Publications

Refereed Journal Articles

(† denotes student co-author; * denotes equal contribution; ** denotes former student)

• Nguyen, N. †, Hideg, I., Engel, Y., & Godart, F. (2023). Benevolent sexism and the gender gap in startup evaluation. Entrepreneurship Theory and Practice. Advance online publication. https://doi.org/10.1177/104225872311788 (Open access article available).

• Hideg, I., Krstic, A.,**Powell, D. M., & Zhan, Y. (2023). Supporting women during motherhood and caregiving necessary, but not sufficient: The need for men to become equal partners in childcare. Industrial and Organizational Psychology, 16, 215-220. https://doi.org/10.1017/iop.2023.12  (Open access article available.)

• Shen, W., Hentschel, T., & Hideg, I. (2023). Leading through the uncertainty of COVID-19: The joint influence of leader emotions and gender on abusive and family-supportive supervisory behaviors. Journal of Occupational and Organizational Psychology. Advance online publication. https://doi.org/10.1111/joop.12439 (Open access article available.) 

• Hideg, I., Shen, W., & Hancock, S. (2023). Women With Mandarin Accent in the Canadian English-speaking hiring context: Can evaluations of warmth undermine gender equity? Psychology of Women Quarterly. Advance online publication. https://doi.org/10.1177/03616843231165475 (Open access article available.)

• Shen, W., Lam, J. Y., † Varty, C. T.,** Krstic, A.** & Hideg, I. (2023). Diversity climate affords unequal protection against incivility among Asian workers: The COVID-19 pandemic as a racial mega-threat. Applied Psychology: An International Review. Advance online publication. https://doi.org/10.1111/apps.12462 (Open access article available.)

• Hideg, I., Shen, W., & †Hancock, S. (2022). What is that I hear? An interdisciplinary review and research agenda for non-native accents in the workplace. Journal of Organizational Behavior, 43, 214-235. https://doi.org/10.1002/job.2591  .. (Preprint available.)

• Hideg, I., & **Krstic, A. (2021). The quest for workplace gender equality in the 21st century: Where do we stand and how can we continue to make strides? Canadian Journal of Behavioural Science, 53(2), 106-113.  https://doi.org/10.1037/cbs0000222. (Preprint available.)

• Hideg, I., & Wilson, A. E. (2020). History backfires: Reminders of past injustices against women undermine support for workplace policies promoting women. Organizational Behavior and Human Decision Processes, 156, 176-189. https://doi.org/10.1016/j.obhdp.2019.10.001. (Preprint available.)

• *Hideg, I., & *Shen, W. (2019). 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. Journal of Leadership and Organizational Studies, Special Issue: "Critical Discourse: Envisioning the Place and Future of Diversity and Inclusion in Organizations," 26(3), 287-303. https://doi.org/10.1177/1548051819849006. (Preprint available.)

• Hideg, I., Krstic, A., † Trau, R. N. C., & Zarina, T.  (2018). The unintended consequences of maternity leaves: How agency interventions mitigate the negative effects of longer legislated maternity leaves. Journal of Applied Psychology, 103(10), 1155-1164. https://doi.org/10.1037/apl0000327. (Preprint available.)

• Hideg, I., & Van Kleef, G. A. (2017). When expressions of fake emotions elicit negative reactions: The role of observers' dialectical thinking. Journal of Organizational Behavior, 38(8), 1196-1212. https://doi.org/10.1002/job.2196. (Preprint available.)

• Hideg, I., & Ferris, D. L. (2017). Dialectical thinking and fairness-based perspectives of affirmative action. Journal of Applied Psychology, 102(5), 782-801. https://doi.org/10.1037/apl0000207. (Preprint available.)

• Adair, W. L., Liang, L. H., & Hideg, I. (2017). Buffering against the detrimental effects of demographic faultlines: The curious case of intragroup conflict in small work groups. Negotiation and Conflict Management Research, 10(1), 28-45. https://doi.org/10.1111/ncmr.12087. (Preprint available.) 

• Hideg, I., & Ferris, D. L. (2016). The compassionate sexist? How benevolent sexism promotes and undermines gender equality in the workplace. Journal of Personality and Social Psychology, 111(5), 706-727. https://doi.org/10.1037/pspi0000072. (Preprint available.)

• Trougakos, J. P., Beal, D. J., Cheng, B. H., Hideg, I., & Zweig, D. (2015). Too drained to help: A resource depletion perspective on daily interpersonal citizenship behaviors.  Journal of Applied Psychology, 100(1), 227-236.

• Liang, L. H.,† Adair, W. L., & Hideg, I.* (2014). When should we disagree? The effect of relationship conflict on team identity in East Asian and North American teams. Negotiation and Conflict Management Research, 7(4), 281-288. https://doi.org/10.1111/ncmr.12041 (Preprint available.) * All three contributed equally. 

• Hideg, I., & Ferris, D. L. (2014). Support for employment equity policies: A self-enhancement approach. Organizational Behavior and Human Decision Processes, 123(1), 49-64.  https://doi.org/10.1016/j.obhdp.2013.11.002. (Preprint available.)

