What We Do
Our lab studies topics of justice, morality, politics, stereotyping, and ideology from social psychological, social cognitive, motivational science and organizational behavior perspectives.
Who We Are
Sean Fath’s research broadly explores (1) people’s lay beliefs about social and organizational stratification and (2) the ways in which decision makers use different types of information when evaluating others. For instance, in one line of work, he explores popular assumptions about managerial hierarchy and the ways these assumptions influence people’s beliefs about different organizations and the people who work in them. In another line of work, he examines the appeal of potentially biasing information in evaluative contexts and people’s naïve theories about how the use of such information affects their decisions and evaluations.
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Daniela Goya-Tocchetto’s research explores the nature and impact of ethical decisions in organizations and society more broadly. She is particularly interested in the psychological mechanisms that enable the maintenance of unjust organizational and social arrangements. For example, she is currently working on better understanding the contexts in which economic inequality can lead to achievement motivation or feelings of personal relative deprivation.
Jae Yun Kim is a Ph.D. student in Management and Organizations at Duke University. His research primarily examines how popular ideas of self-help and self-improvement (e.g., women’s empowerment messages, advice to pursue one’s passion, and the belief in the power of thinking) shape perceptions of fairness, inequality, and legitimacy.
Anyi Ma is a Ph.D. candidate in Management and Organizations at the Fuqua School of Business at Duke University. She is interested in the broad concept of agency in organizations. Her research is split into two broad streams: (1) How does agentic experiences (i.e., being in control, having choices) influence organizational outcomes, and (2) How are agentic people perceived at the workplace, and the implications of these perceptions for gender and leadership.
Rebecca Ponce de Leon’s research broadly explores prejudice, inequality, and identity, especially the way stereotypes and ideology affect perceptions in the workplace. She is particularly interested in bias in the workplace and the ideological underpinnings of motivated cognitive processes. She also studies intersectional identities, specifically the way in which race moderates the female gender stereotype and how these varied stereotypes about women operate at different organizational levels.