Photo of Jennifer Griffith, PhD

Jennifer Griffith

Associate Professor
Phone: (603) 862-1624
Office: Management, Paul College Rm 255E, Durham, NH 03824
Websites:
Curriculum Vitae

Jennifer Griffith, PhD,ÌýisÌýan Associate Professor of Organizational Behavior and the Morrison Faculty Fellow at the Â鶹app's Peter T. Paul College of Business and Economics. She is also director of the Modern Work Lab, Fellow at UNH'sÌýPrevention Innovations Research Center, Faculty Affiliate atÌýPurdue University's Center for Working Well, and ForbesWomen contributor.ÌýShe earned her PhD in Industrial-Organizational Psychology in 2013.<br /><br />Her research, service, and advocacy explore how to create workplaces where everyone can cultivate a path to thriving. Core to this goal are her three primary research streams – assessment accuracy, talent cultivation, &amp; organizational design. Her research lab, Modern Work Lab, recruits and mentors undergraduate students at UNH who are interested in translating this research stream into practical workplace solutions, including recommendations for selection and assessment systems, leadership development, &amp; workplace training programs. Dr. Griffith’s research has been published in the Journal of Organizational Behavior, Leadership Quarterly, Journal of Occupational and Organizational Psychology, and Human Resource Management Review, among other esteemed outlets. Her insights and expertise have been featured in popular press outlets, including ABC News, Business Insider, Fast Company, Forbes, Newsweek, NPR, and Psychology Today as well as in organizational policy documents and case law.<br /><br />Her scholarship has twice been awarded by her peers for excellence (2021 Paul College Research Excellence Award, 2023 Paul College Research Excellence in Business Analytics Award), and her outreach with and investment in the UNH community has perennially been recognized by UNH's Sustainability Institute (2021, 2022 UNH Sustainability Award; 2023 Campus &amp; Community Engagement Award) as well as the UNH community more broadly (2021 UNH Outstanding Assistant Professor). In recognition of her impactful scholarship and advocacy work, Dr. Griffith was selected for inclusion in the 2024 AACSB International Influential Leader cohort, a distinction bestowed to faculty members "who are advancing new knowledge and creating impact in business and society through their research".<br /><br />Outside of her current academic roles, she hasÌýserved in numerous leadership positions on several externally funded grants and contracts from the NSF and the DoD and in two state agencies. She also regularly acts as an organizational consultant on matters within the scope of people analytics, leadership development, and workplace innovation.

Jennifer Griffith, PhD, is an Assistant Professor of Organizational Behavior and Management at the Â鶹app, director of the Modern Work Lab (), and a Faculty Fellow at UNH's Prevention Innovations Research Center. She earned her doctorate in Industrial-Organizational Psychology with minor in Quantitative Psychology from the University of Oklahoma in 2013.

Currently, she teaches undergraduate and graduate courses in organizational behavior and human resource management in the Peter T. Paul College of Business and Economics at UNH. Her multi-disciplinary, mixed method research focuses on cognition, social dynamics, and complex problem solving, frequently in relation to leadership and most recently through a gender-based lens and in sexual harassment prevention contexts. Her work in these areas has been published in the Leadership Quarterly, Human Resource Management Review, Journal of Occupational and Organizational Psychology, Industrial-Organizational Psychology: Perspectives on Science Practice,, Journal of Computer-Mediated Communication, and Computers in Human Behavior, among others.

Outside of her current academic role, she has served in numerous positions guiding, conducting, and implementing research-driven interventions, including as a project manager on grants and contracts funded through the National Science Foundation and a US defense contractor; as a research consultant for two state-level governmental agencies; and as an affiliate research partner on organizational innovation and leadership development projects in the energy and technology sectors.

Courses Taught

  • ADMN 575: Behavior in Organizations
  • ADMN 847: Human Resource Management
  • ADMN 912: Managing Self & Leading Others
  • MGT 630: Leading in Diverse Orgs
  • MGT 642: Talent Acquisition
  • PAUL 725: Independent Study

Education

  • Ph.D., Psychology, University of Oklahoma
  • M.S., University of Oklahoma
  • B.A., Psychology, University of Oklahoma

Research Interests

  • Leadership
  • Occupational Health and Safety
  • Sexual assault prevention research
  • Sexual Harassment
  • Training and Development
  • Women, work and motherhood
  • Social Inclusion
  • Human Resources
  • Work and family policy
  • Work
  • Surveys & Survey Research
  • Measurement and evaluation methodologies

Selected Publications

  • Crayne, M., Shortland, N., & Griffith, J. (2024). Moral injury at work: How job-related value violations cause psychosocial harm.. In AOM. Chicago.

  • Mecca, J., Green, K., Griffith, J., Riordan, B., & Saboe, K. (2024). I-O for good: Case studies and best practices for prosocial IO psychology. In SIOP. Chicago.

  • Bowes-Sperry, L., Cheung, H. K., & Griffith, J. (2024). Those in the know: The role of the apathetic, avoidant, allied, & adversarial bystanders in the #metoo movement.. In A. O'Leary-Kelly, & S. Rawski (Eds.), Spotlights & shadows: What the #metoo movement highlights and hides about sexual harassment..

  • Alonso, N., Bhattacharyya, B., Bowes-Sperry, L., Cheung, H. K., Griffith, J., Kingsley, M., . . . Workman-Stark, A. (2023). Sexual harassment research following #MeToo: Opportunities in the shadows and spotlight [Caucus].. In Academy of Management. Boston.

  • Campagna, R., & Griffith, J. (2023). When the gig isn’t up: The influence of employment arrangement on employees’ effort choices and performance. Journal of Trust Research.

  • Anderson, H. J., Baur, J. E., Griffith, J. A., & Buckley, M. R. (2017). What works for you may not work for (Gen)Me: Limitations of present leadership theories for the new generation. LEADERSHIP QUARTERLY, 28(1), 245-260. doi:

  • Friedrich, T. L., Griffith, J. A., & Mumford, M. D. (2016). Collective leadership behaviors: Evaluating the leader, team network, and problem situation characteristics that influence their use. LEADERSHIP QUARTERLY, 27(2), 312-333. doi:

  • Thiel, C. E., Connelly, S., & Griffith, J. A. (2012). Leadership and emotion management for complex tasks: Different emotions, different strategies. LEADERSHIP QUARTERLY, 23(3), 517-533. doi:

  • Thiel, C. E., Connelly, S., & Griffith, J. A. (2011). The Influence of Anger on Ethical Decision Making: Comparison of a Primary and Secondary Appraisal. ETHICS & BEHAVIOR, 21(5), 380-403. doi:

  • Gooty, J., Connelly, S., Griffith, J., & Gupta, A. (2010). Leadership, affect and emotions A state of the science review. LEADERSHIP QUARTERLY, 21(6), 979-1004. doi:

  • Most Cited Publications