富尔顿大厅433号
电话:617-552-0451
电子邮件: 朱迪思.克莱尔.1@misawa-city.com
Gender and 多样性; Crisis Management; and the Natural Environment.
朱迪思•克莱尔’s research focuses on demographic/social identities (e.g., 比赛, 性别, social class) and inequalities in the workplace; on development and transitions in professional identities; and on positive organizational experiences such as hope and positive growth. Her 性别- and diversity-focused research includes experiences of “cross-domain” identity change in first-time pregnant professional women; how social class background shapes how women understand their advancement into top organizational positions; how benevolent sexism during pregnancy effects workplace retention of women post-pregnancy; how professional women in STEM fields define and experience benefits from others’ inclusive 领导 practices; and how individuals with invisible stigmatized identities manage those identities in the workplace.
教授 Clair is also recognized for her contributions to research on how organizations can effectively manage crises and critical events to minimize harm and to facilitate positive growth, as well as her work on teaching pedagogy and the peer-review process. Her publications appear in the top journals in Management and Applied Psychology, including the 行政科学季刊, 管理学会学报, 管理评论学会, 人际关系, 人事心理学, 管理学习与教育学会. Clair has received national and university teaching awards. 她教授组织行为学课程, 领导, 性别, 多元文化的多样性, 组织中的公平和包容. She has taught courses at the undergraduate, MBA, PhD, executive levels.
Hope cultures in organizations: Tackling the grand challenge of commercial sexual exploitation.” (与卡蒂娜·索耶.) 行政科学季刊, 67 (2), 1-50. 2021年10月.
“A feminist perspective on conducting personally relevant research: Working mothers studying pregnancy and motherhood at work.” (与丹娜·格林伯格和杰米·里奇合作.) 管理学院, 35, 400-417. 2019年4月.
“How help during pregnancy can undermine self‐efficacy and increase postpartum intentions to quit.” (With Kristen Jones, Eden King, Beth Humberd and David Arena.) 人事心理学、 73 (3), 431-458. 2020.
“Loosening categorical thinking: Extending the terrain of theory and research on demographic identities in organizations.” (贝丝·亨伯德、贝丝·劳斯和伊莉斯·琼斯.) 管理学会评论, 44 (3), 592-617. 2019年7月.
“Work-life ideologies: The contextual basis and consequences of beliefs about work and life. (和丽莎·莱斯利和伊甸·金一起.) 管理评论学会, 44 (1) 72-98. 2019.
“我们就是这么做的. How perceived prosocial impact offsets negative personal outcomes associated with carrying out necessary evils.” (与杰米·莱奇和里克·科顿合作.) 管理太阳城官网杂志, 25 (3), 301-321. 2015年11月.
“Perceived injustice in the system of peer-review as an inciter of scientific misconduct.” 管理学习与教育学会, 14 (2), 159-172. 2015年6月.
为稿件提交者制定权利法案.” 管理学习与教育学会, 14 (1), 111-131. 2015年10月.
“In Our Own 回来yard: When a Less Inclusive 社区 Challenges Organizational 包容(与贝丝·亨伯德和斯蒂芬妮·克里一起.) Equality, 多样性, 包容: An International Journal, 34 (5), 395-42. 2015年6月.
“Cross-domain identity transitions during liminal periods: Constructing multiple selves as professional and mother during pregnancy.” (与杰米·莱奇和丹娜·格林伯格合作.) 管理学会学报, 55 (6), 1449-1471. 2012.
作为Ad Hoc审阅者执行 管理太阳城官网杂志, 管理杂志, 应用管理太阳城官网杂志, 管理发现学会, Organizational Behavior and Human Decision Processes, 人际关系, 管理评论学会, 组织科学, 管理学会学报, 行政科学季刊, 性别角色, 普伦蒂斯大厅,乔西-拜斯, 企业公民杂志, 管理心理学杂志, 管理学习与教育学会