Professional Interests

I'm in general interested in how groups can effectively perform and work together. Within this broad theme, I've worked on a number of different topics, such as the role of group diversity, and potential moderators, such as leadership, emotions, reflexivity, regulatory focus, and personality. Next to this work on groups, I am interested in coordination between people in terms of power dynamics and leadership.

Editorship/Editorial Board Membership

• Associate Editor of  Journal of Applied Psychology (2020- )
• Editor-in-chief of Organizational Psychology Review (2020-2022)
• Associate Editor of Organizational Psychology Review (2016-2019)
• Member of the Editorial Board of Academy of Management Journal
• Member of the Editorial Board of Journal of Applied Psychology
• Member of the Editorial Board of Organizational Behavior and Human Decision Processes
• Member of the Editorial Board of Social Psychological and Personality Science
• Member of the Editorial Board of the British Journal of Management

Diversity in groups and organizations

My main research focus deals with diversity in (work)groups and more specifically with how one can obtain the benefits in group diversity (see van Knippenberg, De Dreu, & Homan, 2004 for a theoretical framework regarding the effects of diversity in groups; and Homan, 2019, for a recent overview). In this respect, I and my colleagues have examined the role of diversity beliefs, cross-categorization, super-ordinate identity, and leadership as potential moderators of the "group diversity - group performance and processes" link in order to examine how detrimental categorization processes can be limited and positive information elaboration processes can be enhanced (e.g., Greer et al., 2012; Homan et al., 2007a; 2007b; 2008; 2010; 2011; 2013; Homan & Van Kleef, 2022; van Knippenberg et al., 2011; 2013). My recent research builds on this previous work by examining the effects of different leadership styles in diverse teams (together with, among others, colleagues at Jacobs University in Bremen), arguing for the crucial role of diversity perceptions (Homan et al., 2010; 2019; Rosenauer et al., 2016), contingent leadership (Homan et al., 2020), diversity training (Homan et al., 2015), testing the moderating influence of error culture in diverse teams (Rupert et al., 2019), looking at antecedents and outcomes of the minority glass ceiling (together with Seval Gündemir and Mark van Vugt, Mosaic grant; Gündemir et al., 2014; Gündemir, Dovidio et al., 2017; Gündemir, Homan et al., 2017), effects of a variety of diversity ideologies on both majority and traditionally underrepresented group members (Andriessen et al., 2023; Gündemir, Martin, & Homan, 2019; Gündemir, Homan, & Greer, 2023; Gündemir, Phillips, & Homan, working paper), the glass cliff effect for Asian Americans (Gündemir, Carton, & Homan, 2019) examining gender differences in leadership styles (together with Marleen Redeker, Reinout de Vries, Mark van Vugt [all at the VU], Filip de Fruyt [Ghent University], Danny Rouckhout [University of Antwerp] and Patrick Vermeren [Performance Coaching]), and testing the role of leadership prototypicality in terms of age (Buengeler et al., 2016; Daldrop et al., working paper; Homan et al., working paper). The policy implications of this work have been summarized in a paper in Perspective on Psychological Science (Galinsky, Todd, Homan et al., 2015). For an overview of how the different insights with regards to leadership as management tool for diverse teams, you can check this theoretical paper on the importance of matching leadership to the needs of diverse teams (Homan et al., 2020).

Deviance at work: Coordination, Influence, and Leadership

Within this topic, I focus on how people attain power in the eyes of others by focusing on norm violating behaviors (e.g., Jackon et al., 2019). More specifically, we examine whether observing someone exhibiting norm violating behaviors results in increased perceptions of power and status conferral (together with Gerben van Kleef, Eftychia Stamkou, Florian Wanders, and Annelies van Vianen, UvA, & Catrin Finkenauer, VU; Homan et al., in press; Stamkou et al., 2016; 2018, 2019; 2020; Van Kleef et al., 2011; 2012; 2015; 2023; Wanders et al., 2021) and the role of narcissism in responses to anti-social and prosocial behavior and information (with Jiafang Chen, Barbara Nevicka, and Gerben van Kleef; Chen et al., 2020; working paper). Additionally, I have been working with Erik de Kwaadsteniet and Eric van Dijk (Leiden University) on the role of social category information in tacit coordination (de Kwaadsteniet et al., 2012) and Brian Spisak and Mark van Vugt on evolutionary perspectives on leadership and followership (VU University; Spisak et al., 2012). Finally, we have been working on the role of personality and LMX in the relationship between transformational leadership and outcomes (Boer et al., 2016; Deinert et al., 2015), and the role of leadership in the development of identification at work (Horstmeier et al.,2017; Horstmeier et al., 2016).

