Ivona Hideg

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John P. TrougakosUniversity of Toronto/UTSCEmail verificata su utoronto.ca
Anja KrsticAssistant Professor, York UniversityEmail verificata su yorku.ca
Bonnie Hayden ChengAssociate Professor, The University of Hong KongEmail verificata su hku.hk
Daniel J. BealVirginia Tech, Department of ManagementEmail verificata su vt.edu
Lance FerrisTelfer School Management, University of OttawaEmail verificata su uottawa.ca
Stéphane CôtéProfessor of Organizational Behavior, University of TorontoEmail verificata su rotman.utoronto.ca
Winny ShenSchulich School of Business, York UniversityEmail verificata su schulich.yorku.ca
Gerben A. van KleefUniversity of AmsterdamEmail verificata su uva.nl
Wendi L. AdairProfessor of Organizational Psychology, University of WaterlooEmail verificata su uwaterloo.ca
Katy DeCellesSecretary of State Professor of Organizational Effectiveness; Rotman School, University of TorontoEmail verificata su rotman.utoronto.ca
Raymond TrauMacquarie UniversityEmail verificata su mq.edu.au
David ZweigProfessor of Organizational Behaviour, University of TorontoEmail verificata su utoronto.ca
McCarthy, JulieUniversity of TorontoEmail verificata su utoronto.ca
JR SpenceUniversity of GuelphEmail verificata su uoguelph.ca
Samantha HancockAssistant Professor, DAN Department of Management & Organizational Studies, Western UniversityEmail verificata su uwo.ca
Lindie H. LiangWilfrid Laurier UniversityEmail verificata su wlu.ca
Anne E WilsonProfessor, Wilfrid Laurier UniversityEmail verificata su wlu.ca
Janice Y. LamPhD Student in Organization Studies at Schulich School of Business at York UniversityEmail verificata su schulich.yorku.ca
Laszlo TihanyiWilliam Alexander Kirkland Professor of Strategic Management, Rice UniversityEmail verificata su rice.edu
Cindy P. Muir (Zapata)Professor, Notre DameEmail verificata su nd.edu

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Ivona Hideg

Professor of Organisation Studies at the Saïd Business School, University of Oxford

Email verificata su sbs.ox.ac.uk - Home page

workplace equity diversity inclusion women in leadership language/accent diversity


Titolo Ordina per citazioni Ordina per anno Ordina per titolo	Citata da Citata da	Anno
Lunch breaks unpacked: The role of autonomy as a moderator of recovery during lunch JP Trougakos, I Hideg, BH Cheng, DJ Beal Academy of Management Journal 57 (2), 405-421, 2014	490	2014
Momentary work recovery: The role of within-day work breaks JP Trougakos, I Hideg Current perspectives on job-stress recovery, 37-84, 2009	372	2009
Too drained to help: a resource depletion perspective on daily interpersonal citizenship behaviors. JP Trougakos, DJ Beal, BH Cheng, I Hideg, D Zweig Journal of Applied Psychology 100 (1), 227, 2015	371	2015
The Jekyll and Hyde of emotional intelligence: Emotion-regulation knowledge facilitates both prosocial and interpersonally deviant behavior S Côté, KA DeCelles, JM McCarthy, GA Van Kleef, I Hideg Psychological science 22 (8), 1073-1080, 2011	332	2011
The culturally intelligent team: The impact of team cultural intelligence and cultural heterogeneity on team shared values WL Adair, I Hideg, JR Spence Journal of cross-cultural psychology 44 (6), 941-962, 2013	223	2013
The consequences of faking anger in negotiations S Côté, I Hideg, GA Van Kleef Journal of Experimental Social Psychology 49 (3), 453-463, 2013	214	2013
The ability to influence others via emotion displays: A new dimension of emotional intelligence S Côté, I Hideg Organizational Psychology Review 1 (1), 53-71, 2011	211	2011
The compassionate sexist? How benevolent sexism promotes and undermines gender equality in the workplace. I Hideg, DL Ferris Journal of personality and social psychology 111 (5), 706, 2016	177	2016
Why still so few? A theoretical model of the role of benevolent sexism and career support in the continued underrepresentation of women in leadership positions I Hideg, W Shen Journal of Leadership & Organizational Studies 26 (3), 287-303, 2019	143	2019
The unintended consequences of maternity leaves: How agency interventions mitigate the negative effects of longer legislated maternity leaves. I Hideg, A Krstic, RNC Trau, T Zarina Journal of Applied Psychology 103 (10), 1155, 2018	94	2018
Overcoming negative reactions of nonbeneficiaries to employment equity: The effect of participation in policy formulation. I Hideg, JL Michela, DL Ferris Journal of Applied Psychology 96 (2), 363, 2011	75	2011
Dialectical thinking and fairness-based perspectives of affirmative action. I Hideg, DL Ferris Journal of Applied Psychology 102 (5), 782, 2017	71	2017
Support for employment equity policies: A self-enhancement approach I Hideg, DL Ferris Organizational Behavior and Human Decision Processes 123 (1), 49-64, 2014	54	2014
History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women I Hideg, AE Wilson Organizational Behavior and Human Decision Processes 156, 176-189, 2020	53	2020
When expressions of fake emotions elicit negative reactions: The role of observers' dialectical thinking I Hideg, GA van Kleef Journal of Organizational Behavior 38 (8), 1196-1212, 2017	43	2017
The quest for workplace gender equality in the 21st century: Where do we stand and how can we continue to make strides? I Hideg, A Krstic Canadian Journal of Behavioural Science/Revue canadienne des sciences du …, 2021	41	2021
What is that I hear? An interdisciplinary review and research agenda for non‐native accents in the workplace I Hideg, W Shen, S Hancock Journal of Organizational Behavior 43 (2), 214-235, 2022	36	2022
Buffering against the detrimental effects of demographic faultlines: The curious case of intragroup conflict in small work groups WL Adair, LH Liang, I Hideg Negotiation and Conflict Management Research 10 (1), 28-45, 2017	33	2017
From the editors: Publishing practical and responsible research in AMJ I Hideg, KA DeCelles, L Tihanyi Academy of Management Journal 63 (6), 1681-1686, 2020	28	2020
Do longer maternity leaves hurt women’s careers? I Hideg, A Krstic, R Trau, T Zarina	19	2018

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