Jennifer Griffith, PhD, is an Assistant Professor of Organizational Behavior 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 interdisciplinary approach to research focuses on the role of social cognition (e.g., attributions, perceptions, and identity) in dynamic and complex problem solving in the workplace, frequently in leadership or team contexts. 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 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.
Ph.D., Psychology, University of Oklahoma
M.S., University of Oklahoma
B.A., Psychology, University of Oklahoma
Organizational Theory and Behavior
ADMN 575: Behavior in Organizations
ADMN 912: Managing Self & Leading Others
MGT 642: Talent Acquisition
PAUL 695: Independent Study
D'Innocenzo, L., Kukenberger, M., Farro, A. C., & Griffith, J. A. (2021). Shared leadership performance relationship trajectories as a function of team interventions and members' collective personalities. The Leadership Quarterly, 101499. doi:10.1016/j.leaqua.2021.101499
Griffith, J., & Medeiros, K. (2020). Expanding the footprint of sexual harassment prevention training: A power, credit, and leadership perspective.. Industrial and Organizational Psychology: perspectives on science and practice, 13, 137-141.
Griffith, J., & Medeiros, K. (2020). Gender (under)representation in the CIP Model: Reconsidering outstanding leadership through a gender lens. In S. Hunter, & J. Lovelace (Eds.), https://www.routledge.com/Extending-the-Charismatic-Ideological-and-Pragmatic-Approach-to-Leadership/Hunter-Lovelace/p/book/9781138497764. Routledge. Retrieved from https://www.routledge.com/
Gibson, C., Koenig, N., Griffith, J., & Hardy, J. H. (2019). Selecting for retention: Understanding turnover prehire. Industrial and Organizational Psychology, 12(3), 338-341. doi:10.1017/iop.2019.62
Griffith, J. A., Baur, J. E., & Buckley, M. R. (2019). Creating comprehensive leadership pipelines: Applying the real options approach to organizational leadership development. HUMAN RESOURCE MANAGEMENT REVIEW, 29(3), 305-315. doi:10.1016/j.hrmr.2018.07.001
Medeiros, K., & Griffith, J. (2019). #Ustoo: How I-O psychologists can extend the conversation on sexual harassment and sexual assault through workplace training. Industrial and Organizational Psychology, 12(1), 1-19. doi:10.1017/iop.2018.155
Anderson, H. J., Baur, J. E., Griffith, J. A., & Buckley, M. R. (2017). What works for you may not work for (Gen)Me: Limitations of present leadership theories for the new generation. LEADERSHIP QUARTERLY, 28(1), 245-260. doi:10.1016/j.leaqua.2016.08.001
Thiel, C. E., Connelly, S., & Griffith, J. A. (2012). Leadership and emotion management for complex tasks: Different emotions, different strategies. LEADERSHIP QUARTERLY, 23(3), 517-533. doi:10.1016/j.leaqua.2011.12.005
Thiel, C. E., Connelly, S., & Griffith, J. A. (2011). The Influence of Anger on Ethical Decision Making: Comparison of a Primary and Secondary Appraisal. ETHICS & BEHAVIOR, 21(5), 380-403. doi:10.1080/10508422.2011.604295
Gooty, J., Connelly, S., Griffith, J., & Gupta, A. (2010). Leadership, affect and emotions A state of the science review. LEADERSHIP QUARTERLY, 21(6), 979-1004. doi:10.1016/j.leaqua.2010.10.005