Background

Dr. Eden King joined the faculty of the Industrial-Organizational Psychology program at George Mason University after earning her Ph.D. from Rice University in 2006. Dr. King is pursuing a program of research that seeks to guide the equitable and effective management of diverse organizations. Her research, which has appeared in outlets such as the Journal of Applied Psychology, Human Resource Management, Perspectives of IO Psychology, and Group and Organization Management, integrates organizational and social psychological theories in conceptualizing social stigma and the work-life interface. This research addresses three primary themes: 1) current manifestations of discrimination and barriers to work-life balance in organizations, 2) consequences of such challenges for its targets and their workplaces, and 3) individual and organizational strategies for reducing discrimination and increasing support for families. In addition to her academic positions, Dr. King has consulted on applied projects related to climate initiatives, selection systems, diversity training programs, and has worked as a trial consultant. She is currently on the editorial board of the Journal of Management and the Journal of Business and Psychology.

Teaching

Dr. King's primary goal in teaching and mentoring roles is to cultivate critical thinking based on empirical research. A secondary goal across classes is to evoke persistent learning and application of research outside the classroom walls. These goals are addressed through conveying enthusiasm and respect, utilizing active learning strategies, establishing an open discussion orientation, and by integrating projects that require the application of class content.

Graduate Courses: Social Psychology, Personnel Selection, Professional Development, Seminar in Diversity

Undergraduate Courses: Psychology of Women, Intro to IO Psychology

Representative Publications
(for full CV, click here)

King, E. B., Hebl, M. R., George, J. M., & Matusik, S. F. (in press). Understanding tokenism: Negative consequences of perceived gender discrimination in male-dominated organizations. Journal of Management.
King, E. B., Hebl, M. R., & Beal, D. J. (in press). Conflict and cooperation in diverse workgroups. Journal of Social Issues.
King, E. B. (2008). The effect of bias on the advancement of working mothers: Disentangling legitimate concerns from inaccurate stereotypes as predictors of career success. Human Relations, 61, 1677-1711.
King, E. B., Reilly, C., & Hebl, M. R. (2008). The best and worst of times: Dual perspectives of coming out in the workplace. Group and Organization Management, 33, 566-601.
King, E. B.*, Kaplan, S.*, & Zaccaro, S. (2008). 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.
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.
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.