Lisa H. Nishii

People/Faculty
Professor and Vice Provost for Undergraduate Education
Human Resource Studies
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133 Statler Dr
171 Ives Hall Faculty Wing
Ithaca, NY 14853
United States

Tel
+1 (607) 2554431
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Overview

Lisa Nishii joined the faculty of the Human Resource Studies department at the ILR School, Cornell University after receiving her Ph.D. and M.A. in Organizational Psychology from the University of Maryland, and a B.A in economics from Wellesley College.
 

Nishii is an expert on inclusion in organizations. Her research focuses on the confluence of organizational practices, leadership behaviors, and climate for inclusion on individual- and group-level outcomes. Using multi-level and multi-method research designs across a number of large-scale federally funded projects, she has found that leaders play an important role in shaping inclusion. In particular, the extent to which leaders role model inclusive behaviors, clarify the learning and innovation benefits of diversity for the group’s work, and set strong norms related to interpersonal interactions, determines the inclusiveness of their workgroup climates. In turn, workgroup climate has important implications for the authenticity of the relationship that group members develop, the positive versus negative quality of relational ties, the information that is shared among group members, the extent of conflict that is experienced, and ultimately the creativity, financial performance, and turnover rates associated with these groups. Workgroup climate also impacts individual-level experiences of discrimination versus inclusion, as well as engagement and performance. She is currently developing and testing the effectiveness of training interventions for leaders as well as for in-tact teams on how to cultivate workgroup inclusion. Nishii’s earlier research focused primarily on diversity in individual-level cognition and behavior as determined by national culture.
 

Nishii actively publishes in top-tier journals, including the Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and Science, and serves on the editorial boards for AMR, AMJ, and JAP. She is currently the Chair of the Academy of Management’s Gender and Diversity in Organizations Division, and the Chair of the ILR School’s International Programs. She serves on a variety of college and university-level councils for diversity, globalization, and engaged learning. Nishii also consults with multinational companies, primarily related to diversity and inclusion and organizational assessment.

Areas of Expertise

Discrimination
Diversity and Inclusion
Expatriates
Fair employment practices
Gender and families
Group dynamics and processes
Human Resources
Human resources management
Inclusive organizations
International and Comparative Workplace Studies
Survey Research
Women in the workplace
Workplace cultures

Publications

Journal Articles

  • , , , , , & . . Accommoating employees with and without employees.. Human Resource Management Journal (US).
  • , , , , & . . Differences between tight and loose cultures: A 33-nation study. . Science, 323(6033), 1100-1104.
  • . . The benefits of climate for inclusion for diverse groups.. Academy of Management Journal.
  • , , , & . . A multi-level process model for understanding diversity practice effectiveness . Academy of Management Annals.
  • , , & . . Diversity climate: Synthesizing a diverse field. Journal of Management.
  • , , , & . . Energy’s role in the extraversion (dis)advantage: How energy ties and task conflict help clarify the relationship between extraversion and proactive performance. Journal of Organizational Behavior.
  • , , & . . Accumulative job demands and support for strength use: Fine-tuning the JD-R model using COR theory. Journal of Applied Psychology.
  • . . Improving the working lives of people with disabilities. Scientia, 77-79.
  • , , , , , & . . Accommodating employees with and without disabilities. Human Resource Management Journal (US), 53(4), 593-621.
  • , , & . . Ageism and the retention of high performers: The positive impact of three forms of inclusion. Academy of Management Journal.
  • , , & . . DISENTANGLING THE FAIRNESS/DISCRIMINATION FROM SYNERGY PERSPECTIVE OF DIVERSITY CLIMATE: TIME TO MOVE THE FIELD FORWARD. Journal of Management.
  • , & . . Once, Twice, or Three Times as Harmful? Ethnic Harassment, Gender Harassment, . Journal of Applied Psychology, 95(2), 236-254.
  • , & . . Do Inclusive Leaders Help the Performance of Diverse Groups? The Moderating Role of Leader-Member Exchange in the Diversity to Group Performance. Journal of Applied Psychology, 94(6), 1412-1426.
  • , & . . Employee attributions of HR practices: Their effect on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61, 503-545.
  • , & . . Global diversity management: Towards a conceptual framework. . International Journal of Human Resources Management, 18(11), 1883-1894.
  • , , , , , & . . Manager personality, manager service quality orientation, and service climate: Test of a model. Journal of Applied Psychology, 92(6), 1741-1750.
  • , , , & . . The precursors and products of fair climates: The effects of leader personality and self versus other’s justice perceptions. Personnel Psychology, 60(4), 929-963.
  • , , , & . . Negotiating Relationally: The Dynamics of the Relational Self in Negotiations. . Academy of Management Review, 31(2), 427-451.
  • , , & . . On the nature and importance of cultural tightness-looseness. Journal of Applied Psychology, 91(6), 1225-1244.
  • , , , , , , , & . . Aligning culture and strategy: Diagnosis of a service organization. . Organizational Dynamics, 32(2), 122-141.
  • , , , , , , & . . Culture and egocentric biases in negotiation in the U.S. and Japan: Evidence from three studies.. Journal of Applied Psychology, 87(5), 833-845.
  • , , , , , & . . Cultural influences on cognitive representations of conflict: Interpretations of conflict episodes in the U.S. and Japan. . Journal of Applied Psychology, 86(6), 1059-1074.

