Institute for Inclusiveness and Diversity in Organizations

• Randel, A.E., Galvin, B.M., & Gibson, C.B., & Batts, S.I. (2020).  Increasing career advancement opportunities through sponsorship: An identity-based model with illustrative application to cross-race mentorship of African Americans.  Group & Organization Management.
• Shore, L., & Chung, B. (In press). Enhancing leader inclusion while preventing social exclusion in the work group. Human Resource Management Review.
• Randel, A.E., Jaussi, K.S., & Wu, A. (2019). Observed issue selling: The effects of role models, willingness to issue sell, and inclusion in decision making. The Journal of Applied Behavioral Science.
• Alexandra, V., Ehrhart, K.H., & Randel, A.E. (2021). Cultural intelligence, perceived inclusion, and cultural diversity in workgroups. Personality and Individual Differences.
• Shore, L., & Chung, B. (2021). Inclusive leadership: How leaders sustain or discourage work group inclusion. Group and Organization Management.
• Amy E. Randela, Benjamin M. Galvinb, Lynn M. Shorec, Karen Holcombe Ehrharta, Beth G. Chunga, Michelle A. Deana, Uma Kedharnathd (2017). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28, 190-203.
• Beth G. Chung, Karen H. Ehrhart, Lynn M. Shore, Amy E. Randel, Michelle A. Dean, and Uma Kedharnath (2019). Work Group Inclusion: Test of a Scale and Model. Group and Organization Management, 1-28.
• Randel, A. E., Dean, M. A., Ehrhart, K. H., Chung, B. C., & Shore, L. M. (2016), "Leader inclusiveness, psychological diversity climate, and helping behaviors", Journal of Managerial Psychology, Vol. 31 Iss. 1 pp. 216 - 234.
• Ehrhart, K. H., Chung, B. C., Randel, A. E., Dean, M. A., & Shore, L. M. (2014, May). Inclusion and health moderated by demographic status as numerical minority/majority. In B. Chung (Chair), Moving from diversity to inclusion: New directions in inclusion research. Symposium presented at the 29^th annual conference of the Society for Industrial and Organizational Psychology, Honolulu, HI.
• Shore, L.M., Randel, A.E., Chung, B.G., Dean, M.A., Ehrhart, K.H., Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262-1289.
• Shore, L.M., Chung, B., Dean, M. Ehrhart, K., Jung, D., Randel, A., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19, 117-133.
• Shore, L. M. &Thornton, G. C. III. (1986). Effects of gender on self- and supervisory ratings. Academy of Management Journal, 29, 115-129.
• Shore, L. M., & Bleicken, L. M. (1991). Effects of supervisor age and subordinate age on rating congruence. Human Relations, 44, 1093-1105.
• Cleveland, J. N. & Shore, L. M. (1992). Self- and supervisory perspectives on age and work attitudes and performance. Journal of Applied Psychology, 77, 469-484.
• Taylor, M. A., & Shore, L. M. (1995). Predicting retirement age: Personal, psychological, and organizational factors. Psychology and Aging, 10, 76-83.
• Cleveland, J. N., Shore, L. M., & Murphy, K. R. (1997). Person- and context-oriented perceptual age measures: Additional evidence of distinctiveness and usefulness. Journal of Organizational Behavior, 18, 239-251.
• Riordan, C. M., & Shore L. M. (1997). Demographic diversity and employee attitudes: An empirical examination of relational demography within work units. Journal of Applied Psychology, 82, 342-358.
• Goldstein, H., Yusko, K., Braverman, E.P., Smith, D.B., & Chung, B. (1998). The role of cognitive ability in the subgroup differences and the incremental validity of assessment center exercises. Personnel Psychology, 51(2), pp. 357-374.
• Shore, L. M., Cleveland, J. N., & Goldberg, C. B. (2003). Work attitudes and decisions as a function of manager age and employee age. Journal of Applied Psychology, 88, 529–537.
• Dionne, S.D., Randel, A.E., Jaussi, K.S., & Chun, J. (2004). Diversity and demography in organizations: A levels of analysis review of the literature. In Yammarino, F.J. & Dansereau, F. (Eds.), Research in Multi-Level Issues, 3: 181-229.
