Fotograaf: Seval Gündemir

mw. dr. S. (Seval) Gündemir


  • Faculteit der Maatschappij- en Gedragswetenschappen
    Programmagroep: Work and Organizational Psychology
  • Bezoekadres
    REC G
    Nieuwe Achtergracht 129  
  • Postadres:
  • s.gundemir@uva.nl

Seval Gündemir received her bachelor and master degrees in Work and Organizational Psychology from the Vrije Universiteit Amsterdam (both cum laude). She received the NWO Mosaic grant to conduct PhD-research on the underrepresentation of ethnic minorities in leadership roles. During her PhD, she received the Fulbright grant to conduct research on the effects of diversity policies on minority leadership emergence at Yale University, Psychology Department. She defended her PhD-thesis titled “The Minority Glass Ceiling Hypothesis” in 2015. After her PhD, she received the NWO Rubicon grant to continue her research on female and racial-ethnic minority leadership. She worked at Columbia Business School, Management Division from 2015 to 2017 as a post-doctoral research scholar. In August 2017, she joined the University of Amsterdam as an assistant professor of Work and Organizational Psychology.

Seval Gündemir’s research focuses on diversity, leadership, and intergroup relationships. She examines the individual and contextual factors that may hinder or encourage traditionally underrepresented groups (e.g., women, racial-ethnic minorities, but also other groups such as LGBT) to attain and hold organizational leadership roles. Additionally, she studies processes and performance in teams, intercultural learning, intergroup contact and bias. She supervises bachelor- and master-theses in these areas, both in Dutch and in English.

Publications

Gündemir, S., Carton, A. M., & Homan, A.C. (forthcoming). The Impact of Organizational Performance on the Emergence of  Asian American Leaders. Journal of Applied Psychology.

Does, S., Gündemir, S., & Shih, M. (2018, June). How Sexual Harassment Affects a Company’s Public Image. Harvard Business Review.

Gündemir, S. (in press). Diversiteitsideologieën in Organisaties: Verleden, Heden, en Toekomst. Gedrag & Organisatie.

Does, S., Gündemir, S., & Shih, M. (2018). The Divided States of America: How the 2016 US Presidential Election Shaped Perceived Levels of Gender Equality. Social Psychological and Personality Science, doi: 10.1177/1948550618757033.

Gündemir, S., & Galinsky, A. D. (2017). Multicolored Blindfolds: How Organizational Multiculturalism Can Conceal Racial Discrimination and Delegitimize Racial Discrimination Claims. Social Psychological and Personality Science. doi: 10.1177/1948550617726830

Gündemir, S., Homan, A.C., Usova, A. & Galinsky, A.D. (2017) Multicultural meritocracy: The synergistic benefits of valuing both diversity and merit. Journal of Experimental Social Psychology, 73, 34-41.

Gündemir, S., Dovidio, J. F., 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. doi: 10.1177/1548051816662615

Gündemir, S. (2015). The minority glass ceiling hypothesis. Exploring reasons and remedies for the underrepresentation of racial-ethnic minorities in leadership positions. (Doctoral dissertation). Vrije Universiteit Amsterdam, the Netherlands.

Gündemir, S., Homan, A.C., de Dreu C.K.W., & van Vugt M. (2014). Think leader, think white? Capturing and weakening an implicit pro-white leadership bias. PLoS ONE, 9(1): e83915. doi:10.1371/journal.pone.0083915

Gündemir, S., Homan, A.C., Van Vugt, M., & De Dreu, C. K. W. (2013). Hé, dat is mijn plek: Etniciteit, leiderschap en fysieke afstand. In Dotsch, R. (Ed) Jaarboek Sociale Psychologie 2013. Groningen: ASPO Pers.

Kleef, G.A. van, Homan, A.C., Finkenauer, C., Gündemir, S. & Stamkou, E. (2011). Breaking the rules to rise to power: How norm violators gain power in the eyes of others. Social Psychological and Personality Science, 2, 500-507. doi: 10.1177/1948550611398416

 

2018

  • Gündemir, S. (2018). Diversiteitsideologieën in Organisaties: Verleden, Heden, en Toekomst. Gedrag en Organisatie.
  • Gündemir, S., Carton, A., & Homan, A. C. (2018). The impact of organizational performance on the emergence of Asian American leaders. Journal of Applied Psychology.
  • Does, S., Gündemir, S., & Shih, M. (2018). The Divided States of America: How the 2016 US Presidential Election Shaped Perceived Levels of Gender Equality. Social Psychological and Personality Science.