Emotions at work

The second line of research deals with how emotions matter in interpersonal interactions at work (Van Kleef et al., 2012; 2017), for example, how leader emotional displays affect group performance. We have shown that the epistemic motivation of group members (i.e., the degree to which they are willing to think about the informational aspect of the displayed emotion of the leader) determines the effects of angry vs. happy emotional displays of the leader on actual group functioning (Van Kleef et al., 2009). Additionally, we have found that the followers' level of agreeableness also acts as a crucial moderator in this relationship by showing that groups scoring higher on agreeableness experience more workload and perform less well when confronted with an angry leader than groups scoring lower on agreeableness (Van Kleef et al., 2010). Connected to this work is a line of research examining the role of emotions in groups and conformity of individual group members. Some questions that we are examining there are how emotions displayed by group members influence the behavior of other members within the group (e.g., Heerdink et al., 2013; 2015a; 2015b; in press). This line of research was integrated with my research on diversity in teams in a recent paper on how emotional displays of team members influence the perceptions of diverse teams (Homan et al., 2016).

Contingencies of group work

Within this line of research, we examined the contingencies of reflexivity in groups, showing that reflexivity is especially beneficial for groups that have initially performed below par (Schippers et al., 2013) and the contingencies of regulatory focus in groups (Beersma et al., 2013). This research shows that depending on task structure (regulatory focus), teams require a different focus to perform optimally. Another line of research deals with how one's position in the group influences the behavior of this person in an intergroup negotiation. This research shows that a person's prototypicality will affect his or her behavior in negotiating with another party in such a way that more peripheral group members are more likely to adhere to group norms and to pay better attention to information than more prototypical group members (e.g., Steinel et al., 2010; Van Kleef et al., 2012). Finally, I study conflict experiences in groups, focusing on variety in conflict experiences and coping strategies (e.g., Wang et al., 2019). 

Publications

International Journal Articles

• Homan, A. C., Wanders, F., Van Vianen, A. E. M., & Van Kleef, G. A. (in press). Better to bend than to break? Effects of rule behavior on dominance, prestige, and leadership granting. Journal of Experimental Psychology: Applied. 

• Van Kleef, G. A., Wanders, F., Van Vianen, A. E. M., Dunham, R. L., Du, X., & Homan, A. C. (2023). Rebels with a cause? How norm violations shape dominance, prestige, and influence granting. PLOS ONE, 18(11), e0294019. 

• Gündemir, S., Andriessen, I. I., Kappelhof, J., & Homan, A. C. (2023). Examining the divergent effects of perceived inclusion of ethnic minorities on majority and minority groups’ inter-ethnic responses. Frontiers in Psychology, 14, 1242595. 

• Daldrop. C., Buengeler, C., & Homan, A. C. (2023). An intersectional lens on young leaders: Bias towards young women and young men in leadership positions. Frontiers in Psychology (Research Topic on Sex and Gender Effects on Power, Status, Dominance, and Leadership), 14, 10.3389/fpsyg.2023.1204547. 

• Gündemir, S., Homan, A. C., & Greer, L. L. (2023). Overcoming the inclusion facade. MIT Sloan Management Review, 64(3), 1-4. 

• Stamkou, E., Homan, A. C., Van Kleef, G. A., & Gelfand, M. J. (in press). The spatial representation of leadership depends on ecological threat: A replication and extension of Menon et al. (2010). Journal of Personality and Social Psychology. 

• Van der Meer, S., Lehmann-Willenbrock, N., Delahaij, R., & Homan, A. C. (2022). The influence of intrusions on team interaction: An explorative field study. Small Group Research, 53(3), 644-669. 

• ​​​​​​​Homan, A. C., & Van Kleef, G. A. (2022). Managing team conscientiousness diversity: The role of leader emotion-regulation knowledge. Small Group Research, 53(3), 532-562.

