Eden B. King
Assistant Professor of I/O Psychology

4400 University Drive, MSN 3F5
Fairfax, VA 22030

eking6@gmu.edu
703-993-1620

  


RESEARCH INTERESTS

The goal of my research is to contribute to the effective and equitable management of diverse organizations. My research draws from social psychological theory to examine current manifestations of discrimination in organizations, consequences of such bias for its targets and their workplaces, and individual and organizational strategies for bias reduction.


TEACHING

Industrial/Organizational Psychology(Syllabus)
Research Methods(Syllabus)
Psychology of GenderSyllabus)
Readings in PsychologySyllabus)
Social Psychology syllabus
Personnel Selectionoc
Seminar in Diversity


RECENT PUBLICATIONS
For full vitae, click here.it(vitae)

  • King, E. B., Reilly, C., Hebl, M. R., & Griffith, K. (in press). The best and worst of times: Dual perspectives of coming out in the workplace. Group and Organization Management.
  • King, E. B.*, Kaplan, S.*, & Zaccaro, S. (in press). Metaperceptions in diverse workgroups: Intrapersonal perspectives and intragroup processes. In B. Mannix, M. Neale, & K. Phillips (Eds.), Research on managing groups and teams. Oxford, UK: Elsevier.
  • Hebl, M. R., King, E. B., Glick, P., Kazama, S., & Singletary, S. (2007). Hostile and benevolent reactions toward pregnant women: Complementary interpersonal punishments and rewards that maintain traditional roles. Journal of Applied Psychology, 92, 1499-1511.
  • King, E. B., De Chermont, K., West, M. A., Dawson, J., & Hebl, M. R. (2007). How innovation can alleviate the negative consequences of demanding work: The influence of climate for innovation on organizational outcomes. Journal of Occupational and Organizational Psychology, 80, 631-645.
  • George, J. M., & King, E. B. (2007). Potential pitfalls of affect convergence in groups: Functions and dysfunctions of group affective tone. In B. Mannix, M. Neale, & C. Anderson (Eds.), Research on managing groups and teams (p. 97-124). Oxford, UK: Elsevier.
  • Madera, J., Podratz, K.,King, E. B., & Hebl, M. R. (2007). Schematic responses to sexual harassment complainants: The influence of gender and physical attractiveness. Sex Roles, 56, 223-230.
  • Shapiro, J., King, E. B., & Quiñones, M. (2007). Expectations of obese trainees: How stigmatized trainee characteristics influence training effectiveness. Journal of Applied Psychology, 92, 239-249.
  • Law, C., King, E. B.,  Zitek, E., & Hebl, M. R. (2007). The stigma of AIDS in the United States: A methodological review and directions for future research. Interamerican Journal of Psychology, 41, 75-87.
  • Hebl, M. R., King, E. B., & Law, C. (2006). Gay, lesbian, and bisexual issues at work. In S. G. Rogelberg’s (Ed.), Encyclopedia of Industrial and Organizational Psychology.
  • Currall, S. C., King, E. B., Lane, N., Madera, J., & Turner, S. (2006). What drives public acceptance of nanotechnology? Nature: Nanotechnology, 1, 153-156.
  • *King, E. B., *Shapiro, J., Hebl, M. R., Singletary, S., & Turner, S. (2006). The stigma of obesity in customer service: A mechanism of remediation and bottom-line consequences of interpersonal discrimination. Journal of Applied Psychology, 91, 579-593.
  • King, E. B. (2006). Current Industrial/Organizational psychology perspectives of women in organizations. Equal Opportunities International, 25, 215-218.
  • King, E. B., Mendoza, S., Madera, J., Hebl, M. R., & Knight, J. L. (2006). What’s in a name? A multi-ethnic investigation of access discrimination. Journal of Applied Social Psychology, 36, 1145-1159.