Book Chapters

  • , & . . Creating inclusive climates. In Diversity in the workplace: The practice of inclusion. Jossey-Bass.
  • , , & . . Leadership in a diverse workplace. In Oxford Handbook of Diversity. Oxford University Press.
  • , & . . Strategic HRM and organizational behavior: Integrating multiple levels of analysis.. Oxford: Blackwell Publishing.
  • . . The role of inclusive climates in closing the gender gap. In Closing the Gender Gap: Advancing Leadership and Organizations. Purdue University Press.
  • , & . . Case study research on employees with disabilities. ILR Press.
  • , & . . Strategic HRM and Organizational Behavior: Integrating Multiple Levels of Analysis. In Managing People and Performance. Wiley-Blackwell.
  • , & . . Demographic faultlines and creativity in groups. In Research on Managing Groups and Teams.
  • , & . . Variability at multiple levels of analysis: Implications for strategic human resource management. (pp. 225-248). Lawrence Erlbaum Associates.
  • , & . . Variability at multiple levels of analysis: Implications for strategic human resource management. In The People Make the Place. Lawrence Erlbaum Associates.
  • , , , & . . Discrimination in the workplace: An organizational-level analysis.. In Psychological and Organizational Bases of Discrimination at Work. Lawrence Erlbaum Associates.
  • , & . . HRM in service: The contingencies abound. In Reinventing Human Resources. Routledge..
  • , , , & . . Individualism and collectivism. In Culture, leadership, and organizations: The GLOBE study of 62 cultures. Sage Publications.

