Jennifer Griffith
Jennifer Griffith, PhD, is an Associate Professor of Organizational Behavior and the Morrison Faculty Fellow of Diversity at the University of New Hampshire's Peter T. Paul College of Business and Economics. She is also director of the Modern Work Lab, Fellow at UNH's Prevention Innovations Research Center, Faculty Affiliate at Purdue University's Center for Working Well, and ForbesWomen contributor. She earned her PhD in Industrial-Organizational Psychology with a minor focus in Quantitative Psychology (Research Methods & Statistics) from the University of Oklahoma in 2013.
Her research, service, and advocacy explore how to create more inclusive & innovative workplaces where everyone can cultivate a path to thriving. Core to this goal are her three primary foci of research that impact workplace equity – assessment fairness, supportive environments, & talent discovery & recognition. Most recently, she has focused on workplace policy and institutional interventions both pre- and post- hire to prevent and remedy the social and individual costs of identity-based bias and sexual misconduct. 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, workplace training programs, and organizational policy change. 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 (US Coast Guard 2023 Accountability & Transparency Review, National Academies of Science, Engineering, and Medicine Committee on Developing Evaluation Metrics for Sexual Harassment Prevention Metrics) and case law (Chen-Oster, et al., v. Goldman Sachs & Co., et al.).
Her scholarship in the area of workplace equity 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 Faculty Campus & 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".
Outside of her current academic roles, she has served in numerous leadership positions, namely as project manager or senior research consultant on several externally funded grants and contracts from the National Science Foundation and the Department of Defense and in two Oklahoma state agencies - the Department of Mental Health and Substance Abuse Services and the Department of Commerce. She also regularly acts as an organizational consultant on matters within the scope of workplace equity, people analytics, leadership development, and workplace innovation.
Jennifer Griffith, PhD, is an Assistant Professor of Organizational Behavior and Management at the University of New Hampshire, director of the Modern Work Lab (www.modernworklab.com), 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
Research Interests
- Gender
- Leadership
- Occupational Health and Safety
- Sexual assault prevention research
- Sexual Harassment
- Training and Development
- Women, work and motherhood
- Workforce Diversity
- 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:10.1016/j.leaqua.2016.08.001
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:10.1016/j.leaqua.2016.02.004
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:10.1016/j.leaqua.2011.12.005
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:10.1080/10508422.2011.604295
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:10.1016/j.leaqua.2010.10.005
