Ivona Hideg

Assistant Professor of OB/HRM Lazaridis School of Business & Economics, Wilfrid Laurier University

  • Waterloo ON

Professor Hideg examines issues of equality and diversity in the workplace, focusing on gender, culture, accent, and socio-economic status

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Biography

Ivona Hideg is an Assistant Professor of OB/HRM in the Lazaridis School of Business and Economics at Wilfrid Laurier University. She holds a Ph.D. in Organizational Behaviour and Human Resource Management from the Rotman School of Management, University of Toronto, and M.Sc. in Industrial and Organizational Psychology from the University of Waterloo.

Ivona is a passionate researcher and educator. Her main areas of research include gender and cultural diversity in the workplace (e.g., promotion of diversity and equality) and the social effects of emotions, especially the effects of culture on the social effects of emotions. Her research has been published in leading peer-reviewed journals such as Academy of Management Journal, Journal of Applied Psychology, Journal of Personality and Social Psychology, Organizational Behavior and Human Decision Processes, and Psychological Science.

Her research has also received numerous awards such as Best Paper awards from the OB section at the Academy of Management and the Canadian Psychological Association. Her research has been featured in media outlets such as the Wall Street Journal, the Financial Times, the New York Times, the Globe and Mail, the Huffington Post, and the Record, among others. Ivona is also a member of Editorial Board of a leading journal in emotion research: Emotion.

She is also a very involved community member and she served on a Board of Directors at Focus for Ethnic Women, a non-profit organization that empowers women by providing a nurturing, culturally sensitive environment that builds self-esteem, social networks, employment related skills, and connections to meaningful employment.

Finally, Ivona is committed to student supervision and she supervises research in a lab consisting of highly motivated and intellectually curious students. We currently have a number of projects examining the effectiveness and reactions of diversity policies in the workplace, emotions and emotion regulation in the workplace, and a number of other projects. We welcome new collaborators and new students!

Areas of Expertise

Gender and Cultural Diversity in the Workplace
Social Effects of Emotions
Effects of Culture on the Social Effects of Emotions
Industrial Psychology
Organizational Psychology
Diversity and Equality in the Workplace
Emotions and Emotion Regulation
Organizational Behaviour
Human Resource Management
Team Diversity
Prejudice and Stereotyping

Accomplishments

Visiting Faculty, Católica Lisbon School of Business Economics (Portugal), Organizational Behavior Group

Visited for the month of June, 2016

2016

Early Researcher Award

Ontario Ministry of Research and Innovation, value: $150,000, 2016

Outstanding New Scholar Award

Lazaridis School of Business and Economics, Wilfrid Laurier University, 2015

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Education

Rotman School of Management, University of Toronto

Ph.D.

Organizational Behaviour and Human Resource Management

2012

University of Waterloo

M.A.Sc.

Industrial and Organizational Psychology

2007

University of Waterloo

B.A. (Honors)

Psychology and Business; HRM Specialization

2005

Affiliations

  • Emotion (Journal) : Editorial Board Member
  • Focus for Ethnic Women : Board of Directors

Media Appearances

Time off work for menstrual pain part of U.K. business’s planned ‘period policy’

Toronto Star  

2016-03-02

However, a workplace that singles out gender differences borders on “benevolent sexism,” a policy envisioned to promote gender equality, but instead undermines women in the workplace, said Ivona Hideg, an assistant professor of organizational behaviour in the Lazaridis School of Business and Economics at Wilfrid Laurier University.

She worries that women who use it could become stigmatized and potentially penalized with fewer promotions or other rewards.

It could also perpetuate stereotypes that women are more emotionally volatile or less competent than men, she added.

“Women may not get the larger assignments due to the fact that their time of the month is coming up, so they’ll be given a lighter duty to free them of this challenging assignment, but this challenging assignment might be what you need to get promoted to the next level.”...

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The Rationality of Rage

The New York Times  

2015-09-18

Whether induced or not, anger must ultimately be genuine in order to be useful in provoking concessions. According to a 2013 paper in the Journal of Experimental Social Psychology, faking anger, compared with playing it cool, leads a negotiation partner to see you as less trustworthy, and actually increases his demands on you...

