Dr. Alex Lindsey
Dr. Alex Lindsey is an Assistant Professor of Management in the Fogelman College of Business and Economics at The University of Memphis. He earned his Ph.D. in Industrial and Organizational Psychology from George Mason University in 2016. Dr. Lindsey's program of research investigates fair and equitable solutions to mitigate diversity-related challenges such as prejudice and discrimination in the workplace. Because seemingly trivial instances of disadvantage can create substantial inequity over time in the workplace, it represents a ripe context in which to study manifestations of disadvantage and potential solutions to these serious problems. His research seeks to generate effective strategies that targets of prejudice, their allies, and organizations can use to reduce inequality and promote inclusion in the workplace. Specifically, Dr. Lindsey's work has addressed diversity training effectiveness, impression and identity management strategies, and demographic representativeness in management. This work has been published in quality outlets such as Journal of Applied Psychology, Harvard Business Review, Journal of Management Studies, Journal of Vocational Behavior, and Journal of Business and Psychology.
Nag, D., Jones, K. P., Lindsey, A. P., Robinson, A., & Arena, D. A. (In press). A multi-perspective process model of selective cyber incivility: The role of perceived anonymity and psychological capital. Human Resource Management Journal.
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. P., 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.