• Wanders, F., Homan, A. C. , Van Vianen, A. E. M., Rahal, R.-M., & Van Kleef, G. A. (2021) How norm violators rise and fall in the eyes of others: The role of sanctions. PLoS ONE, 16(7), e0254574. https://doi.org/10.1371/journal.pone.0254574
• Chen, J., Nevicka, B., Homan, A. C., & Van Kleef, G. A. (in press). How narcissism shapes responses to antisocial and prosocial behavior: Hypo-responsiveness or hyper-responsiveness? Personality and Social Psychology Bulletin.
• Stamkou, E., Van Kleef, G. A., & Homan, A. C. (in press). Feeling entitled to rules: Entitled individuals prevent norm violators from rising up the ranks. Journal of Experimental Social Psychology.
• Homan, A. C., Gündemir, S., Buengeler, C., & Van Kleef, G. A. (2020). Leading diversity: Towards a theory of functional leadership in diverse teams. Journal of Applied Psychology, 105(10), 1101-1128.
• Stamkou, E., Homan, A. C., & Van Kleef, G. A. (2020). Climbing the ladder or falling from grace? A threat-opportunity framework of the effects of norm violations on social rank. Current Opinion in Psychology, 33, 74-79.
• Wang, S., Homan, A. C., & Jehn, K A. (2020). Conflict is in the eye of the beholder: Individual task conflict asymmetry and peer-ratings of member effectiveness. Small Group Research, 51, 402-426.
• Eby, L., Shockley, K., Bauer, T., Edwards, B., Homan, A. C., Johnson, R., Lang, J., Morris, S., & Oswald, F. (2020). Methodological checklists for improving research quality and reporting consistency. Industrial and Organizational Psychology: Perspectives on Science and Practice, 13, 76-83.
• Cronin, M. A., & Homan, A. C. (2020). From the new editors. Organizational Psychology Review, 10, 3-5.
• Jackson, J. C., Van Egmond, M., Choi, V. K., Ember, C., Halberstadt, E., Balanovic, J., Basker, I. N., Boehnke, K., Buki, N., Fischer, R., Fulop, M., Fulmer, A., Homan, A. C., Van Kleef, G. A., Kreemers, L., Schei, V., Szabo, E., Ward, C., & Gelfand, M. (2019). Ecological and cultural factors underlying the global distribution of prejudice. PLoS ONE, 14(9), e0221953.
• Rupert, J., Homan, A. C., Jehn, K. A., & Blomme, R. J. (2019). Diversity composition and team learning: The moderating role of error culture. Group Decision and Negotiation, 28, 695-722.
• Homan, A. C. (2019). Dealing with diversity in work groups: Preventing problems and promoting potential. Social and Personality Psychology Compass, 13, e12465.
• Stamkou, E., Van Kleef, G. A., Homan, A. C., Gelfand, M. J., Van de Vijver, F. J. R., et al. (2019). Cultural collectivism and tightness moderate responses to norm violators: Effects on power perception, moral emotions, and leader support. Personality and Social Psychology Bulletin, 45, 947-964. https://doi.org/10.1177/0146167218802832
• Gündemir, S., Martin, A. E., & Homan, A. C. (2019). Understanding diversity ideologies from the target’s perspective: A review and future directions. Frontiers in Psychology, 10, article 828. doi:10.3389/fpsyg.2019.00282
• Gündemir, S., Carton, D., & Homan, A. C. (2019). The impact of organizational crisis on the preference for Asian American leaders. Journal of Applied Psychology, 104, 107-122.
• Stamkou, E., Van Kleef, G. A., & Homan, A. C. (2018). The art of influence: When and why deviant artists gain impact. Journal of Personality and Social Psychology, 115, 276-303.
• Van Vianen, A. E. M., Rosenauer, D., Homan, A. C., Horstmeier, C., & Voelpel, S. C. (2018). Mentoring in context: A multilevel study on differentiated careen mentoring and career mentoring climate. Human Resource Management, 115, 276-303.
• Van Kleef, G. A., Heerdink, M. W., & Homan, A. C. (2017). Emotional influence in groups: The dynamic nexus of affect, cognition, and behaviour. Current Opinion in Psychology, 17, 156-161.
