Lawrence Houston III

Lawrence Houston’s research examines customer-employee, coworker-coworker, and leader-follower relationships as related to issues of diversity, equity and inclusion, organizational leadership, and professional image (and identity) management. He received his Ph.D. in Industrial and Organizational Psychology from Pennsylvania State University.

Publications:

• Houston III, L., Kraimer, M., & Schilpzand, P. (2023). The Motivation to Be Inclusive: Understanding How Diversity Self-Efficacy Impacts Leader Effectiveness in Racially Diverse Workgroups. Group & Organization Management, 10596011231200929.

• Houston III, L., & Klotz, A. (2023). New to the watercooler: Differential effects of relationship building for female versus male newcomers. Journal of Management Scientific Reports, 27550311231191092.

• Grandey, A. A., Houston III, L., & Avery, D. R. (2019). Fake it to make it? Emotional labor reduces the racial disparity in service performance judgments. Journal of Management, 45(5), 2163-2192.

Media Appearances/Speaking Engagements:

• Symposium at Academy of Management Conference on Positive Interracial Contact, Diversity Self-Efficacy, and Prosocial Diversity Behavior

• Guest Speaker at Akron University

Previous Organizations: 

• Oregon State University

Accomplishments:

• Anti-Racism Grant from the Society for Industrial and Organizational Psychology ($9,450)

Upcoming Projects:

• Diversity Self-Efficacy: The Development and Measurement of a Multidimensional Measure

• Managing impressions to fit it: A social capital and status characteristics perspective on the socialization of racial minorities

• Pay dispersion impact on employee performance and well-being

One of the primary goals of my research is to understand the ways racial minorities build and maintain positive relationships at work, including customer-employee, coworker-coworker, and leader-follower relationships.