Lisa M Leslie
Biographic Data
| ID | 1184748 |
|---|---|
| NAME | Lisa M Leslie |
| GIVEN NAMES | Lisa M |
| FAMILY NAME | Leslie |
| SIGNATURE | LESLIE L M |
| AFFILIATIONS | University of Minnesota |
| ORCID | 0000-0002-0155-8466 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 52 |
| WORKS AS AUTHOR | 11 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
How Norms Depend on the Presence and Status of Observers
Norms are fundamental to social life, but basic questions about how they are affected by social context remain. Specifically, how do normative constraints depend on the presence and status of observers, and how do such relational contingencies vary across cultures? Using data from more than 25,000 individuals across 90 societies, we test several hypotheses linking normative constraints on everyday behaviors (like arguing, laughing, cursing, kissi…
On melting pots and salad bowls
Does diversity management matter in a traditionally homogeneous culture
Purpose The purpose of this paper is to investigate diversity management in an under-researched country by merging theoretical insights developed in the Western literature with cultural aspects of a traditionally homogeneous country, South Korea. Design/methodology/approach This study integrates theory and research on why diversity can have either a positive (i.e. the information/decision-making paradigm) or a negative (i.e. the social categoriza…
Gender and the Work–Family Domain
This chapter advances a social role perspective on gender and the work–family domain—defined to include work and family time investments and attitudes and the work–family intersection (e.g., work–family conflict). A traditional view of social roles suggests that (1) gender has a main effect on the work–family domain, such that men (women) tend to have more work-oriented (family-oriented) and less family-oriented (work-oriented) experiences than w…
Talking Up and Talking Down
Consistent with Lewin's legacy and SPSSI's traditions, out work has focused on inequality and power dynamics between people. Drawing on interpersonal positivity biases, stereotype content emphasizing perceived warmth and competence, and on the compensation effect (trading off warmth and competence), we study how people communicate, understand, and present themselves and others, especially across status divides. First, polite communicators omit ne…
Is the Clock Still Ticking? An Evaluation of the Consequences of Stopping the Tenure Clock
Using a longitudinal administrative data set from a large research university, the authors empirically evaluate the consequences of using stop the clock (STC) policies for the career success of tenure track faculty. STC policies were introduced approximately 40 years ago, yet surprisingly little has been written about how they affect career outcomes. The prevalence of the ideal worker norm in academia raises the possibility of negative consequenc…
Flexible Work Practices
The present research builds theory regarding how use of flexible work practices (FWPs) affects employees' career success. We integrate theory on signaling and attributions and propose that managers interpret employees' use of FWPs as a signal of high or low organizational commitment, depending on whether managers make productivity or personal life attributions, respectively, for employees' FWP use. Managers' perceptions of employees' commitment, …
Stereotyping by omission
Communicators, motivated by strategic self-presentation, selectively underreport negative content in describing their impressions of individuals and stereotypes of groups, particularly for targets whom they view ambivalently with respect to warmth and competence. Communicators avoid overtly inaccurate descriptions, preferring to omit negative information and emphasize positive information about mixed individual targets (Study 1). With more public…
Differences Between Tight and Loose Cultures
The differences across cultures in the enforcement of conformity may reflect their specific histories.
