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Honours
2020 Kaufman Foundation Best Student Paper Award from the Gender and Diversity Division (GDO) of the Academy of Management for a paper co-authored with a former MSc student (value: $1,500 USD)
2020 Visiting Professor, University of Western Australia Business School [February-May, 2020; visited interrupted due to COVID-19 pandemic]
2019 Distinguished Winner of the Responsible Research in Management Award co-sponsored by the International Association for Chinese Management (IACMR) and the Community for Responsible Research in Business and Management (RRBM) (value: $2,000 USD)
2018 First Runner Up for the Saroj Parasuraman Award (outstanding publication on gender and diversity in organizations) from the Gender and Diversity Division (GDO) of the Academy of Management
2018 Laurier Early Career Researcher Award (value: $2,500 CAD)
2016 Visiting Faculty, Católica Lisbon School of Business & Economics (Portugal), Organizational Behavior Group (visited for the month of June, 2016)
2015 Outstanding New Scholar Award, Lazaridis School of Business & Economics, Wilfrid Laurier University
Recent Publications
Refereed Journal Articles
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. doi.org/10.1016/j.obhdp.2019.10.001
*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, 287-303. [invited] doi.org/10.1177/1548051819849006
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, 1155-1164. doi.org/10.1037/apl0000327
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, 1196-1212. doi: 10.1002/job.2196
Hideg, I., & Ferris, D. L. (2017). Dialectical thinking and fairness-based perspectives of affirmative action. Journal of Applied Psychology, 102, 782-801. doi: 10.1037/apl0000207
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, 28-45. doi: 10.1111/ncmr.12087
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, 706-727. doi: 10.1037/pspi0000072
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, 227-236. doi: 10.1037/a0038082
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, 282-289. doi: 10.1111/ncmr.12041 *All authors have equally contributed.
Hideg, I., & Ferris, D. L. (2014). Support for employment equity policies: A self-enhancement approach. Organizational Behavior and Human Decision Processes, 123, 49-64. doi: 10.1016/j.obhdp.2013.11.002
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, 405-421. doi: 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. doi: 10.1177/0022022113492894
Côté, S., Hideg, I., & Van Kleef, G. A. (2013). The consequences of faking anger in negotiations. Journal of Experimental Social Psychology, 49, 453-463. doi: 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, 363-376. doi: 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, 1073-1080. doi: 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, 53-71. doi: 10.1177/2041386610379257
Invited Book Chapters
Miners, C. T. H., & Hideg, I. (2015). Emotional intelligence and competencies. In James D.
Wright (Ed.), International Encyclopedia of the Social & Behavioral Sciences (2nd ed., Vol 7, pp. 445-451). Oxford: Elsevier.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.2019.278Hideg, I., & Ferris, D. L. (2013). Two sides of sexism: How sexist attitudes may undermine and promote gender diversity. Academy of Management Annual Meeting Proceedings. [top 10% of accepted conference papers]
https://journals.aom.org/doi/pdf/10.5465/ambpp.2013.52Trougakos, 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. [top 10% of accepted conference papers]
https://journals.aom.org/doi/pdf/10.5465/ambpp.2011.65869981Popular Media Publications
Hideg, I., & Wilson, A. E. (February 5, 2020). Bringing up past injustices make majority groups defensive. Harvard Business Review, digital article. 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, digital article. 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/Grants
Project Title Role Award Amount Year Awarded Granting Agency Project TitleMen and gender equality: The effect of taking a paternity leave on men's career outcomes RoleInsight Grant, Principal (Sole) Investigator Award Amount$152,377.00 Year Awarded2019-2023 Granting AgencySocial Sciences and Humanities Research of Canada (SSHRC) Project TitleTackling the Gender Gap in Entrepreneurship: The Role of Benevolent Sexist Attitudes in Underfunding of Female-Led Ventures Role Award Amount$7,988.00 Year Awarded2018-2019 Granting AgencyLazaridis Institute Seed Grant, Wilfrid Laurier University, PI Project TitleEarly Researcher Award RolePrincipal (Sole) Investigator Award Amount$190,000.00 Year Awarded2016-2021 Granting AgencyOntario Ministry of Research, Innovation and Science Project TitleThe Intersection of Teamwork, Culture, and Technology: Enhancing Soft Skill Development in Post-Secondary Education through Student-Centered Feedback RoleCo-applicant (PI: Thomas O’Neill) Other co-applicants: Chiocchio, F.; Donia, M.; Steel, P.; Taras, V.; & Uggerslev, K. Award Amount$465,000.00 Year Awarded2016-2019 Granting AgencySocial Sciences and Humanities Research of Canada (SSHRC) Project TitleDouble-Edged Sword of Benevolent Sexism: How Benevolent Sexist Attitudes Promote and Undermine Gender Diversity in the Workplace RolePI (Collaborator: D. Lance Ferris) Award Amount$114,604.00 Year Awarded2014-2019 Granting AgencySocial Sciences and Humanities Research of Canada (SSHRC) Project TitleA Self-Image Threat Approach to Understanding Nonbeneficiaries' and Beneficiaries' Reactions to Employment Equity Policie RolePrincipal (Sole) Investigator Award Amount$3,000.00 Year Awarded2013 Granting AgencyLaurier Seed Grant (Internal Grant, Wilfrid Laurier University)
Ivona Hideg
Associate Professor; Ann Brown Chair in Organization Studies
PhD (University of Toronto)MASc (University of Waterloo)
BA (University of Waterloo)