Kristen P Jones

Biographic Data

ID4084230
NAMEKristen P Jones
GIVEN NAMESKristen P
FAMILY NAMEJones
SIGNATUREJONES K P
AFFILIATIONSUniversity of Memphis
ORCID0000-0002-4285-929X
VERIFIEDYes
TOTAL WORKS9
TOTAL CITATIONS16
AUTHOR COUNT9
EDITOR COUNT0
FIRST PUBLICATION YEAR2014
LATEST PUBLICATION YEAR2026
H-INDEX2

  • Emotional Ambivalence Contextualized

    Open AccessDavid F Arena, Jinfeng Phoenix Chen et al.ARTICLEJournal of Organizational Behavior2026

    Research has increasingly highlighted the prevalence of emotionally ambivalent experiences for employees at work, with several self‐regulatory benefits emerging. Yet we do not have a full understanding of which work‐related contexts yield generative or maladaptive consequences of emotional ambivalence. Drawing on theories of emotional ambivalence and self‐regulation at work, we explore the nature, antecedents, and consequences of profiles of dail…

  • Signaling as an Antecedent to Identity Management Behaviors in LGB Employees

    Open AccessDavid F Arena, Kristen P Jones et al.ARTICLEJournal of Organizational Behavior2026References: 56

    Research on the workplace experiences of lesbian, gay, and bisexual (LGB) employees has been on the rise steadily in management outlets. One area that has received particular attention is scholarship aimed at understanding how LGB employees manage their sexual orientation identities while at work. We contribute to foundational work in this space by providing insight into the role of signaling one's sexual orientation as the starting point of an i…

  • Trajectories of depletion following witnessing incivility toward women

    Open AccessDavid F Arena, Kristen P Jones et al.ARTICLEEqual Opportunities International2024References: 52

    Purpose The authors aim to broaden the understanding of incivility through the lens of bystanders who witness incivility toward women. Integrating attributional ambiguity and emotional contagion theories with the literature on workplace mistreatment, the authors propose that witnessing incivility toward women may negatively impact bystanders. Design/methodology/approach The authors collected multi-wave data from 324 employees to assess the conseq…

  • How promotion loss shapes expectations of discrimination

    Open AccessDevalina Nag, David F Arena et al.ARTICLEGender in Management An…2022References: 6

    Purpose The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague. Design/methodology/approach A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male,…

  • Across the pregnancy lifespan

    Open AccessIsaac Sabat, Whitney Botsford Morgan et al.ARTICLEGender in Management An…2021Cited by: 1References: 13

    Purpose The authors aims to use stigma theory to predict and test a model wherein a person’s stage of pregnancy influences their workplace outcomes associated with pregnancy concealment behaviors. Design/methodology/approach The authors tested the model using two separate survey studies, examining these relationships from the perspectives of both the pregnant employees and their supervisors. Findings The authors find support for the model across …

  • The Lives of Older Lesbians

    Kristen P Jones, Kristen JonesARTICLEJournal of Women & Aging2017

    "The Lives of Older Lesbians: Sexuality, Identity and the Life Course." Journal of Women & Aging, 29(6), pp. 562–563

  • Isms and schisms

    Open AccessKristen P Jones, Isaac Sabat et al.ARTICLEJournal of Organizational Behavior2017Cited by: 12References: 19

    Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta‐analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity‐supportive policies). Across outcomes, racism was…

  • Managing Concealable Stigmas at Work

    Open AccessKristen P Jones, Edward B King et al.ARTICLEJournal of Management2014

    Many employees possess inconspicuous identities that are stigmatized. At work, a context wherein impression management concerns are salient, these individuals face decisions about when, how, and to whom to disclose their concealable stigmas with important consequences for the way individuals experience work. In the following review, we integrate findings from psychological, sociological, and management literatures pertaining to the management of …

  • Negative consequence of benevolent sexism on efficacy and performance

    Open AccessKristen P Jones, Kathy L Stewart et al.ARTICLEGender in Management An…2014Cited by: 3References: 11

    Purpose – Previous research demonstrates the damaging effects of hostile sexism enacted towards women in the workplace. However, there is less research on the consequences of benevolent sexism: a subjectively positive form of discrimination. The paper aims to discuss these issues. Design/methodology/approach – Drawing from ambivalent sexism theory, the authors first utilized an experimental methodology in which benevolent and hostile sexism were …