Assistant Professor
Center for Human Resources and Labor Studies
3-291 CarlSMgmt
612/624-4171
lmleslie@umn.edu

Lisa Leslie is an Assistant Professor in the Work and Organizations Department at the Carlson School of Management, University of Minnesota. She has a PhD and an MA in Organizational Psychology from the University of Maryland, and an AB in Social Psychology from Princeton University.

Professor Leslie's research focuses on the intersection of social cognition and diversity issues in organizations. More specifically, she is interested in understanding the often erroneous perceptions and attributions individuals form about others and the self, and how to prevent such misattributions from marginalizing members of certain social groups (e.g., women, minorities, parents), creating dysfunctional conflicts among diverse employees, and ultimately impeding the creation of diverse, high-performing organizations. She applies a social cognition perspective to understanding various topics at multiple levels of analysis, including diversity in workgroups and teams, individuals’ experiences with stereotyping and discrimination, and the effectiveness diversity policies and practices. She also conducts research in the related areas of cross-cultural organizational behavior and conflict management.

Her research has appeared in the Academy of Management Journal, the Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Research in Organizational Behavior, the Journal of Organizational Behavior, Industrial and Organizational Psychology, the Journal of Personality and Social Psychology, Industrial and Labor Relations Review, the American Economic Review (papers & proceedings issue), and Science.

JOURNAL ARTICLES

Manchester, C. F., Leslie, L. M., & Kramer, A. (2013). Is the clock still ticking? An evaluation of the consequences of stopping the tenure clock. Industrial and Labor Relations Review, 66, 3-32.

Leslie, L. M., Snyder, M., & Glomb, T. M. (2013). Who gives? Multilevel effects of gender and ethnicity on workplace charitable giving. Journal of Applied Psychology, 98, 49-62.

Leslie, L. M., Manchester, C. F., Park, T.-Y., & Mehng, S. A. (2012). Flexible work practices: A source of career premiums or penalties? Academy of Management Journal, 55, 1407-1428.

Gelfand, M. J., Leslie, L. M., Keller, K., & De Dreu, C. K. W. (2012). Conflict cultures in organizations: How leaders shape conflict cultures and their organizational-level consequences. Journal of Applied Psychology, 97, 1131-1147.

Bergsieker, H. B., Leslie, L. M., Constantine, V. S., & Fiske, S. T. (2012). Stereotyping by omission: Eliminate the negative, accentuate the positive. Journal of Personality and Social Psychology, 102, 1214-1238.

Leslie, L. M., & Manchester, C. F. (2011). Work-family conflict is a social issue, not a women's issue. Industrial and Organizational Psychology, 4, 414-417

Gelfand, M. J. Raver, J. L., Nishii, L. H., Leslie, L. M., Lun, J., & colleagues. (2011). Differences between tight and loose cultures: A 33-nation study. Science, 332, 1100-1104

Shteynberg, G., Leslie, L. M., Knight, A. P., & Mayer, D. M. (2011). But Affirmative Action hurts us! Race-related beliefs shape perceptions of White disadvantage and policy unfairness. Organizational Behavior and Human Decision Processes, 115, 1-12. *Lead article

Manchester, C. F., Leslie, L. M., & Kramer, A. (2010). Stop the clock policies and career success in academia. American Economic Review, 100, 219-223. Papers & proceedings issue

Leslie, L. M., & Gelfand, M. J. (2008). The Who and When of Internal Gender Discrimination Claims: An Interactional Model. Organizational Behavior and Human Decision Processes, 107, 123-140

Leslie, L. M., King, E. B., Bradley, J. C., & Hebl, M. R. (2008). Triangulation across methodologies: All signs point to persistent stereotyping and discrimination in organizations. Industrial and Organizational Psychology, 1, 399-404

Gelfand, M. J., Leslie, L. M., & Keller, K. (2008). On the etiology of organizational conflict cultures. Research in Organizational Behavior, 28, 137-166

Gelfand, M. J., Leslie, L. M., & Fehr, R. (2008). To prosper, organizational psychology should adopt a global perspective. Journal of Organizational Behavior, 29, 493-517

Harrison, D. A., Kravitz, D. A., Mayer, D. M., Leslie, L. M., & Lev-Arey, D. (2006). Understanding attitudes toward affirmative action programs in employment: Summary and meta-analysis of 35 years of research. Journal of Applied Psychology, 91, 1013-1036

CHAPTERS AND PROCEEDINGS

Leslie, L. M., & Gelfand, M. J. (2011). The cultural psychology of social influence: Implications for organizational politics. In. G. R. Ferris & D. C. Treadway (Eds.), Politics in organizations: Theory and research considerations. SIOP Frontier Series

Gelfand, M. J., Leslie, L. M., Keller, K., & De Dreu, C. K. W. (2010). Cultures of conflict: How leaders and members shape conflict cultures in organizations. Academy of Management Proceedings

Mayer, D. M., Leslie, L. M., Keller, K. M., & Hanges, P. J. (2008). When does my relationship with my manager matter most? The moderating role of coworkers' LMX. Academy of Management Proceedings

Gelfand, M. J., Leslie, L. M., & Shteynberg, G. (2007). Cross-cultural research methods and theory. In S. Rogelberg (Ed.), The encyclopedia of industrial and organizational psychology (Vol. 1, pp. 136-142). Massachusetts: Sage References

Fall 2012

HRIR 5022 Managing Diversity Sec. 001
HRIR 8023 International Human Resource Management Sec. 001

Spring 2013

HRIR 8023 International Human Resource Management Sec. 001
HRIR 8820 Seminar: Special Topics in HRIR Research Sec. 002

Theme Track Committee, 2012 Society for Industrial and Organizational Psychology annual conference

Editorial Board Member, Academy of Management Journal, 2011-present

Scientific Affairs Committee, Society for Industrial and Organizational Psychology, 2011-present

Best paper proceedings, Annual Meeting of the Academy of Management, 2008 & 2010

Best Paper Award--New Directions in the Study of Conflict, Academy of Management Annual Conference, Conflict Management Division, 2010

Outstanding Reviewer Award, Organizational Behavior Division, Academy of Management annual conference, 2006 & 2010

Program Co-Chair, 2010 Biennial Conference of the Society for the Psychological Study of Social Issues (SPSSI, Division 9 of the American Psychological Association)

Grant-in-Aid of Research, Artistry and Scholarship, University of Minnesota, "Women's use of flexible work policies: Career enabler or path to derailment?" with C. F. Manchester, 2008

Jack Bartlett Award for Excellence in Research Design, University of Maryland, 2008

Best theoretical conference paper award, International Association of Conflict Management, "Toward a theory of conflict cultures in organizations," with Gelfand, M. J. and Keller, K., 2007

Lee Hakel Graduate Student Scholarship for achievement in a graduate career, Society for Industrial and Organizational Psychology, 2007

Grant-in-Aid, Society for the Psychological Study of Social Issues, "Putting differences in context: The role of status and cooperation in team ethnic diversity research," 2006

Grant-in-Aid, Society for the Psychological Study of Social Issues, "A meta-analysis of the effects of affirmative action programs (AAPs) on self- and other-stigmatization," with Mayer , D. M. and Kravitz, D. A., 2005

Editorial Board Member, Journal of Business and Psychology, 2012-present

Designated Society for Industrial and Organizational Psychology Scholar, 2012