• Pearce, J.L. and Randel, A.E. (2004). Expectations of organizational mobility, social inclusion and employee job performance: The costs of employability. Journal of Organizational Behavior, 25(1): 81-98.
• Shore, L.M., & Goldberg, C. B. Age discrimination in the work place. (2004). In R.L. Dipboye and A. Colella (Eds.) The Psychological and Organizational Bases of Discrimination at Work. Frontier Series, Society for Industrial and Organizational Psychology.
• Chung-Herrera, B., & Lankau, M. J. (2005). Are we there yet? An assessment of fit between stereotypes of minority managers and the successful manager prototype. Journal of Applied Social Psychology, 35, 2029-2056.
• Cleveland, J. N., & Shore, L. M. (2007). Work and employment. In J. Birren (Ed.) Encyclopedia of Gerontology, pp. 683-693. Amsterdam, the Netherlands: Elsevier.
• Randel, A.E. and Ranft, A.L. (2007). Motivations to maintain social ties with coworkers: The moderating role of turnover intentions on information exchange. Group & Organization Management, 32(2): 208-232.
• Dean, M. A., Roth, P. L., & Bobko, P. (2008). Ethnic and gender group differences in assessment center ratings: A meta-analysis. Journal of Applied Psychology, 93, 685-691.
• Ehrhart, K. H., Roesch, S. C., Ehrhart, M. G., & Kilian, B. (2008). A test of the factor structure equivalence of the 50-item IPIP Five-Factor Model measure across gender and ethnic groups. Journal of Personality Assessment, 90, 507-516.
• Randel, A.E. and Jaussi, K.S. (2008). Gender personal and social identity, sex dissimilarity, relationship conflict, and asymmetrical effects. Small Group Research, 39(4): 468-491.
• Taylor, M. A., Goldberg, C., Shore, L.M., & Lipka, P. (2008). The effects of retirement expectations and social support on post-retirement adjustment: A longitudinal analysis. Journal of Managerial Psychology, 23, 458-470.
• Chung-Herrera, B., Ehrhart, K.H., Ehrhart, M., Solamon, J. & Kilian, B. (2009). Do test preparation and strategies reduce the black-white performance gap? Journal of Management, 35, 1207-1227.
• Lankau, M. J., & Chung-Herrera, B. (2009). A comparison of American and international prototypes of successful managers. Journal of Leadership Studies, 3(1), 7-18.
• Randel, A.E. and Earley, P.C. (2009). Organizational culture and similarity among team members' salience of multiple diversity characteristics. Journal of Applied Social Psychology, 39(4): 804-833.
• Chung-Herrera, B, Gonzales, G., & Hoffman, D. K. (2010). When Demographic Differences Exist: An Analysis Of Service Failure And Recovery Among Diverse Participants The Journal of Services Marketing, 24, 128-141.
• Chung-Herrera, B., Ehrhart, M., Ehrhart, K.H., Hattrup, K., & Solamon, J. (2010). Stereotype threat, state anxiety, and specific self-efficacy as predictors of promotion exam performance. Group and Organization Management, 35, 77-107.
• Sy, T., Shore, L. M., Strauss, J., Shore, T.H., Tram, S. Whiteley, P., & Ikeda-Muromachi, K. (2010). Leadership perceptions as a function of race-occupation fit: The case of Asian Americans. Journal of Applied Psychology, 95, 902-919.
• Chung, B., Dean, M., & Ehrhart, K. (In Press). Inclusion values, practices, and intellectual capital predicting organizational outcomes. Accepted for publication at Personnel Review.
• Randel, A.E., Galvin, B.M., & Gibson, C.B., & Batts, S.I. (2020).  Increasing career advancement opportunities through sponsorship: An identity-based model with illustrative application to cross-race mentorship of African Americans. Group & Organization Management.
• Randel, A.E., Jaussi, K.S., & Wu, A. (2019). Observed issue selling: The effects of role models, willingness to issue sell, and inclusion in decision making. The Journal of Applied Behavioral Science.
• Alexandra, V., Ehrhart, K.H., & Randel, A.E. (2021). Cultural intelligence, perceived inclusion, and cultural diversity in workgroups. Personality and Individual Differences.
• Shore, L., & Chung, B. (2021). Inclusive leadership: How leaders sustain or discourage work group inclusion. Group and Organization Management.

