Lisa Leslie is an Assistant Professor in the Work and Organizations Department at the Carlson School of Management, University of Minnesota. She earned a PhD and MA in Organizational Psychology from the University of Maryland and an AB in Social Psychology from Princeton University. Her primary areas of expertise include diversity in orgaizations, cross-cultural organizational behavior, and conflict management. Her work has appeared or been accepted for publication in outlets including the Academy of Management Journal, the Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Research in Organizagtional Behavior, the Journal of Personality and Social Psychology, and Science.
Leslie, L. M., Manchester, C. F., Park, T.-Y., & Mehng, S. A. (in press). Flexible work practices: A source of career premiums or penalties? Academy of Management Journal.
Bergsieker, H. B., Leslie, L. M., Constantine, V. S., & Fiske, S. T. (in press). Stereotyping by omission: Eliminate the negative, accentuate the positive. Journal of Personality and Social Psychology.
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.
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.
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