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mw. prof. dr. A.C. (Astrid) Homan

Faculteit der Maatschappij- en Gedragswetenschappen
Programmagroep: Work and Organizational Psychology
Fotograaf: Gillissen

Bezoekadres
  • Nieuwe Achtergracht 129
  • Kamernummer: 2.08
Postadres
  • Postbus 15919
    1001 NK Amsterdam
Contactgegevens
  • Profile

    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

    • Editor of Organizational Psychology Review
    • 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

    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, in press, 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; 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; Rosenauer et al.,2016), diversity training (Homan et al., 2015), testing the moderating influence of error culture in diverse teams (Rupert et al., working paper), 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 (Gündemir, Martin, & Homan, 2019; 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; 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).

     

     

    Emotions at work

    The second line of research deals with how emotions matter in interpersonal interactions at work (Van Kleef et al., 2012), 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). 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).

    Coordination, Influence, and Leadership

    Within this topic, I recently started to get interested in how people attain power in the eyes of others by focusing on norm violating behaviors. 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; Stamkou et al., 2016; 2018, in press; Van Kleef et al., 2011; 2012; 2015). 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).

  • Publications

    Publications

    International Journal Articles

    • Stamkou, E., Van Kleef, G. A., Homan, A. C., Gelfand, M. J., Van de Vijver, F. J. R., et al. (in press). Cultural collectivism and tightness moderate responses to norm violators: Effects on power perception, moral emotions, and leader support. Personality and Social Psychology Bulletin. 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 828doi: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     

    • 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

    • 2015 - present - Florian Wanders - University of Amsterdam
    • 2013 - present - Eftychia Stamkou - University of Amsterdam
    • 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)
  • CV

    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 is and was involved in various PhD projects at the University of Amsterdam, VU University, and Jacobs University Bremen on diversity, power, emotions, 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 is an Editor for Organizational Psychology Review, and an editorial board member for a wide variety of journals, such as British Journal of Management, Social Psychological and Personality Science, Organizational Behavior and Human Decision Processes and the Journal of Applied Psychology.

    Please find my complete CV and some interesting links below.

    Academy of Management OB web Interview on the role of diversity beliefs in diverse teams

    Personal Research Gate page

  • Publicaties

    2019

    2018

    • Homan, A. C. (2018). Vier verschillen! De vele gezichten van diversiteit. Gedrag en Organisatie, 31(3), 281-304. [details]
    • Homan, A. C., van Hooft, E. A. J., & Uitdewilligen, S. (2018). Trends rondom diversiteit: introductie deel 1. Gedrag en Organisatie, 31(3), 181-188. [details]
    • Homan, A. C., van Hooft, E. A. J., & Uitdewilligen, S. (2018). Trends rondom diversiteit: introductie deel 2. Gedrag en Organisatie, 31(4), 311-313. [details]
    • 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(2), 276-303. https://doi.org/10.1037/pspi0000131 [details]
    • Stamkou, E., van Kleef, G. A., Homan, A. C., Gelfand, M. J., van de Vijver, F. J. R., van Egmond, M., & Boer, D. (2018). Cultural collectivism and tightness moderate responses to norm violators: Effects on power perception, moral emotions, and leader support. Personality and Social Psychology Bulletin. https://doi.org/10.1177/0146167218802832
    • van Vianen, A. E. M., Rosenauer, D., Homan, A. C., Horstmeier, C. A. L., & Voelpel, S. C. (2018). Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate. Human Resource Management, 57(2), 583-599. https://doi.org/10.1002/hrm.21879 [details]

    2017

    • 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. https://doi.org/10.1177/1548051816662615 [details]
    • 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. https://doi.org/10.1016/j.jesp.2017.06.002 [details]
    • 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(2), 280-298. https://doi.org/10.1111/1467-8551.12160 [details]
    • van Kleef, G. A., Heerdink, M. W., & Homan, A. C. (2017). Emotional influence in groups: The dynamic nexus of affect, cognition, and behavior. Current Opinion in Psychology, 17, 156-161. https://doi.org/10.1016/j.copsyc.2017.07.017 [details]

    2016

    • Boer, D., Deinert, A., Homan, A. C., & Voelpel, S. C. (2016). Revisiting the mediating role of leader-member exchange in transformational leadership: The differential impact model. European Journal of Work and Organizational Psychology, 25(6), 883-899. https://doi.org/10.1080/1359432X.2016.1170007 [details]
    • 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(8), 1224-1245. https://doi.org/10.1002/job.2101 [details]
    • 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]. https://doi.org/10.3389/fpsyg.2016.01415 [details]
    • Homan, A. C., van Kleef, G. A., & Sanchez-Burks, J. (2016). Team members' emotional displays as indicators of team functioning. Cognition & Emotion, 30(1), 134-149. https://doi.org/10.1080/02699931.2015.1039494 [details]
    • Horstmeier, C. A. L., Homan, A. C., Rosenauer, D., & Voelpel, S. C. (2016). Developing multiple identifications through different social interactions at work. European Journal of Work and Organizational Psychology, 25(6), 928-944. https://doi.org/10.1080/1359432X.2016.1185099 [details]
    • 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(3), 628-645. https://doi.org/10.1111/1467-8551.12131 [details]
    • Stamkou, E., van Kleef, G. A., Homan, A. C., & Galinsky, A. D. (2016). How norm violations shape social hierarchies: Those who stand on top block norm violators from rising up . Group Processes & Intergroup Relations, 19(5), 608-629. https://doi.org/10.1177/1368430216641305 [details]