Professional activities

  • Diversity's diverse implications for HRM: Towards an integrative approach. Presented to Tilburg Universit - 25th Anniversary Conference. Tilburg, Netherlands. 2024.
  • Managerial diversity practice attributions.. University of Pennsylvania. 2024.
  • Building Inclusive Climates Top-Down and Bottom-Up. Presented to Society for Industrial and Organizational Psychology. Chicago, IL. 2018.
  • A Multi-Level Process Model for Understanding Diversity Practice Effectiveness. Presented to Academy of Management. Atlanta, GA. 2017.
  • Work-Life or Work-Work Benefits? The Paradox of Work-Life Benefit Utilization. Presented to Academy of Management. Atlanta, GA. 2017.
  • Fostering and benefiting from inclusive team climates. Presented to Claremont McKenna College. Claremont McKenna College, CA. 2017.
  • Diversity & Inclusion: What’s Working, What’s Not, and How We Can Do Better. Presented to ILR Alumni Association. New York City. 2017.
  • Framing the Day: Inclusive Organizations. Presented to Ashoka; Price Waterhouse Coopers; European Work and Organizational Psychology. The Hague, Netherlands. 2017.
  • The what, why, and how of inclusive climates in organizations. Presented to Interdisciplinary Committee on Organizational Studies, University of Michigan. Ann Arbour, Michigan. 2016.
  • Diversity and Inclusion in Corporate America. What's the difference? What's the same?. Presented to CAHRS. 2016.
  • The present and future of diversity climate research: Where are we now and whee do we have to go?. Presented to Academy of Management. 2016.
  • Maximizing organizational productivity: Leader strategies for promoting inclusive climates. Presented to A quasi-experimental study of leader training for cultivating inclusive climates. . Anaheim, CA. 2016.
  • A quasi-experimental study of leader training for cultivating inclusive climates.. Anaheim, CA. 2016.
  • Sponsorship. Presented to CAHRS. NYC. 2016.
  • Inclusive climates: Implications for the gender gap. Presented to Krannert Business School, Purdue University. West Lafayette, Indiana. 2016.
  • Climate for inclusion: A program of research. Presented to Rotterdam School of Management. Rotterdam, Netherlands. 2015.
  • Returns to workplace social capital for people with disabilities: Evidence from a downsizing large firm. Presented to The Wharton School, University of Pennsylvania. Philadelphia, PA. 2015.
  • Managers as Interpretive Filters of Diversity Practices and the Reduction of Discrimination.. Presented to ILR. New York City. 2015.
  • Building an interdisciplinary equal employment opportunity research network and data capacity.. Presented to EEOC. Washington DC. 2015.
  • Diversity/Inclusion climate at Cornell. Ithaca. 2015.
  • Research this! Casting aside the publication chains to IGNITE organizations.. Presented to Society for Industrial and Organizational Psychology. Philadelphia, PA. 2015.
  • To Tell or Not? Disability Disclosure Decisions and Outcomes. Presented to SIOP. Philadelphia, PA. 2015.
  • Leveraging OB theories and multilevel methods to expand HRM research.. Presented to Spanish Academy of Management. Tarragona, Spain. 2014.
  • Assessment and Analytics: A view from the classroom and the boardroom. Presented to CAHRS, ILR. Ithaca, NY. 2014.
  • The workplace and people with disabilities: Past, present and future. Presented to ILR. Ithaca. 2014.
  • Behavioral Integrity: Perceived work-action alignment as a driver of the power of words. Presented to Academy of Management. Philadelphia. 2014.
  • Let's talk about gender and viersity, let's talk about you and me. Presented to Academy of Management. Philadelphia, PA. 2014.
  • Beyond balance: Managing prescribed role identities in motherhood and academia.. Presented to Academy of Management. Philadelphia, PA. 2014.
  • The power of words in the practice of diversity and inclusion. Presented to Academy of Management. Philadelphia, PA. 2014.
  • Moving from diversity to inclusion: New directions in inclusion research. Presented to SIOP. Honolulu, HI. 2014.
  • Employees with disabilities: Implications and recommendations related to Section 503 amendments. Presented to SIOP. Honolulu, HI. 2014.
  • Keynote address: The H and the R of HR research. Leuven, Belgium. 2013.
  • Keynote Address. Presented to Leuven University. Leuven, Belgium. 2013.
  • Inside the workplace: Case studies of factors influencing engagement of people with disabilities. Presented to Department of Education (NIDRR). Arlington, VA. 2013.
  • Considering cultural nuances when promoting inclusion. Presented to CAHRS. Ithaca, NY. 2013.
  • Global inclusion. Presented to CAHRS. Cornell. 2013.
  • Inclusion at work: Practices and Insights. Presented to Academy of Management. Orlando, FL. 2013.
  • Investigating workplace relationships from a diversity perspective.. Orlando, Fl. 2013.
  • Linking strategic HR and organizational strategy. Orlando, FL. 2013.
