Aaron C. Kay
I am an associate professor of management and associate professor of psychology & neuroscience at Duke University, with a Ph.D. in psychology from Stanford University (2005). My research centers on the application of social cognitive and social psychological theories, principles, and processes to the understanding of individual and societal motivations, beliefs, and behaviors. These include (but are not limited to) the causes and consequences of stereotyping, religious belief, political ideology, and the attitudes people hold toward their organizations and institutions.
Jordan Axt received his PhD in 2017 from the University of Virginia. He is currently a post-doc in the ACK! lab and at the Center for Advanced Hindsight. His research explores how people form and express intergroup bias in attitudes and behavior.
Broadly, my research 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, I explore 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, I examine 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.
Jae Yun Kim
I am a PhD student in Management and Organizations at Duke University. My 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.
I am a PhD Candidate in Management & Organizations at the Fuqua School of Business at Duke University. I am interested in the broad concept of agency in organizations. My 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 implications of these perceptions for gender and leadership.
Rebecca Ponce de Leon
My research broadly explores prejudice, inequality, and identity, especially the way stereotypes and ideology affect perceptions in the workplace. I am particularly interested in bias in the workplace and the ideological underpinnings of motivated cognitive processes.
I also study 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.