Professor, Organizational Behaviour

  • Corus Entertainment Chair in Women in Management


Alison M. Konrad arrived at Ivey in 2003 as a Professor of Organizational Behaviour at the Ivey Business School 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 has been 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, 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 current work is funded by a $98K grant from SSHRC to study the impact of HRM practices in a diverse workplace (2012-17). 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 is a member of the Editorial Board for Administrative Science Quarterly and the Academy of Management Learning & Education.  She has served on the Editorial Board of the Academy of Management Review and was 2003-07 Editor of Group and Organization Management.


  • HBA Leading People in Organizations
  • Ph.D. Organizational Behaviour
  • Corporations & Society: Women in Leadership

Programs Taught

  • PhD


  • BA, Monmouth College
  • MA, Claremont Graduate University
  • PhD, Claremont Graduate University

Selected Publications


  • 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).


  • Konrad, A. M., Yang, Y., & Maurer, C.  (accepted). Antecedents and outcomes of diversity and equality management systems: An integrated institutional agency and strategic human resource management approach. Human Resource Management.
  • Shin, D., & Konrad, A. M.  (in press).  Causality between High Performance Work Systems and Organizational Performance. Journal of Management.
  • Lee, S. H., Qureshi, I., Konrad, A. M., & Bhardwaj, A.  (2014, September).  Proactive personality, heterophily, and the moderating role of proactive personality on network centrality and psychological outcomes:  A longitudinal study.  Journal of Business & Psychology, 29, 381-395.
  • Konrad, A. M., Moore, M. E., Ng, E. S. W., Doherty, A. J., & Breward, K. (2013, September). Temporary work, underemployment and workplace accommodations: Relationship to well-being for workers with disabilities. British Journal of Management.
  • Ayoko, O., & Konrad, A. M. (2012). Leaders' transformational, conflict and emotional behaviours in culturally diverse workgroups. Equality, Diversity & Inclusion: An International Journal, 31(8): 694-724.
  • Stickney, L., & Konrad, A. M. (2012, Fall). Societal institutions and work and family gender-role attitudes, Organization Management Journal.
  • Konrad, A. M., & Yang, Y. (2012, November). Is Using Work-Life Interface Benefits a Career-Limiting Move? An Examination of Women, Men, Lone Parents, and Parents with Partners. Journal of Organizational Behavior, 33 (8): 1095-1119.
  • Yang, Y., Konrad, A. M., & Cannings, K. (2012, July). Pay dispersion and earnings for women and men: A study of Swedish doctors. Gender in Management: An International Journal.
  • Ayoko, O., Konrad, A. M., & Boyle, M. (2012, April). Online work: Managing conflict and emotions for performance in virtual teams. European Management Journal, 30(2), 156-174. Click here to view.
  • Konrad, A. M., Moore, M. E., Doherty, A. J., Ng, E. S. W., & Breward, K. (2012). Vocational status and perceived well-being of workers with disabilities. Equality, Diversity & Inclusion: An International Journal, 31(2), 100-123. Click here to view. 
  • Moore, M. E., Konrad, A. M., Yang, Y., Ng, E. S. W., & Doherty, A. J.  (2011, December).  The vocational well-being of workers with childhood onset of disability:  Life satisfaction and perceived workplace discrimination.  Journal of Vocational Behavior, 79(3), 681-698.
  • Yang, Y., & Konrad, A. M.  (2011, November).  Diversity and organizational innovation:  The role of employee involvement.  Journal of Organizational Behavior 32(8), 1062-1083. 
  • Yang, Y., & Konrad, A. M.  (2011, February).  Understanding diversity management practices:  Implications of institutional theory and resource based theory.  Group & Organization Management, 36 (1), 6-38.
  • Konrad, A. M., Cannings, K., & Goldberg, C.  (2010, November).  Asymmetrical demography effects on psychological climate for gender diversity:  Differential effects of leader gender and work unit gender composition among Swedish doctors.  Human Relations, 63(11), 1661-1680.  DOI:  10.1177/0018726710369397
  • Moore, M. E., Konrad, A. M., & Hunt, J.  (2010, June).  Creating a vision boosts the impact of top management support on the employment of managers with disabilities:  The case of sport organizations in the USA.  Equality, Diversity & Inclusion:  An International Journal, 29(6), 609-625.  DOI: 10.1108/02610151011067531
  • Moore, M. E., Konrad, A. M., & Parkhouse, B. L. (2010, Spring). Women in sport management: Advancing the representation through HRM structures. Gender in Management: An International Journal, 25, 104-118. [Re-publication of Moore, Konrad & Parkhouse, 2001, selected as high impact article].
  • Moore, M., & Konrad, A. M.  (2010, Spring).  A reflection of the contributions of "women in sport management:  advancing the representation through HRM structures."  Gender in Management:  An International Journal, 25(2), 100-103.
  • Yap, M., & Konrad, A. M. (2009, Fall). Gender and racial differentials in promotions: Is there a sticky floor, a mid-level bottleneck, or a glass ceiling? Relations Industrielles/Industrial Relations (RI-IR), 64, 593-620.
  • 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.
  • Konrad, A. M.  (2006, September).  Leveraging Workplace Diversity in Organizations.  Organization Management Journal, 3, 164-189.
  • 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.
  • Konrad, A. M.  (2003, March).  Defining the domain of workplace diversity scholarship: Introduction to the Special Issue on Workplace Diversity.  Group and Organization Management, 28, 1-14.
  • 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 labour 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.

Honours & Awards

  • 2012-17: SSHRC Insight Grant, CDN$97,080 to study the impact of HRM systems in a diverse workplace.
  • 2013: Winner, Rosabeth Moss Kanter Award for Excellence in Work-Family Research for the paper, “Is using work-life interface benefits a career-limiting move? An examination of women, men, lone parents, and parents with partners,” Journal of Organizational Behavior, 33(8), 1095-1119. Award co-sponsored by the Center for Families at Purdue U. and the Boston College Center for Work and Family.


  • Professor of Organizational Behaviour, Ivey Business School, Western University (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 (1988-1994)
  • Postdoctoral Fellow, Department of Sociology, Stanford University (1986-1988)

Research/Course Development

  • Gender and Diversity in Organizations
  • Inclusivity Initiatives
  • Employment Equity and Affirmative Action Programs
  • Work-Life Program Initiatives
  • Work Values and Attitudes