Kristen P. Jones, Assistant Professor, Department of Management

Kristen P. Jones, Ph.D.

Assistant Professor, Department of Management

FAB 201
Office Hours
by appointment


Dr. Kristen Jones earned her Ph.D. from George Mason University after completing her undergraduate work at the University of Virginia. As an Assistant Professor of Management at the University of Memphis, she teaches undergraduate and graduate level courses related to human resource management, conducts research on workforce diversity and inclusion, and mentors doctoral students. Her program of research focuses on identifying and remediating subtle bias that unfairly disadvantages diverse employees at work, particularly women and mothers. Her work has been published in premier outlets including Journal of Management, Journal of Applied Psychology, Harvard Business Review, Human Resource Management, Journal of Business and Psychology, and Journal of Occupational Health 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).

Representative Publications

Arena, D. F., Jones, K. P., Sabat, I. E., & King, E. B. (2021). The intrapersonal experience of pregnancy at work: An exploratory study. Journal of Business and Psychology, 36, 85-102.

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.

Sabat, I. E., Lindsey, A. P., King, E. B., Winslow, C., Jones, K. P., Membere, A., & Smith, N. (2020). Stigma expression outcomes and boundary conditions: A meta-analysis. Journal of Business and Psychology, 35, 171–186.

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., Arena, D. F., Nittrouer, C. L., Alonso, N. M., & Lindsey, A. P. (2017). Subtle discrimination at work: A vicious cycle. Industrial and Organizational Psychology, 10, 51-76.

King, E. B., Dawson, J. F., Jensen, J., & Jones, K. P. (2017). A socioecological approach to relational demography: How demographic representativeness and respectful coworkers affect job attitudes. Journal of Business and Psychology, 32, 1-19.

Arena, D. F., & Jones, K. P. (2017). To "B" or not to "B": Assessing the disclosure dilemma of bisexual individuals at work. Journal of Vocational Behavior.

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.

Jones, K. P., Stewart, K., King, E. B., Botsford Morgan, W., & Gilrane, V. E. (2014). A dark side of seemingly civil behavior? Negative consequences of benevolent sexism on efficacy and performance.Gender in Management: An International Journal, 29, 171-189.

Jones, K. P., King, E. B., Nelson, J., Bowes-Sperry, L., & Geller, D. S. (2013). Beyond the business case: An ethical perspective of diversity training. Human Resource Management, 52, 55-74.

Lindsey, A., King, E., B., McCausland, T. C., Jones, K. P., & Dunleavy, E. (2013). What we know and don't: Eradicating employment discrimination 50 years after the Civil Rights Act. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 391-413.