    2015

    • Buengeler, C., & Homan, A. C. (2015). Diversity in Teams: was macht diverse Teams erfolgreich? In P. Genkova, & T. Ringeisen (Eds.), Handbuch Diversity Kompetenz: Perspektiven und Anwendungsfelder (Springer NachschlageWissen). Wiesbaden: Springer. https://doi.org/10.1007/978-3-658-08003-7_39-1 [details]
    • 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(6), 1095-1120. https://doi.org/10.1016/j.leaqua.2015.08.001 [details]
    • Galinsky, A. D., Todd, A. R., Homan, A. C., Phillips, K. W., Apfelbaum, E. P., Sasaki, S. J., ... Maddux, W. W. (2015). Maximizing the gains and minimizing the pains of diversity: a policy perspective. Perspectives on Psychological Science, 10(6), 742-748. https://doi.org/10.1177/1745691615598513 [details]
    • Heerdink, M. W., van Kleef, G. A., Homan, A. C., & Fischer, A. H. (2015). Emotional expressions as social signals of rejection and acceptance: evidence from the Affect Misattribution Paradigm. Journal of Experimental Social Psychology, 56, 60-68. https://doi.org/10.1016/j.jesp.2014.09.004 [details]
    • Heerdink, M. W., van Kleef, G. A., Homan, A. C., & Fischer, A. H. (2015). Emotional reactions to deviance in groups: the relation between number of angry reactions, felt rejection, and conformity. Frontiers in Psychology, 6, [830]. https://doi.org/10.3389/fpsyg.2015.00830 [details]
    • Homan, A. C., Buengeler, C., Eckhoff, R. A., van Ginkel, W. P., & Voelpel, S. C. (2015). The interplay of diversity training and diversity beliefs on team creativity in nationality diverse teams. Journal of Applied Psychology, 100(5), 1456-1467. https://doi.org/10.1037/apl0000013 [details]
    • 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(4), 472-480. https://doi.org/10.1177/1948550614566857 [details]
    • 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 behavior. Current Opinion in Psychology, 6, 25-31. https://doi.org/10.1016/j.copsyc.2015.03.013 [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]. https://doi.org/10.1371/journal.pone.0083915 [details]
    • Homan, A. C., & van Knippenberg, D. (2014). Faultlines in diverse teams. In S. Otten, K. van der Zee, & M. B. Brewer (Eds.), Towards inclusive organizations: determinants of successful diversity management at work (pp. 132-150). (Current issues in work and organizational psychology). New York: Psychology Press. [details]
    • Homan, A. C., Redeker, M., & de Vries, R. E. (2014). Intragroup conflict and the interpersonal leadership circumplex: matching leadership behaviors to conflict types. In O. B. Ayoko, N. M. Ashkanasy, & K. A. Jehn (Eds.), Handbook of conflict management research (pp. 427-439). Cheltenham: Edward Elgar. https://doi.org/10.4337/9781781006948.00037 [details]

    2013

    • 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(2), 194-203. https://doi.org/10.1016/j.obhdp.2013.02.003 [details]
    • 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 versus deviance. Journal of Personality and Social Psychology, 105(2), 262-284. https://doi.org/10.1037/a0033362 [details]
    • Homan, A. C., & Greer, L. L. (2013). Considering diversity: The positive effects of considerate leadership in diverse teams. Group Processes & Intergroup Relations, 16(1), 105-125. https://doi.org/10.1177/1368430212437798 [details]
    • Schippers, M. C., 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(1), 6-23. https://doi.org/10.1002/job.1784 [details]
    • 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(1), 63-79. https://doi.org/10.1037/a0030988 [details]
    • van Knippenberg, D., Homan, A. C., & van Ginkel, W. (2013). Diversity cognition and climates. In Q. M. Roberson (Ed.), The Oxford handbook of diversity and work (pp. 220-238). (Oxford library of psychology). Oxford: Oxford University Press. https://doi.org/10.1093/oxfordhb/9780199736355.013.0013 [details]
    • 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(2), 183-193. https://doi.org/10.1016/j.obhdp.2013.03.003 [details]

    2012

    • Greer, L. L., Homan, A. C., de Hoogh, A. H. B., & den Hartog, D. N. (2012). