Professor Karen Jehn specialises in negotiation and conflict management subjects. 

Her research examines intragroup conflict, group composition and lying in organizations.
More recently she’s looked at asymmetries of perception in workgroups—why members view
the same experience differently and how this influences group and organisational
outcomes? Professor Jehn has authored numerous publications in these areas, including
articles in the Academy of Management Journal, Administrative Science Quarterly, Journal
of Personality and Social Psychology, Organization Science, Organization Behavior and
Human Decision Processes and Journal of Business Ethics. 

She is also editor of the Social Science Research Network, Conflict and Dispute
Resolution Journal and Negotiation and Conflict Management Research. 

She has held appointments at the University of Pennsylvania and Leiden University in the
Netherlands and she served on the board of the National Science Foundation of the
Netherlands. 

She has served on the editorial board of many science and management journals, such
as—Administrative Science Quarterly, Academy of Management Review, the Journal of
Organizational Behavior, and the International Journal of Conflict Management where she
was an Associate Editor. 

Professor Jehn has won over 50 awards and grants for her work from international
associations. Her work has been cited over 1500 times in high impact international
journals and Leiden University named her the most frequently cited psychologist in the
nation.

Articles

A meta-analysis of the relationships between diversity, conflict, and team performance (with F R C De Wit and L L. Greer), Journal of Applied Psychology (2011)
 

Crooked conflicts: the effects of conflict asymmetry in mediation (with Joyce Rupert, Aukje Nauta, and Seth van den Bossche), Negotiations and Conflict Management Research (2011)

Our main research question is how the asymmetry of conflict between two parties involved in...

 

Embedding the organizational culture profile into Schwartz’s universal value theory using multidimensional scaling with regional restrictions (with Ingwer Borg, Patrick J. F. Groenen, Wolfgang Bilsky, and Shalom H. Schwartz), Journal of Personnel Psychology (Zeitschrift für Personalpsychologie) (2011)

Person-organization fit is often measured by the congruence of a person’s values and the values...

 

How relational closeness buffers the effect of relationship conflict on helpful and deviant group behaviors (with S Rispens, L L. Greer, and S M B Thatcher), Negotiation and Conflict Management Research (2011)
 

In the short term we divide, in the long term we unite: demographic crisscrossing and the effects of faultlines on subgroup polarization (with M Mäs, A Flache, and Karen Takács), Organization Science (2011)
 

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Working Papers

Being different, yet similar: effects of faultline strength and distance on team learning and performance (with Joyce Rupert) (2012)
 

Diversity faultlines and team learning: does psychological safety help? (with Joyce Rupert) (2012)
 

Diversity in punk rock bands: conflict and performance (with Lindred Greer and Don Conlon) (2012)
 

Persistence and visibility of group faultlines: the effects of team identity on the group faultlines-conflict link (with Katerina Bezrukova and Madhan Grounder) (2012)

We expand the group faultline theory by taking into account the relative importance of various...

 

The alignment of multiple interdependencies and workgroup effectiveness: an empirical investigation (with Sonja Rispens) (2012)
 

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Articles under review

Not all groups are the same: the importance of connectedness for workgroup outcomes (with Sonja Rispens and G Ruel) (2012)
 

Where perception meets reality: the effects of different types of faultline perceptions, asymmetries and realities on intersubgroup conflict and group outcomes (with Lindred L. Greer) (2012)