Jennifer Griffith

Jennifer Griffith

Associate Professor
Organizational Behavior and Management
Phone: (603) 862-1624
Office: Management, Paul College Rm 255E, Durham, NH 03824
Websites:
Curriculum Vitae

Jennifer Griffith, PhD, is an Associate Professor of Organizational Behavior and Morrison Faculty Fellow of Diversity at the University of New Hampshire's Peter T. Paul College of Business and Economics, director of the Modern Work Lab, Fellow at UNH's Prevention Innovations Research Center, and ForbesWomen contributor. 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 explores how to create more inclusive & innovative workplaces where everyone can cultivate a path to thriving. Most recently, she has focused on organizational policy, assessment, and interventions both pre- and post-hire to reduce the impacts of cognitive bias and foster supportive work environments free of 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 workplace issues related to 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 a subject matter expert and affiliate research partner on workplace equity, people analytics, leadership development, and workplace innovation projects.

Courses Taught

  • ADMN 575: Behavior in Organizations
  • ADMN 847: Human Resource Management
  • ADMN 912: Managing Self & Leading Others
  • MGT 630: Leading in Diverse Orgs
  • MGT 642: Talent Acquisition
  • PAUL 725: Independent Study

Education

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

Research Interests

  • Applied Psychology
  • Discrimination
  • Gender
  • Leadership
  • Occupational Health and Safety
  • Organizational Theory and Behavior
  • Personnel
  • Sexual assault prevention research
  • Sexual Harassment
  • Social identity
  • Social Inclusion
  • Training and Development
  • Women, work and motherhood
  • Workforce Diversity

Selected Publications

  • Friedrich, T., & Griffith, J. (2023). Assessment and selection for creative performance. In R. Reiter-Palmon, & S. Hunter (Eds.), Handbook of organizational creativity (2nd ed.). Elsevier. Retrieved from https://www.elsevier.com/

  • Medeiros, K. E., Griffith, J. A., Shipe, S. D., Crayne, M. P., Campagna, R., & McIntosh, T. (2022). Minding the ($500,000) Gap: Accounting for the Gender-Driven Gap in Executive Severance Agreements. Journal of Business and Psychology, 37(5), 1065-1077. doi:10.1007/s10869-021-09785-w

  • Damadzic, A., Winchester, C., Medeiros, K., & Griffith, J. (2022). [Re]thinking outside the box: A meta-analytic review of constraints and creative performance. In APA. Online.

  • Griffith, J., Malone, M. F. T., & Shea, C. M. (2022). From bystander to ally among faculty colleagues: construction and validation of the bystander intervention behavior scale. Equality, Diversity and Inclusion: An International Journal, 41(2), 273-293. doi:10.1108/edi-02-2021-0050

  • Medeiros, K. E., Crayne, M. P., Griffith, J. A., Hardy, J. H., & Damadzic, A. (2022). Leader sensemaking style in response to crisis: Consequences and insights from the COVID-19 pandemic. Personality and Individual Differences, 187, 111406. doi:10.1016/j.paid.2021.111406

  • 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

  • Friedrich, T. L., Griffith, J. A., & Mumford, M. D. (2016). Collective leadership behaviors: Evaluating the leader, team network, and problem situation characteristics that influence their use. LEADERSHIP QUARTERLY, 27(2), 312-333. doi:10.1016/j.leaqua.2016.02.004

  • 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

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  • Most Cited Publications