We engage in partnerships with the business community to provide solid, relevant, and timely research and information regarding diversity trends in a single company and/or across companies. To this end, we seek corporate partners to contribute to our database for benchmarking diversity issues.

Corporate partner benefits:

• Opportunity to interact with knowledgeable faculty for applied research
• Access to our online papers
• Access to outstanding students who will be trained to do applied research as well as have a depth of knowledge on diversity and inclusiveness
• Opportunity to receive a feedback report if engaged in one of our research projects

For more information, please contact:

Beth Chung, Ph.D.
Professor of Management
Phone: (619) 594-2699
Email: [email protected]

Mailing Address
SDSU College of Business
Department of Management
5500 Campanile Drive
San Diego, CA 92182-8238

Fax: (619) 594-3272

Dean's Research Professor
Professor of Organizational Behavior and Human Resources
Founding Director of the Institute for Global Organizational Effectiveness
Kelley School of Business
Indiana University

Professor of Human Resource Management
University of Texas at Arlington (Myrtle P. Bell's curriculum vitae)

Professor of Industrial/Organizational Psychology
Colorado State University (Jeanette N. Cleveland's curriculum vitae)

Distinguished Professor of Human Resource Management
School of Management and Labor Relations
Rutgers University (Susan E. Jackson's curriculum vitae)

Basil S. Turner Professor of Management
Research Director, Susan Bulkeley Butler Center for Leadership Excellence
Associate Director, Work Family Health Network Center for Work-Family Stress Safety & Health
Krannert School of Management
Purdue University (Ellen Ernst Kossek's curriculum vitae)

Hughes M. Blake Endowed Professor of Management
Associate Dean for Academic and Faculty Affairs
University of Washington (Tom Lee's curriculum vitae)

Lenore Stein-Wood and William S. Wood Professor in Social Work and Business in a Global Society
University of Southern California

Assistant Professor of Human Resource Studies and International and Comparative Labor
Industrial and Labor Relations School
Cornell University (Lisa Hisae Nishii's curriculum vitae)

Professor of Management
Villanova University (Quinetta Roberson's curriculum vitae)

Associate Professor of Human Resource Management
School of Human Resources & Labor Relations
Michigan State University (Mark Roehling's curriculum vitae)

Professor of Management
Associate Dean for Undergraduate Programs
Western Michigan University (Christina Stamper's curriculum vitae)

Associate Professor, Ph.D., Auburn University

Ph.D., University of Maryland (Download Beth Chung's Vita)
Beth Chung is a Professor of Management. She is currently the Director for the Institute on Inclusiveness and Diversity in Organizations (IIDO) and past research director for the Sycuan Institute on Tribal Gaming. She has taught a variety of courses including Organizational Behavior, Leadership and Group Process, Human Resource Management, Managing Organizations and Human Resources, and Industrial and Organizational Psychology. Her areas of research expertise include inclusion and diversity in organizations, subgroup differences, leadership prototypes and competencies, and services management, (service climate and the interface between employees and customers). She has published in various outlets such as: Personnel Psychology, Journal of Management, Journal of Organizational Behavior, Group and Organization Management, Organizational Dynamics, Journal of Applied Social Psychology, Human Resource Management Review, Journal of Services Management, Cornell Hotel and Restaurant Administration Quarterly, Current Directions in Psychological Science, among others.

Prior to joining the faculty at SDSU, she was an assistant professor at Cornell University and a consultant for Personnel Decisions International. Dr. Chung has taught executive education around the world for organizations such as Sun International, ACCOR North American, and the U.S. State Department, and has provided consulting to a number of organizations such as USPS, CSX, and GEICO, in the areas of human resource management, executive assessment, expert witness testimony, and 360-degree feedback. She has chaired a number of committees for the Society of Industrial and Organizational Psychology including the Committee on Ethnic Minority Affairs (which she also co-founded) and the Membership Committee. She is currently serving on the Editorial Board for the Academy of Management Review. Dr. Chung has won numerous awards such as Teacher of the Year at Cornell University (1999), SHA Research Award at Cornell University (1999), Faculty Contribution Award at San Diego State University (2006), and Professor of the Year from Pi Beta Phi (2008).

