Alex Lindsey - Department of Management
Alex Lindsey
Associate Professor | George Johnson Research Fellow
901.678.4551FCBE 202plndsey2@memphis.eduCurriculum Vitae Google Scholar LinkedIn
Dr. Alex Lindsey is an Associate Professor of Management in the Fogelman College of
Business and Economics at The University of Memphis. He earned his PhD in Industrial
and Organizational Psychology from George Mason University in 2016. Dr. Lindsey's
program of research seeks to generate effective strategies that individuals and organizations
can use to promote employee well-being and reduce interpersonal mistreatment in the
workplace. His work has been published in impactful outlets such as Journal of Applied Psychology, Journal of Organizational Behavior, Harvard Business
Review, Journal of Management Studies, Journal of Vocational Behavior and Journal of Business and Psychology. Dr. Lindsey’s work has been supported by external grants from the National Science
Foundation and the Society for Industrial and Organizational Psychology. He also serves
as an editorial board member for Journal of Business and Psychology. As a result of these accomplishments, Dr. Lindsey was named the George Johnson Reseach
Fellow in Management in 2024.
Representative Publications
- Arena, D. F., Jones, K. P., & Lindsey, A. P. (In Press). Signaling as an antecedent to identity management behaviors in LGB employees: A sensemaking perspective. Journal of Organizational Behavior.
- Nag, D., Berry, P., Jones, K. P., Arena Jr., D. F., & Lindsey, A.P. (In Press) Examining how pressure to disclose personal information during job interviews backfires on organizations. Journal of Business and Psychology.
- King, E. B., Hebl, M., Shapiro, J. R., Silver, E., Bilotta, R., Lennon, N., Jones, K. P., Lindsey, A. P., & Corrington, A. (2024). (Absent) allyship in STEM: Can psychological standing increase prejudice confrontation? Journal of Business and Psychology, 39, 1-21.
- Nag, D., Jones, K. P., Lindsey, A. P., Robinson, A., & Arena, D. A. (2024). A theoretical model of selective cyber incivility: Exploring roles of perceived informality and perceived distance. Human Resource Management Journal, 34, 421-436.
- Ahmad, A.†, King, E.†, Lindsey, A.†, Sabat, I.†, Phetmisy, C., & Anderson, A. (2021). Interpersonal outcomes of religious identity management at work. Journal of Management Studies, 58, 2207-2239. († authors contributed equally).
- Jones, K. P., Brady, J., Lindsey, A., Cortina, L. M., & Major, C. K. (2021). The interactive effects of coworker and supervisor support on prenatal stress and postpartum health: A time-lagged investigation. Journal of Business and Psychology, 37, 469-490.
- Ashburn-Nardo, L., Lindsey, A., Morris, K., & Goodwin, S. (2020). Who is responsible for confronting prejudice? The role of perceived and conferred authority. Journal of Business and Psychology, 35,799-811.
- Sabat, I., Lindsey, A., Winslow, C., King, E., Jones, K., Membere, A., & Smith, N. (2020). Stigma expression outcomes and boundary conditions: A meta-analysis. Journal of Business and Psychology, 35, 171-186.
- Lindsey, A., Avery, D., Dawson, J., & King, E. (2017). Investigating why and for whom management ethnic representativeness influences interpersonal mistreatment in the workplace. Journal of Applied Psychology, 102, 1545-1563.
- Lindsey, A., King, E., Membere, A., & Cheung, H.K. (2017) Two types of diversity training that really work. Harvard Business Review. July 28th, 2017. https://hbr.org/2017/07/two-types-of-diversity-training-that-really-work
- Sabat, I., Lindsey, A., King, E., Ahmad, A., Membere, A., & Arena, D. (2017). How prior knowledge of LGB identities alters the effects of workplace disclosure. Journal of Vocational Behavior, 103, 56-70.
- Lindsey, A., King, E., Hebl, M., & Levine, N. (2015). The impact of method, motivation, and empathy on diversity training effectiveness. Journal of Business and Psychology, 30, 605-617.
- Lindsey, A., King, E., McCausland, T., Jones, K., & Dunleavy, E. (2013). What we know and don't: Eradicating employment discrimination 50 years after the Civil Rights Act. Industrial and Organizational Psychology: Perspectives of Science and Practice, 6, 391-413.