Publications
My peer-reviewed work, most recent first. Filter by stream, or open any title at the publisher.
-
Revisiting the assumption of a self-regulatory loop: A cross-lagged study of the relationship between role ambiguity and feedback seekingFeedbackIn press
-
Moving toward, moving away, or stuck in conceptual limbo? Rethinking approach, avoidance, and inhibition in organizational researchFeedbackIn press
-
The mitigation–signaling model: An integrative conceptual review of allyship behaviors' consequences for marginalized individuals
Journal of Applied Psychology designates fewer than one article a year as a Monograph, reserved for work its senior editorial team judges to make a particularly substantial contribution to the field.
Fairness★ Monograph★ Editor's Choice★ 2026 Saroj Parasuraman Award -
A 25-year review of research on feedback in organizations: From simple rules to complex realitiesFeedback
-
Broadening our sights: Expanding the consequences of allyship for allies
-
Perceived personal and contextual impunity: Conceptualization, antecedents, and implications for workplace misconductFairness
-
Fairness judgments in the context of structural sexism: The role of beliefs in individual and structural causes of successFairness★ 2025 Saroj Parasuraman Award
-
How much inequity do you see? Structural power, perceptions of gender and racial inequity, and support for diversity initiativesFairness
-
In it to win it? Comparative evaluation increases zero-sum beliefs
-
A reinforcement sensitivity theory view of seeking behaviors at work: A meta-analysisFeedback
-
Signaling legitimacy: Why mixed-gender coalitions outperform single-gender coalitions in advocating for gender equityFeedback
-
Team adaptation to discontinuous task change: Equity and equality as facilitators of individual and collective task capabilities redevelopmentFairness
-
The errors of experts: When expertise hinders effective provision and seeking of advice and feedbackFeedback
-
Victorious and hierarchical: Past performance as a determinant of team hierarchical differentiation
-
It's not only what you do, but why you do it: How managerial motives influence employees' fairness judgmentsFairness
-
To be or not to be consistent? The role of friendship and group-targeted perspective in managers' allocation decisionsFairness
-
Seeking and finding justice: Why and when managers' feedback seeking enhances justice enactmentFairness
-
Keeping it between us: Managerial endorsement of public versus private voiceFeedback
-
Distinguishing voice and silence at work: Unique relationships with perceived impact, psychological safety, and burnoutFeedback
-
I do not need feedback! Or do I? Self-efficacy, perspective taking, and feedback seekingFeedback
-
Why managers do not seek voice from employees: The importance of managers' personal control and long-term orientationFeedback
-
Too busy to be fair? The effect of workload and rewards on managers' justice rule adherenceFairness
-
Centralization of member voice in teams: Its effects on expertise utilization and team performanceFeedback
-
It is not my place! Psychological standing and men's voice and participation in gender-parity initiativesFeedback
-
Friend or foe? The impact of relational ties with comparison others on outcome fairness and satisfaction judgmentsFairness
-
Regulating and facilitating: The role of emotional intelligence in maintaining and using positive affect for creativity
Book chapters
-
Providing feedback: Revisiting assumptions and moving toward new insightsFeedback
-
The role of conflict in managing injusticeFairness