Ph.D., Louisiana State University (Download Michelle Dean's Vita)
Michelle Dean is an Associate Professor of Management. She has taught undergraduate classes in principles of management, human resource management, selection, compensation, and labor relations and graduate classes in human resource management, compensation and benefits, staffing, labor relations, and negotiation. Her current research interests are in the human resource management topics of recruitment, selection, and diversity and inclusion. She has published her research in a variety of journals including Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Journal of Management, International Journal of Selection and Assessment, Organizational Research Methods, Human Resource Management Review, Journal of Applied Social Psychology, and Entrepreneurship Theory and Practice among others. She has received awards for her research including the Best Paper Award from the Academy of Management Research Methods Division (2001), the Best Student Paper Award from International Personnel Management Association Assessment Council (1999), and with her IIDO colleagues, a Top Poster Award at the Society for Industrial and Organizational Psychology Conference (2012). She has also received awards for her teaching and service activities at SDSU including the Most Influential Professor Award in Management (2007, 2014), College of Business Administration Aztec Business Achievement Award for Most Influential Professor (2014), and the Outstanding Faculty Contribution Award (2007, 2014). She is the Faculty Advisor for the SDSU Student Chapter of the Society for Human Resource Management for which she was awarded the SDSU Dan Cornthwaite Luminary Award for Outstanding Advising (2014) and under her guidance, the chapter received the SDSU Outstanding Student Organization Award (2014) and the Outstanding Student Chapter Award (2014) from the national Society for Human Resource Management. She also serves as the Director of Scholarships for the SDSU Chapter of the Honor Society of Phi Kappa Phi.

Prior to joining the faculty at SDSU in 2002, Dr. Dean taught previously at the University of North Texas, the University of Oklahoma, and Louisiana State University. She has also worked with a variety of organizations addressing human resource selection issues including the Life Insurance Marketing Research Association (LIMRA) and over a decade of involvement with the Federal Aviation Administration. She has served as a Board Member, Conference Program Coordinator, and Organizational Behavior Track Chair for the Southern Management Association (SMA) and has received an Outstanding Reviewer Award (2000) from SMA. She is a member of the Editorial Board of the Cornell Hospitality Quarterly and received the Outstanding Editorial Board Member Reviewer Award in 2011.

Ph.D., University of Maryland (Download Karen Ehrhart's Vita)
Karen Ehrhart is an Associate Professor of Management. She currently teaches courses in human resource management and international human resource management. She previously taught courses related to human resource management and organizational behavior in the Department of Psychology at San Diego State University as well as at the University of Maryland. Her areas of research expertise include diversity and international human resource management, with particular interests in personality, cultural background, and customer service management. Her research has been presented at numerous conferences and published in esteemed journals in her field such as the Journal of Applied Psychology, Journal of Management, and Leadership Quarterly.

Dr. Ehrhart has been an invited speaker to a variety of organizations regarding her areas of research interest, and she has contributed to consulting projects involving compensation and selection practices as well as customer service management. She has served on several program and award committees in service of her profession. She has received numerous grants to fund her research activities, and her teaching and research have received multiple awards, including an Outstanding Faculty and Staff Award from San Diego State University and a Best Empirical Paper Award from the International Association of Conflict Management.

Assistant Professor of Management, San Diego State University
Gabi Eissa is an Assistant Professor of Management. He has taught a variety of courses including Organizational Behavior, Advanced Organizational Behavior, Leadership Skills and Development, Human Resource Management, Principles of Management, and Managing Workplace Stress. His areas of research expertise include behavioral ethics, dysfunctional and unethical leadership, workplace deviance, counterproductive work behaviors, and in-role and extra-role performance. He has published in various outlets such as: Journal of Applied Psychology, Journal of Management, Journal of Organizational Behavior, Journal of Leadership and Organizational Development, Applied Psychology: An International Review, Journal of Management and Organization, among others.

Prior to joining the faculty at SDSU in the Fall of 2018, he was an assistant professor at the University of Wisconsin-Eau Claire and a visiting assistant professor at Oklahoma State University where he received his Ph.D. in 2012. Dr. Eissa has also presented research papers in numerous national and regional conferences including the Academy of Management (AOM), and Society for Industrial and Organizational Psychology (SIOP). Dr. Eissa has also won numerous awards including Outstanding Teacher Award at Oklahoma State University (2012) and pest paper presentation at the Academy of Management (AOM; 2013), among others.

Ph.D., W. P. Carey School of Business, Arizona State University
Ben Galvin is an Assistant Professor of Management. He has taught a variety of courses including Organizational Behavior, Leadership, Managing Employees, and Managing Teams. His areas of research expertise include leadership, identity, CEO narcissism, and diversity in organizations. He has published articles on these topics in outlets such as: Academy of Management Review, Personnel Psychology, Leadership Quarterly, Organizational Dynamics, Human Resource Management Review, and Academy of Management Annals, among others. Prior to joining the faculty at SDSU, Dr. Galvin was an assistant professor at the University of Washington Bothell. He is passionate about leadership excellence and understanding how to make organizations more productive. He has substantial experience working in and with the retail industry and related sectors. Prior to joining academia Dr. Galvin worked in various roles for several national retailers.

