Julia Bear’s research focuses on the influence of gender on negotiation outcomes, as well as conflict management in organizations. In her research, she investigates what factors, both individual and situational, influence the gender gap typically seen in negotiation outcomes, and how an understanding of these factors can help to reduce this gender gap in both initiation of negotiation and negotiation performance. Dr. Bear’s research has been published in journals and books, including Psychological Science, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Psychology of Women Quarterly, Sex Roles, Social Psychological and Personality Science, Negotiation and Conflict Management Research, and the Academy of Management Best Paper Proceedings. Dr. Bear is also the recipient of multiple best paper awards from the Academy of Management and the International Association of Conflict Management, as well as a Fulbright Fellowship and a Marie Curie Fellowship.
Jiyin Cao's research sits at the intersection of decision-making, social network, and culture. Her research aims to answer three questions: 1) Globalization has brought people to a more mobile and diverse life. How does this change impact people’s cognition, behaviors and beliefs? 2) How do people mentally construct their social worlds—i.e., their social networks—according to various psychological and situational factors (e.g. gender, status, foreign environment) and how does that contribute to inequality? 3) What are the socio-ecological mechanisms that underlie cross-cultural differences in trust, reciprocity and social perception? Dr. Cao's work has appeared in leading academic journals such as Social Psychology and Personality Science and Organizational Behavior and Human Decision Processes.
Richard Chan’s research domain is broadly situated at the intersection of psychology, entrepreneurship, and strategic decisions. Specifically, he investigates how actors' cognitive processes, shaped by individual differences and altered by social and ambient environments, influence the identification/creation and evaluation of entrepreneurial opportunities and earnings forecast decisions. His work has appeared in the Journal of Business Venturing and Academy of Management Best Paper Proceedings. He serves on the editorial board of the Journal of Management.
Lily Cushenbery's research in leadership, innovation, and conflict applies science-based approaches to practical organizational problems. Her research focuses on 1) the process by which leaders overcome failures and 2) the dynamics of innovative teams. Her primary research examines the consequences of leader mistakes and mistake recovery on leader-follower relationships. Her innovation research includes constructs such as team member influence, team climate, and malevolence. Prior to joining Stony Brook, Dr. Cushenbery was a Post Doctoral Research Fellow at the International Center for the Study of Terrorism, where she studied the process of terrorist deradicalization for a grant from the Office of Naval Research. She is currently the director of the Leadership & Creativity Research Lab at Stony Brook University. (www.theLCLab.com)
Andrew Delton's research interests include evolutionary psychology, behavioral economics, political psychology, decision making, and social cognition. He studies the questions of "How do people work together efficiently and effectively?" and "Why do we sometimes sacrifice our own welfare to improve the welfare of someone else?" He address these questions by mapping the cognitive and emotional mechanisms that enable human sociality. To understand how these mechanisms operate, we need to understand how they were created -- that is, how they evolved. These mechanisms evolved for a lifestyle vastly different from modern mass societies; they evolved for the face-to-face communities of our forager ancestors. By using knowledge of the past to map the present design of human psychology, we can understand how the mind produces behavior in modern political, business, and institutional environments.
Manuel London is Dean of the College and Director of the Center for Human Resource Management. He holds a joint appointment in the Department of Psychology. Dr. London's career spans his professorship at major research universities - in particular, the University of Illinois at Champaign/Urbana from 1974-1977 and Stony Brook University from 1989 to the present. For the 12 intervening years, he was a researcher and human resource practitioner at AT&T. Dr. London is a pioneer in the now popular field of multisource (360 degree) feedback. As a practitioner and consultant, Dr. London has worked on program development and publications in the areas of performance management, feedback, managing marginal performers, and the manager as coach and developer. Dr. London received the Book Award from the Society for Human Resource Management for Change Agents: new Roles and Innovation Strategies for Human Resource Professionals.
Theresa Robertson's research focuses on the study of group dynamics. Her work examines how people make selective choices about who to cooperate with and who not to. She also studies the reverse of this: how people detect and respond to being ostracized or excluded. Throughout her work, she has focused on the underlying emotional processes. She has used a variety of methods, including experimental economics games, decision making tasks, social cognition measures, priming methods, and hormonal assays. Dr. Robertson's research has been supported by the National Science Foundation and she has published in the Journal of Personality and Social Psychology, Psychological Science, and Evolution and Human Behavior.
Gary Sherman’s research interests range from social hierarchy and its role in the inner workings of groups and organizations to ethics, including how to teach ethics, as well as the organizational and social conditions that encourage ethical behavior. His work has appeared in the Proceedings of the National Academy of Sciences, Psychological Science, and the Journal of Personality and Social Psychology. Before joining Stony Brook, Sherman was a postdoctoral fellow at the Harvard Initiative for Learning and Teaching and at the Center for Public Leadership at Harvard Kennedy School.
Gerrit Wolf's research interests focus on Innovation and Cooperation. Innovation includes product or service design, choice, commitment, and implementation by startups and firms. Cooperation within and between teams includes leadership, and intergroup competition using gaming.