Dr. Kristen Jones is an Associate Professor and the Robert Wang Chair of Excellence in Management in the Fogelman College of Business and Economics at the University of Memphis. Her program of research focuses on identifying and remediating the range of biases – both subtle and overt – that unfairly disadvantage diverse employees at work, particularly women and mothers. Her work has been published in premier outlets including Journal of Management, Journal of Applied Psychology, Personnel Psychology, Harvard Business Review, Journal of Organizational Behavior, and Journal of Business and Psychology. Dr. Jones's research has also been recognized through grants from the National Science Foundation (NSF), the Society of Human Resource Management (SHRM) Foundation, the Society for Industrial and Organizational Psychology (SIOP), the American Psychological Association (APA), and the Society for the Psychological Study of Social Issues (SPSSI).

Teaching

Dr. Jones has taught a variety of undergraduate and graduate courses in the Department of Management at the University of Memphis including:

• MGMT 3110: Organization and Management
• MGMT 3215: Human Resource Management
• MGMT 4240: Compensation and Performance Appraisal
• MGMT 7250: Strategic Human Capital Management
• MGMT 8220: Human Resource Management (doctoral seminar)
• MGMT 8423: Diversity and Inclusion in Organizations (doctoral seminar)

Professional Service

Editorial Review Boards

• Journal of Applied Psychology (2022-present)
• Journal of Business and Psychology (2020-present)
• Journal of Management (2017-present)
• Journal of Organizational Behavior (2019-2021)

Academy of Management (AOM), DEI Division

• Executive Committee, Representative-at-Large (2019-2022)
• Dorothy Harlow Award Committee Chair (2019-2022)
• Saroj Parasuraman Award Committee Member (2019)
• Dorothy Harlow Award Committee Member (2015-2017)

Society of Industrial and Organizational Psychology (SIOP)

• LGBT Committee, Programs & Awards Chair (2015-2017)
• Education & Training Committee (2015-2017)

Honors and Awards

• Outstanding Reviewer Award, Journal of Management, 2023
• UofM, FCBE, Research Mentoring Excellence Award, 2023
• UofM, FCBE, George Johnson Research Fellow, 2021-2023
• UofM, FCBE, George Johnson Research Fellow, 2019-2021
• UofM, FCBE, Management Faculty Research Award, 2017
• UofM, FCBE, Management Faculty Research Award, 2016
• Sandra Schwartz Tangri Memorial Award for Graduate Student Research, 2012
• SHRM Foundation Dissertation Grant Award, 2012
• SIOP Graduate Student Scholarship, 2012
• Osher Lifelong Learning Institute, Kathryn Brooks Scholarship, 2012
• SPSSI, Grants-In-Aid Award, 2011
• The Elyse B. and Donald R. Lehman Graduate Student Research Award, 2010

Research

Dr. Kristen Jones discusses recent research on Maternity Bias in the Workplace:

• Arena, D. F., Volpone, S. D., & Jones, K. P. (2023) (Overcoming) maternity bias in the workplace: A systematic review. Journal of Management, 49, 52–84. (Annual Review Issue)
  
  
• Jones, K. P., Brady, J., Lindsey, A. P., Cortina, L. M., & Major, C. K. (2022). The interactive effects of coworker and supervisor support on prenatal stress and postpartum health: A time-lagged investigation. Journal of Business and Psychology, 37, 469-490.
  
  
• Jones, K. P., Clair, J. A., King, E. B., Humberd, B. K., & Arena, D. F. (2020). How help during pregnancy can undermine self-efficacy and increase postpartum intentions to quit. Personnel Psychology, 73, 431-458.
  
  
• Mohr, J., Markell, H., King, E. B., Jones, K. P., Peddie, C. I., & Kendra, M. (2019). Affective antecedents and consequences of revealing and concealing a lesbian, gay, or bisexual identity. Journal of Applied Psychology, 104, 1266-1282.
  
  
• Jones, K. P., Sabat, I. E., King, E. B., Ahmad, A. S., McCausland, T. C., & Chen, T. R. (2017). Isms and schisms: A meta-analysis of the prejudice-discrimination relationship across racism, sexism, and ageism. Journal of Organizational Behavior, 38, 1076-1110.
  
  
• Jones, K. P. (2017). To tell or not to tell? Examining the role of discrimination in the pregnancy disclosure process at work. Journal of Occupational Health Psychology, 22, 239-250.
  
  
• King, E. B., Mohr, J., Peddie, C., Jones, K. P., & Kendra, M. (2017). Predictors of identity management: An exploratory experience-sampling study of lesbian, gay, and bisexual workers. Journal of Management, 43, 476-502.
  
  
• Jones, K. P., King, E. B., Gilrane, V. L., McCausland, T. C., Cortina, J. M., & Grimm, K. J. (2016). The baby bump: Managing a dynamic stigma over time. Journal of Management, 42, 1530-1556.
  
  
• Jones, K. P., Peddie, C. I., Gilrane, V. L., King, E. B., & Gray, A. (2016). Not so subtle: A meta-analysis of the correlates of subtle and overt discrimination. Journal of Management, 42, 1588-1613.
  
  
• Clair, J., Jones, K. P., King, E. B., & Humberd, B. K. (2016). The right and wrong ways to help pregnant workers. Harvard Business Review. September 27, 2016. https://hbr.org/2016/09/the-right-and-wrong-ways-to-help-pregnant-workers
  
  
• Jones, K. P., & King, E. B. (2016). Stop "protecting" women from challenging work. Harvard Business Review. September 9, 2016. https://hbr.org/2016/09/stop-protecting-women-from-challenging-work
  
  
• King, E. B., & Jones, K. P. (2016). Why subtle bias is so often worse than blatant discrimination. Harvard Business Review. July 13, 2016. https://hbr.org/2016/07/why-subtle-bias-is-so-often-worse-than-blatant-discrimination
  
  
• Jones, K. P., & King, E. B. (2014). Managing concealable stigmas at work: A review and multilevel model. Journal of Management, 40, 1466-1494. (Annual Review Issue)