Our research begins with the idea that employee's are people first and foremost, with lives and identities that exist both within and outside the workplace. Attitudes, behaviors, stress , and experiences at work are not necessarily bounded by the work domain, and can indeed spillover and/or crossover to impact other aspects of our lives (e.g., school, our role as caregivers, our family and friends). Furthermore, what happens in and during our non-work lives can spillover and/or crossover to impact our work lives. We seek to understand how employees manage their work-life interface, and the mechanisms that facilitate spillover and crossover between work and non-work. Specifically, our research focus in the work-life interface focuses on the intersection between work and eldercare, work and school, and the influence of work on driving behaviors.

We have a secondary research focus on discrimination and harassment in the workplace, broadly defined. We're particularly interested in employees' experiences with discrimination and harassment and how these experiences influence psychosocial health, well-being, and behavioral outcomes (e.g., performance). The workforce both within and outside the U.S. has been growing increasingly diverse, yet despite growing representation of women and minorities in the workplace, discrimination and harassment are pervasive and manifest in many forms that range from subtle (e.g., incivility) to overt. Importantly our research focus on discrimination and harassment keeps in mind that employees are people, too. And what happens at work is not necessarily bounded by that domain.