To prosper, organizational psychology should… adopt a global perspective
We argue that for the field of organizational psychology to prosper, it must adopt a global perspective. In this article, we discuss three specific ideals for a more global organizational psychology, our progress toward these ideals (or lack thereof), and potential solutions to move toward a truly global science. First, we argue that a truly global organizational psychology must incorporate global voices. Yet cross‐cultural research in organizati…
Understanding attitudes toward affirmative action programs in employment
Stereotyping by omission
Communicators, motivated by strategic self-presentation, selectively underreport negative content in describing their impressions of individuals and stereotypes of groups, particularly for targets whom they view ambivalently with respect to warmth and competence. Communicators avoid overtly inaccurate descriptions, preferring to omit negative information and emphasize positive information about mixed individual targets (Study 1). With more public…
Is the Clock Still Ticking? An Evaluation of the Consequences of Stopping the Tenure Clock
Using a longitudinal administrative data set from a large research university, the authors empirically evaluate the consequences of using stop the clock (STC) policies for the career success of tenure track faculty. STC policies were introduced approximately 40 years ago, yet surprisingly little has been written about how they affect career outcomes. The prevalence of the ideal worker norm in academia raises the possibility of negative consequenc…
Talking Up and Talking Down
Consistent with Lewin's legacy and SPSSI's traditions, out work has focused on inequality and power dynamics between people. Drawing on interpersonal positivity biases, stereotype content emphasizing perceived warmth and competence, and on the compensation effect (trading off warmth and competence), we study how people communicate, understand, and present themselves and others, especially across status divides. First, polite communicators omit ne…
Does diversity management matter in a traditionally homogeneous culture
Purpose The purpose of this paper is to investigate diversity management in an under-researched country by merging theoretical insights developed in the Western literature with cultural aspects of a traditionally homogeneous country, South Korea. Design/methodology/approach This study integrates theory and research on why diversity can have either a positive (i.e. the information/decision-making paradigm) or a negative (i.e. the social categoriza…
Understanding attitudes toward affirmative action programs in employment
To prosper, organizational psychology should… adopt a global perspective
We argue that for the field of organizational psychology to prosper, it must adopt a global perspective. In this article, we discuss three specific ideals for a more global organizational psychology, our progress toward these ideals (or lack thereof), and potential solutions to move toward a truly global science. First, we argue that a truly global organizational psychology must incorporate global voices. Yet cross‐cultural research in organizati…
Differences Between Tight and Loose Cultures
The differences across cultures in the enforcement of conformity may reflect their specific histories.
Flexible Work Practices
The present research builds theory regarding how use of flexible work practices (FWPs) affects employees' career success. We integrate theory on signaling and attributions and propose that managers interpret employees' use of FWPs as a signal of high or low organizational commitment, depending on whether managers make productivity or personal life attributions, respectively, for employees' FWP use. Managers' perceptions of employees' commitment, …
Stereotyping by omission
Communicators, motivated by strategic self-presentation, selectively underreport negative content in describing their impressions of individuals and stereotypes of groups, particularly for targets whom they view ambivalently with respect to warmth and competence. Communicators avoid overtly inaccurate descriptions, preferring to omit negative information and emphasize positive information about mixed individual targets (Study 1). With more public…
Is the Clock Still Ticking? An Evaluation of the Consequences of Stopping the Tenure Clock
Using a longitudinal administrative data set from a large research university, the authors empirically evaluate the consequences of using stop the clock (STC) policies for the career success of tenure track faculty. STC policies were introduced approximately 40 years ago, yet surprisingly little has been written about how they affect career outcomes. The prevalence of the ideal worker norm in academia raises the possibility of negative consequenc…
Gender and the Work–Family Domain
This chapter advances a social role perspective on gender and the work–family domain—defined to include work and family time investments and attitudes and the work–family intersection (e.g., work–family conflict). A traditional view of social roles suggests that (1) gender has a main effect on the work–family domain, such that men (women) tend to have more work-oriented (family-oriented) and less family-oriented (work-oriented) experiences than w…
Talking Up and Talking Down
Consistent with Lewin's legacy and SPSSI's traditions, out work has focused on inequality and power dynamics between people. Drawing on interpersonal positivity biases, stereotype content emphasizing perceived warmth and competence, and on the compensation effect (trading off warmth and competence), we study how people communicate, understand, and present themselves and others, especially across status divides. First, polite communicators omit ne…
Does diversity management matter in a traditionally homogeneous culture
Purpose The purpose of this paper is to investigate diversity management in an under-researched country by merging theoretical insights developed in the Western literature with cultural aspects of a traditionally homogeneous country, South Korea. Design/methodology/approach This study integrates theory and research on why diversity can have either a positive (i.e. the information/decision-making paradigm) or a negative (i.e. the social categoriza…
On melting pots and salad bowls
How Norms Depend on the Presence and Status of Observers
Norms are fundamental to social life, but basic questions about how they are affected by social context remain. Specifically, how do normative constraints depend on the presence and status of observers, and how do such relational contingencies vary across cultures? Using data from more than 25,000 individuals across 90 societies, we test several hypotheses linking normative constraints on everyday behaviors (like arguing, laughing, cursing, kissi…
Psychology (8 works) · Social Psychology (7 works) · Cultural Differences and Values (5 works) · Political science (4 works) · Work-Family Balance Challenges (4 works) · Computer Science (3 works) · Economics (3 works) · Social and Intergroup Psychology (3 works) · Competence (human resources (2 works) · Epistemology (2 works)