• Trougakos, J. P., Hideg, I., Cheng, B. H., & Beal, D. J. (2014). Lunch breaks unpacked: The role of autonomy as a moderator of recovery during lunch. Academy of Management Journal, 57(2), 405-421. https://doi.org/10.5465/amj.2011.1072 

• Adair, W. L., Hideg, I., & Spence, J. R. (2013). The culturally intelligent team: The impact of team cultural intelligence and cultural heterogeneity on team shared values. Journal of Cross-Cultural Psychology, 44, 941-962. https://doi.org/10.1177%2F0022022113492894  (Preprint available.)

• Côté, S., Hideg, I., & Van Kleef, G. A. (2013). The consequences of faking anger in negotiations. Journal of Experimental Social Psychology. 49(3), 453-463. https://doi.org/10.1016/j.jesp.2012.12.015

• Hideg, I., Michela, J. L., & Ferris, D. L. (2011). Overcoming negative reactions of nonbeneficiaries to employment equity: The effect of participation in policy formulation. Journal of Applied Psychology, 96(2), 363-376. https://doi.org/10.1037/a0020969 

• Côté, S., DeCelles, K. A., McCarthy, J. M., Van Kleef, G. A., & Hideg, I. (2011). The Jekyll and Hyde of emotional intelligence: Emotion regulation knowledge facilitates prosocial and interpersonally deviant behavior. Psychological Science, 22(8), 1073-1080. https://doi.org/10.1177/0956797611416251 

• Côté, S., & Hideg, I. (2011). The ability to influence others via emotion displays: A novel dimension of emotional intelligence. Organizational Psychology Review, 1(1), 53-71. [invited] https://doi.org/10.1177/2041386610379257 

Editorial

• Hideg, I., DeCelles, K., A., & Tihanyi, L. (2020). Publishing Practical and Responsible Research in AMJ . Academy of Management Journal, 63(6), 1681-1686. https://doi.org/10.5465/amj.2020.4006 

Popular Media Publications 

• Shen, W., Hideg, I., Lam, J.†, Varty, C.†, & Krstic, A.** (April 27, 2021). Research: Why some D&I efforts failed employees of Chinese descent. Harvard Business Review. https://hbr.org/2021/04/research-why-some-di-efforts-failed-employees-of-chinese-descent?fbclid=IwAR2q8fCJcbnL-seaEQC2eaApMU-AlSgei9xvwJ77XQGJ3smXhzqGfdq8bbk 

• Hideg, I. (March 7, 2021). For too long, talk of gender equality has excluded men – let’s change that. Opinion article in The Globe and Mail. https://www.theglobeandmail.com/opinion/article-for-too-long-talk-of-gender-equality-has-excluded-men-lets-change-that/ 

• Hideg, I., & Priesemuth, M. (February 19, 2021). 3 ways companies could offer more father-friendly policies that will help women. The Conversation US. https://theconversation.com/3-ways-companies-could-offer-more-father-friendly-policies-that-will-help-women-154155 

• Hideg, I. & Wilson, A. (February 5, 2020). Research: Bringing up past injustices make majority groups defensive. Harvard Business Review, online. https://hbr.org/2020/02/research-bringing-up-past-injustices-make-majority-groups-defensive 

• Hideg, I. (March 29, 2019). New parental-leave benefit inches us ever closer toward gender equality. Opinion article in The Globe and Mail. https://www.theglobeandmail.com/opinion/article-new-parental-leave-benefit-inches-us-ever-closer-toward-gender/

• Hideg, I., Krstic, A.,† Trau, R. N. C., & Zarina, T. (September 14, 2018). Do longer maternity leaves hurt women’s careers. Harvard Business Review, online. https://hbr.org/2018/09/do-longer-maternity-leaves-hurt-womens-careers

• Hideg, I. (April 18, 2017).  Longer maternity leave? Thanks, but no thanks. Opinion article in The Globe and Mail.[both print and online version; this article generated 105 comments} http://www.theglobeandmail.com/opinion/longer-maternity-leave-no-thanks/article34733689/

Invited Book Chapters

• Miners, C. T. H., & Hideg, I. (2015). Emotional intelligence and competencies. International Encyclopedia of Social & Behavioral Sciences.

• Trougakos, J. P., & Hideg, I. (2009). Momentary work recovery: The role of within day work breaks. In P. L Perrewe, D. C. Ganster, & S. Sonnentag (Eds.), Research in occupational stress and well-being: Work recovery (Vol. 7, pp. 37-84). Oxford, UK: JAI Press.

Refereed Conference Proceedings

• Krstic, A.† & Hideg, I. (2019). The effect of taking a paternity leave on men's career outcomes: The role of communality perceptions. Academy of Management Annual Proceedings. [top 10% of accepted conference papers] https://journals.aom.org/doi/pdf/10.5465/AMBPP.2019.278 

• Hideg, I., & Ferris, D. L. (2013). Two sides of sexism: How sexist attitudes may undermine and promote gender diversity. Academy of Management Annual Meeting Proceedings.

• Trougakos, J.P., Hideg, I., & Cheng, B.H. (2011). Lunch breaks unpacked: Examining the effect of daily lunch break activities and control over break activities on fatigue. Academy of Management Annual Meeting Proceedings.