• Gündemir, S., Homan, A. C., Usova, A., & Galinsky, A. D. (2017). Multicultural meritocracy: The synergistic benefits of valuing diversity and merit. Journal of Experimental Social Psychology, 73, 34-41.
• Gündemir, S., Dovidio, J., Homan, A. C., & De Dreu, C. K. W. (2017). The impact of organizational diversity policies on minority employees’ leadership self-perceptions and goals. Journal of Leadership and Organizational Studies, 24, 172-188.
• Horstmeier, C. A. L., Boer, D., Homan, A. C., & Voelpel, S. C. (2017). The differential effects of transformational leadership on multiple identifications at work: A meta-analytic model. British Journal of Management, 28, 280-298.
• Dijkstra, M. T. M., & Homan, A. C. (2016). Engaging in rather than disengaging from stress: Effective coping and perceived control. Frontiers in Psychology, 7, 1415. doi:10.3389/fpsyg.2016.01415.
• Horstmeier, C. A. L., Homan, A. C., Rosenauer, D., & Voelpel, S. C. (2016). Developing multiple identities through different social interactions at work. European Journal of Work and Organizational Psychology.
• Boer, D., Deinert, A., Homan, A. C., & Voelpel, S. C. (2016). Examining the mediating role of leader-member exchange in the relationship between transformational leadership and different outcomes. European Journal of Work and Organizational Psychology, 25, 928-944.
• Buengeler, C., Homan, A. C., & Voelpel, S. C. (2016). The challenge of being a young manager: The effects of contingent reward and participative leadership on team-level turnover depend on leader age. Journal of Organizational Behavior, 37, 1224-1245.
• Stamkou, E., Van Kleef, G. A., Homan, A. C., & Galinsky, A. (2016). How norm violations shape social hierarchies: Those who stand on top block norm violators from rising up. Group Processes and Intergroup Relations, 19, 608-629.
• Rosenauer, D., Homan, A. C., Horstmeier, C. A. L., & Voelpel, S. C. (2016). Managing nationality diversity: The interactive effect of leaders' cultural intelligence and task interdependence. British Journal of Management, 27, 628-645.
• Homan, A. C., Van Kleef, G. A., & Sanchez-Burks, J. (2016). Team members' emotional displays as indicators of team functioning. Cognition and Emotion, 30, 131-149.
• Deinert, A., Homan, A. C., Boer, D., Voelpel, S. C., & Gutermann, D. (2015). Transformational leadership sub-dimensions and their link to leaders' personality and performance. The Leadership Quarterly, 26, 1095-1120.
• Galinsky, A. D., Todd, A. R., Homan, A. C., Phillips, K. W., Apfelbaum, E. P., Sasaki, S. J., Richeson, J. A., Olayan, J. B., Maddux, W. W. (2015). Maximizing the gains and minimizing the pains of diversity: A policy perspective. Perspectives on Psychological Science, 10, 742-748.
• Homan, A. C., Buengeler, C., Eckhoff, E., Van Ginkel, W., & Voelpel, S. (2015). The interplay of diversity training and diversity beliefs on team creativity in nationality diverse teams. Journal of Applied Psychology, 100, 1456-1467.
• Van Kleef, G. A., Oveis, C., Homan, A. C., Van der Löwe, I., & Keltner, D. (2015). Power gets you high: The powerful are more inspired by themselves than by others. Social Psychological and Personality Science, 6, 472-480.
• Van Kleef, G. A., Wanders, F., Stamkou, E., & Homan, A. C. (2015). The social dynamics of breaking the rules: Antecedents and consequences of norm-violating behaviour. Current Opinion in Psychology, 6, 25-31 .
• Heerdink, M. W., Van Kleef, G. A., Homan, A. C., & Fischer, A. H. (2015b). Emotional reactions to deviance in groups: The relation between number of angry reactions, felt rejection, and conformity. Frontiers in Psychology, 10.3389/fpsyg.2015.00830.
• Heerdink, M. W., Van Kleef, G. A., Homan, A. C., & Fischer, A. H. (2015a). Emotional expressions as social signals of rejection and acceptance: Evidence from the affect misattribution paradigm.  Journal of Experimental Social Psychology, 56, 60-68 . 

