Alison M. Konrad
Professor of Organizational Behavior
Corus Entertainment Chair in Women in Management

Alison M. Konrad is a Professor of Organizational Behavior at the Richard Ivey School of Business and holder of the Corus Entertainment Chair in Women in Management. She earned her Ph.D. in Applied Social Psychology at the Claremont Graduate University. She is a Fellow of the Eastern Academy of Management and a member of the Women's Executive Network (WXN) Advisory Board for Canada's Most Powerful Women Top 100. Dr. Konrad was Chair of the Academy of Management’s Gender and Diversity in Organizations Division in 1996-97 and President of the Eastern Academy of Management in 1997-98. She was President of the International Society for the Study of Work and Organizational Values in 2002-04. Prior to joining the school in 2003, she was Professor of Human Resource Management at the Fox School of Business and Management, Temple University.
 
Dr. Konrad's research interests center on gender and diversity in organizations. She received a CDN$113K grant from SSHRC to study Strategic Diversity Initiatives in Canadian organizations in 2004-07; a CDN$52K grant from SSHRC to study the impact of workplace diversity on innovation in 2007-10; a US$89K grant from the Graduate Admissions Council of Canada to study social networking among MBAs in 2008-09; and a CDN$149K grant from SSHRC to expand the social networking study to 2008-11. Her work on gender effects on earnings, Affirmative Action programs, and gender differences in job attribute preferences has received three distinguished paper awards from the Gender and Diversity in Organizations Division of the Academy of Management. She was also recipient of the Division's Sage Award for Scholarly Contributions to Management in 1998. Her work on Employer Initiatives to manage the Welfare to Work Transition was funded by a US$108K grant from the Charles Stewart Mott Foundation.
 
Dr. Konrad has published over 50 research articles on gender and diversity in organizations in such outlets as the Academy of Management Journal, Administrative Science Quarterly, the Journal of Management Inquiry, Human Relations, the Psychological Bulletin, Sex Roles, and the Strategic Management Journal. Dr. Konrad has served on the Editorial Board of the Academy of Management Review and is 2003-07 Editor of Group and Organization Management.

Managing for Diversity & Inclusiveness Report
(PDF 166 KB)

PROGRAM TEACHING

HBA Leading People in Organizations
Ph.D. Organizational Behavior
 
RESEARCH/COURSE DEVELOPMENT
 
Gender and Diversity in Organizations
Inclusivity Initiatives
Employment Equity and Affirmative Action Programs
Work-Life Program Initiatives
Work Values and Attitudes

SELECTED PUBLICATIONS

Books

• Baruch, Y., Konrad, A. M., Aguinis, H., & Starbuck, W. (2008). Opening the Black Box of Editorship. London: Palgrave (296 pages).
• Konrad, A. M., Prasad, P., & Pringle, J. K. (Eds.). (2006, January). Handbook of Workplace Diversity. London: Sage (551 pages).
• Konrad, A. M. (2006). Cases in Gender & Diversity in Organizations. Thousand Oaks, CA: Sage (245 pages).

