More from the Author

• Conference Presentation | Aug 2018

  Moral Prospection: How Simulating a Moral Future Can Facilitate An Immoral Present

  J. Lees

  Citation:

  Lees, J. "Moral Prospection: How Simulating a Moral Future Can Facilitate An Immoral Present." Paper presented at the Academy of Management Annual Meeting, Chicago, IL, August 2018.  View Details

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• Conference Presentation | May 2018

  Group Meta-Perceptions: Inaccuracies and Intergroup Conflict

  J. Lees and Mina Cikara

  Keywords: social psychology; Intergroup Conflict; Experiment;

  Citation:

  Lees, J., and Mina Cikara. "Group Meta-Perceptions: Inaccuracies and Intergroup Conflict." Paper presented at the East Coast Doctoral Conference, New York, NY, May 2018.  View Details

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• Conference Presentation | Aug 2017

  To Highlight or Downplay Differences? A Threat-Matching Model for Crafting Diversity Approaches

  J. Lees and Evan Apfelbaum

  We integrate organizational and psychological scholarship to devise the threat matching model, a contingency theory that illustrates when, how, and which diversity approaches—frameworks leaders provide employees to understand and respond to diversity—promote inclusiveness. Rather than presume the existence of a “best” approach, we theorize that two types of diversity approaches, the value in difference approach (which focuses on the importance of social group differences) and the value in equality approach (which focuses on the importance of equality irrespective of differences), can each be effective, but only when they match the magnitude of threat employees experience and corresponding psychological needs that underlie feelings of inclusion. We propose that the value in equality approach is most effective when threat is high because it satisfies employees’ salient desire to belong and be accepted as an insider, whereas that the value in difference approach is most effective when threat is low because it satisfies employees’ salient desire to be respected for the unique characteristics they contribute. Further, we develop a two-step recursive process for promoting inclusion as threat evolves over time. This model reconciles mixed results in past research, substantively extends existing theory, and informs leaders’ efforts to promote inclusion across contexts.

  Keywords: diversity; gender; race and ethnicity; leadership; inclusion; Diversity; Gender; Race; Ethnicity; Equality and Inequality; Leadership;

  Citation:

  Lees, J., and Evan Apfelbaum. "To Highlight or Downplay Differences? A Threat-Matching Model for Crafting Diversity Approaches." In Making a Case for Diversity: Pros, Cons, and Complexities. Paper presented at the Academy of Management Annual Meeting, Atlanta, GA, August 2017.  View Details

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