechanisms of gender bias.
    What are ‘Safe Spaces’?: Workplace Design and Perceptions of Safety.
    What's new with the CIP Model of Leadership? Novel advancements and applications.
    When the gig isn’t up: The influence of employment arrangement and psychological contract type of effort and performance.
    Who run the world? : Gender (under)representation in the CIP Model.

    Teaching Activities

  • Human Resource Management Taught course 2023
  • Leading in Diverse Orgs Taught course 2023
  • Talent Acquisition Taught course 2023
  • Leading in Diverse Orgs Taught course 2022
  • Talent Acquisition Taught course 2022
  • Behavior in Organizations Taught course 2021
  • Talent Acquisition Taught course 2021
  • Behavior in Organizations Taught course 2020
  • Behavior in Organizations Taught course 2020
  • Behavior in Organizations Taught course 2019
  • Behavior in Organizations Taught course 2019
  • Managing Self & Leading Others Taught course 2019
  • Managing Self & Leading Others Taught course 2019
  • Managing Self & Leading Others Taught course 2019
  • Behavior in Organizations Taught course 2018
  • Behavior in Organizations Taught course 2018
  • Independent Study Taught course 2018
  • Managing Self & Leading Others Taught course 2018
  • Behavior in Organizations Taught course 2018
  • Independent Study Taught course 2018
  • Behavior in Organizations Taught course 2017
  • Behavior in Organizations Taught course 2017
  • Behavior in Organizations Taught course 2017
  • Behavior in Organizations Taught course 2017
  • Behavior in Organizations Taught course 2016
  • Behavior in Organizations Taught course 2016
  • Education And Training

  • B.A. Psychology, University of Oklahoma
  • M.S., University of Oklahoma
  • Ph.D. Psychology, University of Oklahoma
  • Full Name

  • Jennifer Griffith