• Gündemir, S., Homan, A. C., De Dreu, C. K. W., & Van Vugt, M. (2014). Think leader, think white? Capturing and weakening the implicit pro-white leadership bias. PLoS ONE, 9(1), e83915. doi:10.1371/journal.pone.0083915
• Heerdink, M. W., Van Kleef, G. A., Homan, A. C., & Fischer, A. H. (2013). On the social influence of emotions in groups: Interpersonal effects of anger and happiness on conformity vs. deviance. Journal of Personality and Social Psychology, 105, 262-284 .
• van Knippenberg, D., van Ginkel, W. P., & Homan, A. C. (2013). Diversity mindsets and the performance of diverse teams. Organizational Behavior and Human Decision Processes, 121, 183-193.
• Beersma, B., Homan, A. C., Van Kleef, G. A., & De Dreu, C. K. W. (2013). Outcome interdependence shapes the effects of prevention focus on team processes and performance.  Organizational Behavior and Human Decision Processes, 121, 194-204.
• Van Kleef, G. A., Steinel, W., & Homan, A. C. (2013). On being peripheral and paying attention: Prototypicality and information processing in intergroup conflict. Journal of Applied Psychology, 98, 63-79 .

• Homan, A.C., & Greer, L. L. (2013). Considering diversity: The positive effects of considerate leadership in diverse teams . Group Processes and Intergroup Relations, 16, 105-125. 
• Schippers, M., Homan, A. C., & van Knippenberg, D. (2013). To reflect or not to reflect: Prior team performance as a boundary condition of the effects of reflexivity on learning and final team performance . Journal of Organizational Behavior, 34, 6-23.
• Van Kleef, G. A., Homan, A. C., & Cheshin, A. (2012). Emotional influence at work: Take it EASI. Organizational Psychology Review, 98, 63-79 .
• Van Kleef, G. A., Homan, A. C., Finkenauer, C., Blaker, N. M.,& Heerdink, M. (2012). Prosocial norm violations fuel power affordance. Journal of Experimental Social Psychology, 48, 937-942 .
• Spisak, B. R.,Homan, A.C., Grabo, A., & Van Vugt, M. (2012). Facing the situation: Testing a biosocial contingency model of leadership in intergroup relations using masculine and feminine faces. Leadership Quarterly, 23, 273-280 .      
• De Kwaadsteniet, E., Homan, A. C.,Van Dijk, E., & Van Beest, I. (2012). Social information as a cue for tacit coordination. Group Processes and Intergroup Relations, 15, 257-271 .  
• Greer, L. L., Homan, A. C., De Hoogh, A. H. B., & Den Hartog, D. N. (2012). Tainted visions: The effect of visionary leader behaviors and leader categorization tendencies on the financial performance of ethnically diverse teams. Journal of Applied Psychology, 97 , 203-213.   
• Van Kleef, G. A., Homan, A. C., Finkenauer, C., Gündemir, S., & Stamkou, E. (2011). Breaking therules to rise to power: How norm violators gain power in the eyes of others. Social Psychological and Personality Science, 2 , 500-507.       
• Van Knippenberg, D., Dawson, J. F., West, M. E., & Homan, A. C. (2011). Top management team diversity: Faultlines, clarity of objectives, and organizational performance. Human Relations, 64, 307-336.         
• Van Kleef, G. A., Homan, A. C., Beersma, B., & van Knippenberg, D. (2010). On angry leaders and agreeable followers: How leaders' emotions and followers' personalities shape motivation and team performance. Psychological Science, 21, 1827-1834.       
• Steinel, W., Van Kleef, G. A., van Knippenberg, D., Hogg, M. A., Homan, A. C., & Moffit, G. (2010). How intragroup dynamics affect behavior in intergroup conflict: The role of groupnorms, prototypicality, and need to belong . Group Processes and Intergroup Relations, 13, 779-794 .
• Homan, A.C., Greer, L.L., Jehn, K. A., & Koning, L. (2010) Believing shapes seeing: The impact of diversity beliefs on the construal ofgroup composition. Group Processes and Intergroup Relations , 13, 477-493 .
• Van Kleef, G. A., Homan, A. C., Beersma, B., van Knippenberg, D., van Knippenberg, B., & Damen, F. (2009). Searing sentiment or cold calculation? The effects of leader emotional displays on team performance depend on follower epistemic motivation . Academy of Management Journal, 53, 562-580.         
• Homan, A. C., Hollenbeck, J. R., Humphrey, S. E., van Knippenberg, D., Ilgen, D. R., & van Kleef, G. A. (2008). Facing differences with an open mind: Openness to Experience, salience of intra-group differences, and performance of diverse groups. Academy of Management Journal, 51, 1204-1222.        
• Homan, A. C., van Knippenberg, D., Van Kleef, G. A., & De Dreu, C. K. W. (2007). Bridging faultlines by valuing diversity: The effects of diversity beliefs on information elaboration and performance in diverse work groups. Journal of Applied Psychology, 92, 1189-1199.     
• Homan, A. C., van Knippenberg, D., Van Kleef, G. A., & De Dreu, C. K. W. (2007). Interacting dimensions of diversity: Cross-categorization and the functioning of diverse work groups. Group Dynamics: Theory, Research, and Practice, 11, 79-94 .
• van Knippenberg, D.,De Dreu, C. K. W., & Homan, A. C. (2004). Work group diversity and group performance: An integrative model and research agenda. Journal of Applied Psychology, 89, 1008-1022 .