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Hiring managers fail to detect deceptive tactics

The Globe and Mail  

2014-09-12

To find out why, Ivona Hideg, assistant professor of organizational behaviour and human resources management at Wilfrid Laurier University, and her research partner conducted four experiments. The participants were business students at Canadian universities who were asked to complete online surveys about a proposed employment-equity policy they were told was under development at their institution that would apply to students applying for co-op jobs...

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Event Appearances

Are class-based affirmative action policies more supported than race-based affirmative action policies?

Annual Meeting of the Academy of Management  Anaheim, California

2016-08-09

Helping or hindering? Interactive effects of employee accent and gender at work

Annual Meeting of the Academy of Management  Anaheim, California

2016-08-09

Enhancing trust and forgiveness via shame displays: A social functional perspective

Interpersonal dynamics of forgiveness. Symposium conducted at the annual meeting of the Academy of Management  Anaheim, California

2016-08-08

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Research Grants

Early Researcher Award , Principal (Solo) Investigator

Ontario Ministry of Research and Innovation

2016 - 2021
Value $150,000

Partnership Development Grant, Co-applicant (PI: Thomas O’Neill)

Social Sciences and Humanities Research of Canada (SSHRC)

2016 - 2019
Other co-applicants: Chiocchio, F.; Donia, M.; Steel, P.; Taras, V.; & Uggerslev, K.
The Intersection of Teamwork, Culture, and Technology: Enhancing Soft Skill Development in Post-Secondary Education through Student-Centered Feedback
Value: $465, 000 (total from SSHRC and partners)

Insight Grant, PI (Collaborator: D. Lance Ferris)

Social Sciences and Humanities Research of Canada (SSHRC)

2014 - 2018
Double-Edged Sword of Benevolent Sexism: How Benevolent Sexist Attitudes Promote and Undermine Gender Diversity in the Workplace
Value: $114,604

Articles

The compassionate sexist? How benevolent sexism promotes and undermines gender equality in the workplace

Journal of Personality and Social Psychology

2016

Although sexist attitudes are generally thought to undermine support for employment equity (EE) policies supporting women, we argue that the effects of benevolent sexism are more complex. Across 4 studies, we extend the ambivalent sexism literature by examining both the positive and the negative effects benevolent sexism has for the support of gender-based EE policies. On the positive side, we show that individuals who endorse benevolent sexist attitudes on trait measures of sexism (Study 1) and individuals primed with benevolent sexist attitudes (Study 2) are more likely to support an EE policy, and that this effect is mediated by feelings of compassion. On the negative side, we find that this support extends only to EE policies that promote the hiring of women in feminine, and not in masculine, positions (Study 3 and 4). Thus, while benevolent sexism may appear to promote gender equality, it subtly undermines it by contributing to occupational gender segregation and leading to inaction in promoting women in positions in which they are underrepresented (i.e., masculine positions).

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Emotional intelligence and competencies

In James D. Wright (Ed.), International Encyclopedia of the Social & Behavioral Sciences

2015

Emotional intelligence (EI) has been described as everything from a panacea to an invalid concept. This article focuses on recent research that clarifies what does and does not constitute EI, as well as its relationships with a variety of outcomes. We emphasize the role of EI in the workplace, and we distinguish between the positive outcomes that it facilitates, the negative outcomes to which it contributes, and the outcomes for which its role is unclear. We conclude by identifying specific issues that require further attention to advance our understanding of EI.

Too drained to help: A resource depletion perspective on daily interpersonal citizenship behaviors

Journal of Applied Psychology

2015

This article explores the role of within-person fluctuations in employees' daily surface acting and subsequent personal energy resources in the performance of organizational citizenship behaviors directed toward other individuals in the workplace (OCBI). Drawing on ego depletion theory (Muraven & Baumeister, 2000), we develop a resource-based model in which surface acting is negatively associated with daily OCBIs through the depletion of resources manifested in end-of-day exhaustion. Further integrating ego depletion theory, we consider the role of employees' baseline personal resource pool, as indicated by chronic exhaustion, as a critical between-person moderator of these within-person relationships. Using an experience-sampling methodology to test this model, we found that surface acting was indirectly related to coworker ratings of OCBI through the experience of exhaustion. We further found that chronic levels of exhaustion exacerbated the influence of surface acting on employees' end-of-day exhaustion. These findings demonstrate the importance of employees' regulatory resource pool for combating depletion and maintaining important work behaviors. Implications for theory and practice are discussed.

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