Jennifer Griffith

Associate Professor
Phone: (603) 862-1624
Office: Management, Paul College Rm 255E, Durham, NH 03824

Jennifer Griffith, PhD, is an Associate Professor of Organizational Behavior and the Morrison Fellow of Diversity 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 research focuses on exploring cognitive, social, and environmental mechanisms that contribute to workplace inequity, and subsequently, how to increase equity in the workplace from an intersectional lens. Most recently, she has focused on workplace policy and interventions both pre- and post-hire to address identity-based bias and sexual 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 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.

Jennifer Griffith, PhD, is an Assistant Professor of Organizational Behavior and Management at the University of New Hampshire, director of the Modern Work Lab (www.modernworklab.com), and a Faculty Fellow at UNH's Prevention Innovations Research Center. She earned her doctorate in Industrial-Organizational Psychology with minor in Quantitative Psychology from the University of Oklahoma in 2013.

Currently, she teaches undergraduate and graduate courses in organizational behavior and human resource management in the Peter T. Paul College of Business and Economics at UNH. Her multi-disciplinary, mixed method research focuses on cognition, social dynamics, and complex problem solving, frequently in relation to leadership and most recently through a gender-based lens and in sexual harassment prevention contexts. Her work in these areas has been published in the Leadership Quarterly, Human Resource Management Review, Journal of Occupational and Organizational Psychology, Industrial-Organizational Psychology: Perspectives on Science Practice,, Journal of Computer-Mediated Communication, and Computers in Human Behavior, among others.

Outside of her current academic role, 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 research consultant for two state-level governmental agencies; and as an affiliate research partner on organizational innovation and leadership development projects in the energy and technology sectors.

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
  • Sexual violence bystander prevention and response strategies for university, military and community settings
  • Social identity
  • Social Inclusion
  • Training and Development
  • Wellness
  • Women, work and motherhood
  • Workforce Diversity

Courses Taught

  • 642: Talent Acquisition
  • ADMN 575: Behavior in Organizations
  • ADMN 912: Managing Self & Leading Others
  • MGT 642: Talent Acquisition
  • PAUL 695: Independent Study

Selected Publications

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, 32(5), 101499. doi:10.1016/j.leaqua.2021.101499

Shea, C. M., Malone, M. F. T., Griffith, J. A., Staneva, V., Graham, K. J., & Banyard, V. (2021). Please Feel Free to Intervene: A Longitudinal Analysis of the Consequences of Bystander Behavioral Expectations. JOURNAL OF DIVERSITY IN HIGHER EDUCATION. doi:10.1037/dhe0000348

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/

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

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

Most Cited Publications