  • Linking strategic HR and organizational strategy.. Presented to Academy of Management. Orlando, GL. 2013.
  • Internaitonal panel on disability and employment. Presented to Society for Industrial and Organizational Psychology. Houston, TX. 2013.
  • Investigating workplace relationships from a diversity perspective. Presented to Society for Industrial and Organizational Psychology. Houston, TX. 2013.
  • Women in the workplace: The glass ceiling. Presented to Office of Academic Diversity, Cornell University. Ives Hall. 2013.
  • Organizational Inclusion: A program of research. Presented to Deakin University. Melbourne, Australia. 2012.
  • Organizational inclusion: A program of research. Presented to University of Queensland Business School. Brisbane, Australia. 2012.
  • Why should faculty care about faculty diversity?. Presented to Cornel University Provost's Office of Faculty Development and Diversity. Ithaca, NY. 2012.
  • Diversity and discrimination: Exacerbated by LMX differentiation.. Presented to Acaemy of Management. Boston, MA. 2012.
  • Diversity climate. Presented to Academy of Management. Boston, MA. 2012.
  • Leveraging OB theories and multilevel methods to expand SHRM research. Presented to Tilburg University - 25th Anniversary Conference. Tilburg, Netherlands. 2012.
  • Diversity at work: The practice of inclusion. Presented to SIOP. San Diego, CA. 2012.
  • Espoused versus enacted climate: A behavioral integrity lens.. Presented to SIOP. San Diego, CA. 2012.
  • Reducing workplace discrimination: Legalistic, training, and business-case perspectives. Presented to SIOP. San Diego, CA. 2012.
  • Women with unique perspectives: Power, progress, and priorities.. Presented to Society of Industrial and Organizational Psychology. San Diego, CA. 2012.
  • Diversity and inclusion research game changers. Presented to Society for Human Resource Management. Washington, DC. 2011.
  • Eliminating the experiential differences that divide diverse groups through climate for inclusion. Presented to Academy of Management. San Antonio. 2011.
  • The productivity process: Research tips and strategies from prolific junior faculty.. Presented to Academy of Management. San Antonio. 2011.
  • Leadership and diversity: A conversation between practitioners and academics. Presented to Society for Industrial and Organizational Psychology. Chicago. 2011.
  • Climate for inclusion: Consequences for organizations. Presented to Merck & Co. Whitehouse Station, NJ. 2011.
  • A process model of SHRM: A closer look at the role of employee perceptions of HR practices. Presented to Academy of Management . Montreal, Canada. 2010.
  • Climate for inclusion: Unit predictors and outcomes. Presented to Academy of Management . Chicago. 2009.
  • Crossing levels in workplace demographcy research: How can we learn from others?. Presented to Academy of Management. Chicago. 2009.
  • The role of climate, LMX, and demographic faultlines in the experiences of aging workers. Presented to Academy of Management . Chicago. 2009.
  • Predictors of disability prejudice and harassment. Presented to American Psychological Association. Toronto. 2009.
  • Protecting employees with disabilities from discrimination: Role of unit managers. Presented to American Psychological Association. Toronto. 2009.
  • Workplace Policies and Practices Minimizing Disability Discrimination -- Implications for Psychology. Presented to American Psychological Association. Toronto. 2009.
  • Engagement of people with disabilities: Unit-level climate and manager characteristics. Presented to American Psychological Association. Toronto, Canada. 2009.
  • Gender diversity, relationship conflict, and unit satisfaction: The powerful moderating role of climate for inclusion. Presented to International Association for Conflict Management. Kyoto, Japan. 2009.
  • Gender diversity and creativity: The moderating role of group LMX. Presented to Society for Industrial/Organizational Psychology. New Orleans. 2009.

Honors and Awards

  • Gordon Allport Intergroup Relations Prize (2012), Society for the Psychological Study of Social Issues .
  • Kendall S. Carpenter Memorial Advising Award, Cornell University.
  • Robert N. Stern Teaching and Mentoring Award, The ILR School.
  • Wallace Reins Best Dissertation Award, The Society for Industrial and Organizational Psychology.
  • Best Empirical Paper Published in 2002 in Conflict & Negotiation, International Association of Conflict Management.
  • MacIntyre Award for Exemplary Teaching, The ILR School.
  • Milton Dean Havron Social Sciences Award for OUtsanding Achievement, University of Maryland Department of Psychology.
  • Finalist, Best Graduate Student Paper Award, International Association for Conflict Management .
  • Best Paper Award, International Association of Conflict Management.
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