Ph.D., Colorado State University (Download Uma Kedharnath's Vita)
Uma Kedharnath is a senior instructor at the University of Colorado at Denver. She holds a B.A. in Psychology from University of California, Riverside, and a Ph.D. in Industrial/Organizational Psychology from Colorado State University. She has taught human resource management at the undergraduate level, a graduate course in leadership development and succession planning, and several I/O Psychology labs. Her research interests include leadership, leaders’ and employees’ negative behaviors at work, and diversity and inclusion. Her research has been presented at national conferences, and she has co-authored book chapters in the Encyclopedia of Cyber Behavior (Henle & Kedharnath, 2012) and the APA Handbook of Testing and Assessment in Psychology (Thornton & Kedharnath, 2011).

Ph.D., University of California, Irvine (Download Amy Randel's Vita)
Amy Randel is a Professor of Management. She has taught numerous courses, including Organizational Behavior, Creativity and Innovation, Organizational Design and Change, Change Management, and Leadership and Behavior in Organizations. Her research interests include diverse work groups, identity in organizations, creativity, and inclusion. Dr. Randel's research on diversity has examined identity salience (how prominently a demographic category is used to describe one's group members) and how different types of functional background identity relate to an individual's performance as a cross-functional team member. She has published articles in journals such as Academy of Management Journal, Journal of Management, Journal of Organizational Behavior, Journal of Vocational Behavior, Group & Organization Management, and Journal of Applied Social Psychology. She also serves on the editorial board of the Journal of Organizational Behavior.

Prior to joining the faculty at SDSU, Dr. Randel was on the faculty at Wake Forest University and worked for several organizations in the areas of health care consulting and public relations. She has provided consulting and/or executive education in the areas of high-performance teams and leadership for Scripps Networks, Stephens Inc., and University of Southern California. She has won numerous awards, including the Academy of Management's Gender and Diversity in Organizations (GDO) Division Best Paper Based on a Dissertation Award (2000), the Organizational Behavior Division Outstanding Reviewer Award (2006 & 2007), the Gender & Diversity in Organizations Division Outstanding Reviewer Award (2011), Journal of Organizational Behavior’s Excellent Reviewer Award (2011-2012, 2014), research productivity awards at Wake Forest University (2003 & 2005), and an award for innovation in teaching at Wake Forest (2002).

Ph.D., Colorado State University (Download Lynn M. Shore's Vita)
Lynn M. Shore is on the faculty and serving as Department Chair in the Management Department at Colorado State University. Previously Lynn served on the faculty at San Diego State University, and Georgia State University. She has also held visiting faculty positions at University of California, Irvine, London School of Economics and Political Science, Chinese University of Hong Kong, Dauphine-Paris University and University of Toulouse. Her primary research areas are on the employment-organization relationship and inclusion and work force diversity.

Lynn was founding Director of the Institute for Diversity and Inclusiveness at San Diego State University, which partners with the business community on applied research. Her work has appeared in elite scholarly journals such as the Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Personnel Psychology, Journal of Management, and Journal of Organizational Behavior. She has published two edited scholarly books titled The employment relationship: Examining psychological and contextual perspectives (Oxford University Press, 2004) and The employee-organization relationship: Applications for the 21st century (Applied Psychology Series, Psychology Press/Routledge, 2012).

Lynn served as an Associate Editor of the Journal of Applied Psychology (2003-2008) and is a Fellow of the American Psychological Association and the Society for Industrial and Organizational Psychology. Professor Shore has held leadership roles in the Academy of Management, having served as Human Resources Division Chair (2000-2001) and Program Chair (, and on the Executive Committee (1995-1998), as Professional Development Workshop Chair (2010-2011) and Chair (2011-2012) for the Diversity and Inclusion Theme Committee, and Gender and Diversity in Organizations Executive Committee (2011-2014). She is an incoming Representative-at-Large for the Board of Governors (2014-2017).

Dr. Shore has consulted with a variety of organizations, including Raytheon, Vericare, BellSouth Advertising and Publishing, Equifax, Drake Beam Morin, Delta Airlines, and Communication Workers of America. She has primarily designed and administered attitude surveys. Dr. Shore has also been involved in employee assessment, outplacement, management training, and development and evaluation of selection systems. Dr. Shore has also been a speaker on diversity for various organizational groups, and has served as an expert witness and consultant in EEO cases.