Associate Professor of Management & Organization
Department: Management and Organization
Office: 438 Business Building
Member of Faculty Since: 2012
Aparna Joshi 's work focuses on multilevel issues in workplace diversity, gender issues in science an engineering, collaboration in global and distributed teams, generational issues in the workplace, and international and cross-cultural management. Her work in the area of gender dynamics in engineering work groups was recently awarded a National Science Foundation grant. Her research appears in the, Administrative Science Quarterly, Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and Organization Science. Aparna’s work has received the Academy of Management’s Saroj Parasuraman Award in 2010, the Dorothy Harlow Distinguished Paper Award in 2006 and 2008, the Ulrich-Lake Award for Outstanding Contribution to the Human Resource Management Journal, and the Academy of Management’s Best Dissertation Award (Gender and Diversity in Organizations division) and has also been featured in the Cincinnati Enquirer, USA Today, and the Times of India. Prior to joining Smeal she was on the faculty of the University of Illinois, Champaign-Urbana. She has served on the editorial boards of the Academy of Management Journal and Organizational Behavior and Human Decision Processes and is currently an Associate Editor for the Academy of Management Journal. She was awarded the 2014 Cummings Award for Early to Mid-Career Scholarly Achievement, one of the highest professional honors in the field of organizational behavior, by the Organizational Behavior Division of the Academy of Management.
Aparna's NSF funded research focuses on status based dynamics in multidisciplinary science and engineering groups. These groups are assembled to pool expertise and knowledge, solve complex and critical problems, and advance innovation. Yet, managing social dynamics in work groups has been an enduring challenge. This challenge is magnified when work groups represent diversity in terms of gender, ethnicity, or cultural backgrounds. From a policy standpoint, the attraction and retention of female and minority scientists and engineers has been a concern in both academic and corporate settings. The findings from the proposed research will inform initiatives for facilitating inclusive and productive working relationships at the group level that will ultimately lead to the more optimal utilization of the diverse expertise represented in these groups. Specifically, the proposed research will have broad impacts on three stakeholder groups – engineering faculty, students, and managers in high-technology organizations.
Joshi, A. & Knight, A.2014, "Who defers to whom and why? Dual pathways linking demographic differences and dyadic deference to team effectiveness", Academy of Management Journal, , in press.
Joshi, A.2014, "By whom and when is women's expertise recognized? The interactive effects of gender and education in science and engineering teams", Administrative Science Quarterly, , In Press.
Gajendran, R,& Joshi,A.2013, "Inclusion and Identification in Virtual Teams: Does Leader-Member Virtual Communication Matter?", Journal of Applied Psychology, , 97, 1252-1261.
Joshi, A., Dencker, J., & Franz, G.2011, "Generations in organizations", Research in Organizational Behavior, , 31, 177-205.
Joshi, A., Dencker, J., Franz, G., & Martocchio. J.2010 , "Unpacking generational identities in organizations ", Academy of Management Review, , 35, pp.392-414.
Joshi, A., & Roh., H.2009, "The role of context in work team diversity research: A meta-analytic review", Academy of Management Journal, , 52, pp.599-628.
Joshi A., Lazarova., M., & Liao, H.2009, "Getting everyone on board: The role of inspirational leadership in geographically dispersed teams", Organization Science, , 20, pp.240-252.
Liao, H., Chuang, A., Joshi., A.2008, "In the eye of the beholder: Understanding why people think they are different, and when perceived dissimilarity leads to turnover", Organizational Behavior and Human Decision Processes, , 106, pp.106-124.
Joshi., A.2006, "The influence of organizational demography on the external networking behavior of teams", Academy of Management Review, , 31, pp.583-597.
Joshi, A., Liao, H., & Jackson, S.E. 2006, "Cross-level effects of workplace diversity on sales performance and pay", Academy of Management Journal, , 49, pp.459-481.
Liao, H., Joshi A., & Chuang, A. 2004, "Sticking out like a sore thumb: Employee dissimilarity and deviance", Personnel Psychology, , 57, pp.969-1000.
Jackson, S.E. & Joshi A. 2004. , "Diversity in social context: A multi-attribute, multi-level analysis of team diversity and performance in a sales organization. ", Journal of Organizational Behavior, , 25, pp.675-702.
Leonard, J., Levine, D., & Joshi A.2004 , "Do birds of a feather shop together? The effects on performance of employees’ similarity with one another and with customers. ", Journal of Organizational Behavior, , 25, pp.731-754..
Jackson, S. E., Joshi, A., & Erhardt, N. L. 2003. , "Recent research on team and organizational diversity: SWOT analysis and implications. ", Journal of Management, , 29, pp.801-830.
Gully, S., Incalcaterra, K., Joshi, A., & Beaubin, J. 2002. , "A meta-analysis of team-efficacy, potency, and performance: Interdependence and level of analysis as moderators of observed relationships. ", Journal of Applied Psychology, , 87, pp.819-832.
Caligiuri, P., Hyland, M., Joshi A., & Bross, A. 1998. , "Testing a theoretical model for examining the relationship between family adjustment and expatriates’ work adjustment. ", Journal Applied Psychology, , 83, pp.598-614.
Ph.D., Rutgers University, 2002
MS, Rutgers University, 1999