Articles

• Konrad, A. M., Kramer, V., & Erkut, S. (2008, April-June). Critical Mass: The Impact of Three or More Women on Corporate Boards. Organizational Dynamics, 37, 145-164.
• Stickney, L., & Konrad, A. M. (2007, September). Gender-role attitudes and earnings: A multinational study of married women and men. Sex Roles, 57, 801-811.
• Corrigall, E. A., & Konrad, A. M. (2007, June). Family Responsibilities, Job Attribute Preferences, Gender Role Attitudes and Women’s Careers: A Longitudinal Study. Sex Roles, 56, 847-855.
• Deckop, J., Konrad, A. M., Perlmutter, F. D., & Freely, J. (2006, Winter). The effect of human resource management practices on the job retention of former welfare clients. Human Resource Management, 45, 539-559.
• Linnehan, F., Chrobot-Mason, D., & Konrad, A. M. (2006, June). Diversity attitudes and norms: The role of ethnic identity and relational demography. Journal of Organizational Behavior, 27, 419-442.
• Konrad, A. M., Ross, G., III, & Linnehan, F. (2006, May). Is promoting an African American unfair? The triple interaction of participant ethnicity, target ethnicity, and ethnic identity. Journal of Applied Social Psychology, 36, 1215-1233.
• Corrigall, E. A., & Konrad, A. M. (2006, January). The impact of job attribute preferences to employment, hours of paid work, and family responsibilities: An analysis comparing women and men. Sex Roles, 54, 95-108.
• Perlmutter, F. D., Deckop, J., Konrad, A. M., & Freely, J. (2005, December). Nonprofits and the job retention of former welfare clients. Nonprofit and Voluntary Sector Quarterly, 34, 473-490.
• Konrad, A. M., Yang, Y., Goldberg, C. B., & Sullivan, S. (2005, September). Preferences for job attributes associated with work and family: A longitudinal study of career outcomes. Sex Roles, 53, 303-315.
• Moore, Mark E., Parkhouse, B. L., & Konrad, A. M. (2004). Diversity programs: Influencing female students to sport management? Women in Management Review, 19, 304-316.
• Goldberg, C. B., Finkelstein, L. M., Perry, E., & Konrad, A. M. (2004). Job and industry fit: The effects of age and gender matches on career progress outcomes. Journal of Organizational Behavior, 25, 807-829.
• Geddes, D., & Konrad, A. M. (2003). Demographic differences and reactions to performance feedback. Human Relations, 56, (12), 1485-1514.
• Konrad, A. M., & Spitz, J. (2003). Explaining demographic group differences in affirmative action attitudes. Journal of Applied Social Psychology, 33, (8), 1618-1642.
• Linnehan, F., Konrad, A. M., Reitman, F., Greenhalgh, A., & London, M. (2003). Behavioral goals for a diverse organization: The effects of attitudes, social norms, and racial identity for Asian Americans and Whites. Journal of Applied Social Psychology, 33, (7), 1331-1359.
• Konrad, A. M. (2003). Family demands and job attribute preferences: A four-year longitudinal study of women and men. Sex Roles, 49, 35-46.
• Brown, D. W., & Konrad, A. M. (2001). Job seeking in a turbulent economy: Social networks and the importance of cross-industry ties to an industry change. Human Relations, 54, 1015-1044.
• Konrad, A. M., & Mangel, R. (2000). The impact of work-life programs on firm productivity. Strategic Management Journal, 21, 1225-1237.
• Konrad, A. M., Ritchie, J. E., Jr., Lieb, P., & Corrigall, E. (2000). Sex differences and similarities in job attribute preferences: A meta-analysis. Psychological Bulletin, 126, 593-641.
• Konrad, A. M., Corrigall, E., Lieb, P., & Ritchie, J. E., Jr. (2000). Sex differences in job attribute preferences among managers and business students. Group and Organization Management, 25, 108-131.
• Linnehan, F, & Konrad, A. M. (1999). Diluting diversity: Implications for inter-group inequality in organizations. Journal of Management Inquiry, 8, 400-415.
• Langton, N., & Konrad, A. M. (1998). The impact of labor market structure on sex differences in earnings. Gender, Work and Organization, 5(2), 83-101.
• Konrad, A. M., & Linnehan, F. (1995). Formalized HRM structures: Coordinating equal employment opportunity or concealing organizational practices? Academy of Management Journal, 38, 787-820.

EXPERIENCE
 
Professor of Organizational Behavior, Richard Ivey School of Business, The University of Western Ontario, 2003-present.
Professor of Human Resource Management, Fox School of Business and Management, Temple University, 2000-2003.
Associate Professor of Human Resource Management, Fox School of Business and Management, Temple University, 1994-2000.
Assistant Professor of Human Resource Management, Fox School of Business and Management, Temple University, 198819-94.
Postdoctoral Fellow, Department of Sociology, Stanford University, 1986-1988.
 
EXPERTISE

Inclusivity Initiatives in Organizations, Affirmative Action/Employment Equity Programs, Work/Life Balance Initiatives, Job Attitudes and Work Values