Dutch Publications and Book Chapters     

• Homan, A. C., Van Hooft, E. J., Uitdewilligen, S. (2018). Trends rondom diversiteit: introductie deel 2. Gedrag & Organisatie, 31, 311-313.

• Homan, A. C. (2018). Vier verschillen! De vele gezichten van diversiteit. Gedrag & Organisatie, 31, 281-304.

• Homan, A. C., Van Hooft, E. J., Uitdewilligen, S. (2018). Trends rondom diversiteit: introductie deel 1. Gedrag & Organisatie, 31, 181-188.

• Buengeler, C., & Homan, A. C. (2015). Diversity in Teams: Was macht diverse Teams erfolgreich? In P. Genkova, & T. Ringeisen (Eds.), Handbuch Diversity Kompetenz: Perspectiven und Anwendungsfelder. Wiesbaden, Germany: Springer Link.

• Gündemir, S., Homan, A. C., Van Vugt, M., & De Dreu, C. K. W. (forthcoming). Hé, dat is mijn plek! Etniciteit, Leiderschap en Fysieke Afstand. Jaarboek Sociale Psychologie 2013. 

•  Homan, A. C., & van Knippenberg, D. (2014). Faultlines in diverse teams. In S. Otten, K. van der Zee, & M. Brewer (Eds.), Towards inclusive organizations: Determinants of successful diversity management at work (pp. 132-150) . Hove, UK: Psychology Press.

• Homan, A. C., Redeker, M., & De Vries, R. E. (forthcoming). Team conflict and leadership. In N. M. Ashkanasy, O. B. Ayoko, & K. A. Jehn (Eds.), Handbook of research in conflict management . Cheltenham, UK: Edward Elgar Publishing.
• Steinel, W., Van Kleef, G. A., & Homan, A. C. (2012). En wie niet springt... is waarschijnlijk geen perifeer groepslidmet een hoge need to belong. Jaarboek Sociale Psychologie.          
• Heerdink, M. W., Van Kleef, G. A., Homan, A. C., & Fischer, A. H. (2012). Conformiteit door emoties: De effecten van boosheid en blijdschap. Jaarboek Sociale Psychologie.      
• Janz, K., Licklederer, C., Eckhoff, R. A., Homan, A. C., & Voelpel, S. (2012). Leveraging age diversity in times of demographic change: Thecrucialrole of leadership. In C.L. Scott and M.Y. Byrd (Eds.), Handbook of research on workforce diversity in a global society: Technologies and concepts (pp. 163-183). Hershey: IGI Global.
• Van Knippenberg, D., Homan, A. C., & Van Ginkel, W. (2012). What's in it for me? Considering the effects of differences with a focus on diversity mind-sets. In. Q. M. Roberson (Ed.), Oxford Handbook of Diversity. Oxford, UK: University Press.          
• Homan, A. C., & Jehn, K.A. (2010). How leaders can make diverse groups less difficult: The role of attitudes and perceptions of diversity. In S. Schuman (Ed.), Handbook for working with difficult groups (pp. 311-322). Hoboken, NJ: Jossey-Bass.
• Oortwijn, M., Homan, A. C., Saab, N. (2010). Methodologies of peer interactions: Insights from face-to-face, computer-supported, and group decision-making learning settings. In F. Columbus (Ed.), Collaborative learning: Methodology, types of interactions and techniques (pp. 197-224). Hauppauge, NY: Nova Science.
• Homan, A. C., & Jehn, K. A. (2010). Organizational faultlines. In K. N. Hamnum, B. McFeeters, & L. Booysen (Eds.), Leadership Across Differences: Cases and Perspectives (pp. 87-94). San Francisco, CA: Pfeiffer/John Wiley & Sons.         
• De Vries, G., & Homan, A. C. (2008). Diversity and leadership: Transformational leadership and its role in managing diversity. Gedrag & Organisatie, 21 , 295-309.