2017

  • 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. DOI: 10.1016/j.jesp.2017.06.002  [details] 
  • Gündemir, S., & Galinksy, A. (2017). Multicolored blindfolds: How organizational multiculturalism can conceal racial discrimination and delegitimize racial discrimination claims. Social Psychological and Personality Science.
  • Gündemir, S., Dovidio, J. F., 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(2), 172-188. DOI: 10.1177/1548051816662615  [details] 

2014

  • Gündemir, S., Homan, A. C., de Dreu, C. K. W., & van Vugt, M. (2014). Think leader, think white? Capturing and weakening an implicit pro-white leadership bias. PLoS One, 9(1), e83915. [e83915]. DOI: 10.1371/journal.pone.0083915  [details] 

2018

  • Does, S., Gündemir, S., & Shih, M. (2018). How Sexual Harassment Affects a Company’s Public Image. Harvard Business Review.

2013

  • Gundemir, S., Homan, A. C., van Vugt, M., & de Dreu, C. K. W. (2013). Hé, dat is mijn plek: etniciteit, leiderschap en fysieke afstand. Jaarboek Sociale Psychologie.
  • Gündemir, S., Homan, A. C., van Vugt, M., & de Dreu, C. K. W. (2013). On coming closer: An investigation of race, leadership, and physical distance. Abstract from The 73rd Annual Meeting of the Academy of Management, Orlando, August., .

Mediaoptreden

  • Gündemir, S. (05-10-2018). “Companies more likely to hire Asian-American CEOs during decline, study finds”. “Companies more likely to hire Asian-American CEOs during decline, study finds”.
  • Gündemir, S. (05-10-2018). “Companies more likely to hire Asian-American CEOs during decline, study finds”. “Companies more likely to hire Asian-American CEOs during decline, study finds” (www.nbcnews.com).
  • Gündemir, S. (26-09-2018). Asian-Americans Are Often Hired To Save Companies - Here's Why. Asian-Americans Are Often Hired To Save Companies - Here's Why (www.newsy.com).
  • Gündemir, S. (24-09-2018). “There’s a glass cliff for Asian American CEOs, too”. “There’s a glass cliff for Asian American CEOs, too” (www.qz.com).
  • Gündemir, S. (24-09-2018). “Discrimination leads corporations to see Asian American CEOs as “saviors”. “Discrimination leads corporations to see Asian American CEOs as “saviors” (www.psmag.com).
  • Gündemir, S. (24-09-2018). “Asian-Americans more likely to be hired to lead troubled companies”. “Asian-Americans more likely to be hired to lead troubled companies” (www.phys.org).
  • Gündemir, S. (24-09-2018). “Asian-Individuals extra more likely to be employed to guide troubled firms”. “Asian-Individuals extra more likely to be employed to guide troubled firms” (www.newround247.com).
  • Gündemir, S. (25-07-2018). “A single sexual harassment claim can tank your brand’s public image”. “A single sexual harassment claim can tank your brand’s public image” (www.agilitypr.com).
  • Gündemir, S. (05-07-2018). “Bill Shine covered up sexual harassment at Fox News for decades until the plot blew up in his face”. “Bill Shine covered up sexual harassment at Fox News for decades until the plot blew up in his face” (www.vox.com).
  • Gündemir, S. (03-07-2018). “Just one sexual harassment claim can tarnish a company’s image”. “Just one sexual harassment claim can tarnish a company’s image” (www.washingtonpost.com).
  • Gündemir, S. (03-07-2018). “Just one sexual harassment claim can tarnish a company’s image, says study”. “Just one sexual harassment claim can tarnish a company’s image, says study” (http://www.chicagotribune.com).

Spreker

  • Gündemir, S. (speaker) (2018). Managing Diversity: An Ideological Approach., European Research Centre on Migration and Ethnic Relations .
  • Gündemir, S. (speaker) (2018). Shared impact and women’s and racial minorities’ workplace commitment and leadership emergence., Academy of Management.
  • Gündemir, S. (speaker) (2018). Motivated whispers: SDO predicts gossip about affirmative action recipients, Academy of Management, United States.
  • Gündemir, S. (speaker), Homan, A. C. (speaker) & Phillips, K. (speaker) (28-11-2017). UNDERSTANDING HOW SHARED IMPACT AFFECTS WOMEN’S AND RACIAL MINORITIES’ WORKPLACE PERCEPTIONS AND BEHAVIOR, ASPO conference 2017, Amsterdam, Netherlands.
  • Gündemir, S. (speaker), Homan, A. C. (speaker) & phillips, k. (speaker) (6-11-2017). UNDERSTANDING HOW SHARED IMPACT AFFECTS WOMEN’S AND RACIAL MINORITIES’ WORKPLACE PERCEPTIONS AND BEHAVIOR, Solvay Business School Diversity Symposium.

Andere

  • Gündemir, S. (chair) (2018). Academy of Management, United States. Symposium "Social Networks, Rumors and
    Secrets: When and Why Informal Interactions Impact Workplace Outcomes" (organising a conference, workshop, ...).

2015

  • Gundemir, S. (2015). The Minority Glass Ceiling Hypothesis: Exploring Reasons and Remedies for the Underrepresentation of Racial-ethnic Minorities in Leadership Positions Ipskamp drukkers
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