Dr. Kristen Jones earned her Ph.D. from George Mason University after completing her undergraduate work at the University of Virginia. As an Associate Professor of Management at the University of Memphis, she teaches undergraduate and graduate level courses related to human resource management and diversity, equity, and inclusion (DEI) in organizations, conducts research on DEI topics, and mentors doctoral students. Her program of research focuses on identifying and remediating the range of biases – both subtle and overt – that unfairly disadvantage diverse employees at work, particularly women and mothers. Her work has been published in premier outlets including Journal of Management, Journal of Applied Psychology, Personnel Psychology, Harvard Business Review, Journal of Organizational Behavior, and Journal of Business and Psychology. Dr. Jones's research has also been recognized through grants from the Society of Human Resource Management (SHRM) Foundation, the Society for Industrial and Organizational Psychology (SIOP), the American Psychological Association (APA), and the Society for the Psychological Study of Social Issues (SPSSI).

 

Arena, D. F., Volpone, S. D., & Jones, K. P. (2023) (Overcoming) maternity bias in the workplace: A systematic review. Journal of Management, 49, 52–84. (Annual Review Issue)

Jones, K. P., Brady, J., Lindsey, A. P., Cortina, L. M., & Major, C. K. (2022). 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.

Jones, K. P., Clair, J. A., King, E. B., Humberd, B. K., & Arena, D. F. (2020). How help during pregnancy can undermine self-efficacy and increase postpartum intentions to quit. Personnel Psychology, 73, 431-458.

Mohr, J., Markell, H., King, E. B., Jones, K. P., Peddie, C. I., & Kendra, M. (2019). Affective antecedents and consequences of revealing and concealing a lesbian, gay, or bisexual identity. Journal of Applied Psychology, 104, 1266-1282.

Jones, K. P., Sabat, I. E., King, E. B., Ahmad, A. S., McCausland, T. C., & Chen, T. R. (2017). Isms and schisms: A meta-analysis of the prejudice-discrimination relationship across racism, sexism, and ageism. Journal of Organizational Behavior, 38, 1076-1110.

Jones, K. P. (2017). To tell or not to tell? Examining the role of discrimination in the pregnancy disclosure process at work. Journal of Occupational Health Psychology, 22, 239-250.

King, E. B., Mohr, J., Peddie, C., Jones, K. P., & Kendra, M. (2017). Predictors of identity management: An exploratory experience-sampling study of lesbian, gay, and bisexual workers. Journal of Management, 43, 476-502.

Jones, K. P., King, E. B., Gilrane, V. L., McCausland, T. C., Cortina, J. M., & Grimm, K. J. (2016). The baby bump: Managing a dynamic stigma over time. Journal of Management, 42, 1530-1556.

Jones, K. P., Peddie, C. I., Gilrane, V. L., King, E. B., & Gray, A. (2016). Not so subtle: A meta-analysis of the correlates of subtle and overt discrimination. Journal of Management, 42, 1588-1613.

Clair, J., Jones, K. P., King, E. B., & Humberd, B. K. (2016). The right and wrong ways to help pregnant workers. Harvard Business Review. September 27, 2016. https://hbr.org/2016/09/the-right-and-wrong-ways-to-help-pregnant-workers

Jones, K. P., & King, E. B. (2016). Stop "protecting" women from challenging work. Harvard Business Review. September 9, 2016. https://hbr.org/2016/09/stop-protecting-women-from-challenging-work

King, E. B., & Jones, K. P. (2016). Why subtle bias is so often worse than blatant discrimination. Harvard Business Review. July 13, 2016. https://hbr.org/2016/07/why-subtle-bias-is-so-often-worse-than-blatant-discrimination

Jones, K. P., & King, E. B. (2014). Managing concealable stigmas at work: A review and multilevel model. Journal of Management, 40, 1466-1494. (Annual Review Issue)