PhD supervision

• 2020 - present - Tobi Sachs - University of Amsterdam
• 2020 - present - Luisa Solms - University of Amsterdam
• 2019 - present - Christoph Reinert - Kiel University
• 2017 - present - Christoph Daldrop - Kiel University
• 2017 - present - Jiafang Chen - University of Amsterdam
• 2017 - present - Sanne van der Meer - University of Amsterdam & TNO
• 2015 - present - Florian Wanders - University of Amsterdam (graduated)
• 2013 - 2018 - Eftychia Stamkou - University of Amsterdam (graduated)
• 2011 - 2015 - Christiane Horstmeier - Jacobs University Bremen & VU University Amsterdam (graduated)
• 2011 - 2015 - Doris Rosenauer - Jacobs University Bremen & VU University Amsterdam (graduated)
• 2011 - 2014 - Anika Deinert - Jacobs University Bremen & VU University Amsterdam (graduated)
• 2010 - 2015 - Seval Gündemir - VU University Amsterdam & University of Amsterdam (graduated)
• 2010 - 2015 - Marc Heerdink - University of Amsterdam (graduated)
• 2008 - 2012 - Marleen Redeker - VU University Amsterdam (graduated)
• 2008 - 2013 - Claudia Buengeler - Jacobs University Bremen & VU University Amsterdam (graduated)
• 2008 - 2013 - Robert Eckhoff - Jacobs University Bremen & VU University Amsterdam (graduated)

Full CV

Biographical Sketch

Astrid Homan is an full professor and currently chair of work and organizational psychology at the University of Amsterdam. She worked on her dissertation research at the same department (PhD in 2006). During her PhD, she received a competitive Fulbright Scholarship to visit Michigan State University, East Lansing. In 2006 she won the IACM best paper award for her work on diversity beliefs in diverse groups. She then moved to the department of Social and Organizational Psychology at Leiden University. In 2008, she was a visiting professor at the University of California, Berkeley. In the same year, she moved to the VU University in Amsterdam, where she worked until February 2012. In March 2012, she moved back to the University of Amsterdam as a tenured staff member. In the same year, she won the IACM best theoretical paper award. In the autumn of 2014, she was a visiting professor at Columbia Business School in New York, at the management department. In 2015, she received an Aspasia grant from the Netherlands Organisation for Scientific Research (NWO; €200.000). She chairs the Diversity & Inclusion committee of the UvA psychology department.

She is and was involved in various PhD projects at the University of Amsterdam, VU University, and Kiel University on diversity, teams, power, emotions, wellbeing, and leadership. In 2010, she obtained a Mosaic Grant together with Seval Gündemir and Mark van Vugt, to examine the minority glass ceiling effect.

She used to be the Editor-in-Chief for Organizational Psychology Review (starting 2020, ending in 2022; and Associate Editor between 2017-2019), Associate Editor for Journal of Applied Psychology (starting 2020), and an editorial board member for a wide variety of journals, such as Academy of Management Journal (best reviewer award 2021), British Journal of Management, Social Psychological and Personality Science, and Organizational Behavior and Human Decision Processes. She is a SIOP fellow since 2023 and an APS fellow since 2024.

Please find my complete CV and some interesting links below.