Ashley E. Hardin

Ashley E. Hardin

I am currently an Associate Professor of Organizational Behavior at Washington University’s Olin Business School, where I investigate interpersonal processes in organizations.

My core research agenda centers around personal knowledge (i.e., information about the nonwork lives of colleagues) within organizations, advancing our theoretical understanding of how individuals manage their work-life boundaries and how those choices impact interpersonal relationships within the workplace. Although my research agenda preceded the pandemic, its importance has been magnified with work-life boundaries becoming increasingly blurred due to the rise of working from home and the increased difficulty in cultivating close colleague connections due to greater social distancing. My interest in this aspect of organizational life has led to a portfolio of work designed to answer four particular questions: how individuals learn about colleagues’ lives outside of work; how this knowledge alters relationships at work; what the individual, team, and organizational consequences are of the resulting interpersonal dynamics; and finally how the organizational context influences these processes.

Feel free to click the links above to learn more about my research, visit my Google Scholar Profile, or view the links below to popular press coverage of my work.

Select Research Coverage

How Managers Can Help Their Teams Feel Seen, Even While Working RemotelyLook at this as a lesson in managing during a pandemic 101.

Research: How WFH Can Actually Strengthen Bonds Between CoworkersRecent return-to-office mandates have been partially predicated on the belief that employees are able to form richer relationships in person than they can working remotely. New research, however, found that remote work can actually make coworkers feel closer by giving them authentic glimpses into each others nonwork lives through video calls. The researchers analyze their findings to offer suggestions for managers considering the benefits — and costs — of calling employees back in.

The secret to making Zoom meetings meaningful for you and your coworkersInstead of “How are you doing?”, what’s a better opening question to ask on a video call? And why is it OK — even good — to let your coworkers see the dirty dishes in your kitchen…

Ask an AMJ Reviewer (with Ashley Hardin) #AMJRadioLive | LinkedIn

What to Do When a Personal Crisis Is Hurting Your Professional LifeIt happens to all of us sooner or later.

Forming Stronger Bonds with People at WorkShow your compassion.

Is it the end of personalised desks?Employees may never have a desk that feels like ‘theirs’ again, but the trade-off might mean an agile office that works for everyone.

Do you have family photos on your desk? They might be keeping you honestIn Washington University prof's study, workers who view loved ones' pictures are less likely to pad expense accounts

Why You Should Encourage Employees to Display Family Photos at WorkOrganizations lose an estimated 5% of revenue annually as a result of employee fraud, the majority of which are small-scale transgressions, such as padded expense reports, inventory theft, or misappropriating petty cash. In a series of studies, researchers found that employees with photos of loved ones on their desks were much less likely to engage in this kind of unethical behavior. Photos of loved ones appear to offset the economic calculus that tends to underlie people’s thoughts much of the time while they are at work. Workplaces that develop an inclusive culture, where all employees feel comfortable personalizing their workplaces, may find an unexpected benefit.

Workplace Discrimination Erodes Confidence in Women's AbilitiesThe psychological consequences of perceived gender discrimination at work manifest differently in each sex, according to research by the University of Southern California (USC) Marshall School of Business.

6 Key Ways Leaders Can Act Now To Stop Resignations At Their OrganizationsAre all organizations at risk of the 'great resignation' and a mass exodus of their employees? Or have some companies and leaders found ways to build work cultures where employees are truly motivated to stay, and feel loyal, rewarded, engaged, and excited about the future in their roles?

Page updated

Google Sites

Report abuse