Jennifer Griffith
Jennifer Griffith, PhD, is an Associate Professor of Organizational Behavior at the Â鶹app's Peter T. Paul College of Business and Economics. She is also director of the Re:Work Lab, a research collective focused on exploring the structural and psychological mechanisms through which talent is identified, developed, and constrained within organizations. Her affiliations with UNH’s Prevention Innovations Research Center, Purdue University’s Center for Working Well, and ForbesWomen reflect a cross-institutional strategy to extend influence into the domains that shape workforce norms.
Her work centers on the formal and informal architectures that scaffold organizational life. Namely, how assessment systems, leadership models, and relational dynamics can either reinforce or disrupt systemic inequities. She is particularly interested in how selection practices and leadership development pathways are designed, operationalized, and legitimated often in ways that reflect dominant narratives about merit, potential, competence, and status. Dr. Griffith’s research has been published in the Journal of Organizational Behavior, Leadership Quarterly, Journal of Occupational and Organizational Psychology, and Human Resource Management Review, among other esteemed outlets. Her insights and expertise have been featured in popular press outlets, including ABC News, Business Insider, Fast Company, Forbes, Newsweek, NPR, and Psychology Today as well as in organizational policy documents and case law.
Her scholarship has twice been awarded by her peers for excellence (2021 Research Excellence Award, 2023 Research Excellence in Business Analytics Award), and her investment in the UNH community has perennially been recognized by UNH's Sustainability Institute (2021, 2022 Sustainability Award; 2023 Community Engagement Award) as well as the UNH community more broadly (2021 Outstanding Assistant Professor). Dr. Griffith was also selected for inclusion in the 2024 AACSB International Influential Leader cohort, a distinction bestowed to faculty "who are advancing new knowledge and creating impact in business and society through their research".
Outside of her current roles, she has served in numerous leadership positions on several externally funded grants and contracts from the NSF and the DoD and in two state-level agencies (mental health & commerce). She also regularly acts as an organizational consultant on matters within the scope of people analytics, leadership development, and workplace innovation.
Jennifer Griffith, PhD, is an Assistant Professor of Organizational Behavior and Management at the Â鶹app, director of the Modern Work Lab (), and a Faculty Fellow at UNH's Prevention Innovations Research Center. She earned her doctorate in Industrial-Organizational Psychology with minor in Quantitative Psychology from the University of Oklahoma in 2013.
Currently, she teaches undergraduate and graduate courses in organizational behavior and human resource management in the Peter T. Paul College of Business and Economics at UNH. Her multi-disciplinary, mixed method research focuses on cognition, social dynamics, and complex problem solving, frequently in relation to leadership and most recently through a gender-based lens and in sexual harassment prevention contexts. Her work in these areas has been published in the Leadership Quarterly, Human Resource Management Review, Journal of Occupational and Organizational Psychology, Industrial-Organizational Psychology: Perspectives on Science Practice,, Journal of Computer-Mediated Communication, and Computers in Human Behavior, among others.
Outside of her current academic role, she has served in numerous positions guiding, conducting, and implementing research-driven interventions, including as a project manager on grants and contracts funded through the National Science Foundation and a US defense contractor; as a research consultant for two state-level governmental agencies; and as an affiliate research partner on organizational innovation and leadership development projects in the energy and technology sectors.
Courses Taught
- ADMN 575: Behavior in Organizations
- ADMN 847: Human Resource Management
- ADMN 912: Managing Self & Leading Others
- INCO 590: Student Research Experience
- MGT 620: Top/OrganizationalInsightsLab
- MGT 630: Leading in Diverse Orgs
- MGT 642: Talent Acquisition
- PAUL 725: Independent Study
Education
- Ph.D., Psychology, University of Oklahoma
- M.S., University of Oklahoma
- B.A., Psychology, University of Oklahoma
Research Interests
- Leadership
- Occupational Health and Safety
- Sexual assault prevention research
- Sexual Harassment
- Training and Development
- Women, work and motherhood
- Social Inclusion
- Human Resources
- Work and family policy
- Work
- Surveys & Survey Research
- Measurement and evaluation methodologies
Selected Publications
Bowes-Sperry, L., Cheung, H. K., & Griffith, J. (2025). Bystanders in the #Metoo Movement. In What the #MeToo Movement Highlights and Hides about Workplace Sexual Harassment (pp. 45-64). Routledge. doi:
Bowes-Sperry, L., Cheung, H. K., & Griffith, J. (2025). Those in the know: The role of the apathetic, avoidant, allied, & adversarial bystanders in the #metoo movement.. In A. O'Leary-Kelly, & S. Rawski (Eds.), Spotlights & shadows: What the #metoo movement highlights and hides about sexual harassment..
Crayne, M., Shortland, N., & Griffith, J. (2024). Moral injury at work: How job-related value violations cause psychosocial harm.. In AOM. Chicago.
Mecca, J., Green, K., Griffith, J., Riordan, B., & Saboe, K. (2024). I-O for good: Case studies and best practices for prosocial IO psychology. In SIOP. Chicago.
Alonso, N., Bhattacharyya, B., Bowes-Sperry, L., Cheung, H. K., Griffith, J., Kingsley, M., . . . Workman-Stark, A. (2023). Sexual harassment research following #MeToo: Opportunities in the shadows and spotlight [Caucus].. In Academy of Management. Boston.
Anderson, H. J., Baur, J. E., Griffith, J. A., & Buckley, M. R. (2017). What works for you may not work for (Gen)Me: Limitations of present leadership theories for the new generation. LEADERSHIP QUARTERLY, 28(1), 245-260. doi:
Friedrich, T. L., Griffith, J. A., & Mumford, M. D. (2016). Collective leadership behaviors: Evaluating the leader, team network, and problem situation characteristics that influence their use. LEADERSHIP QUARTERLY, 27(2), 312-333. doi:
Thiel, C. E., Connelly, S., & Griffith, J. A. (2012). Leadership and emotion management for complex tasks: Different emotions, different strategies. LEADERSHIP QUARTERLY, 23(3), 517-533. doi:
Thiel, C. E., Connelly, S., & Griffith, J. A. (2011). The Influence of Anger on Ethical Decision Making: Comparison of a Primary and Secondary Appraisal. ETHICS & BEHAVIOR, 21(5), 380-403. doi:
Gooty, J., Connelly, S., Griffith, J., & Gupta, A. (2010). Leadership, affect and emotions A state of the science review. LEADERSHIP QUARTERLY, 21(6), 979-1004. doi:
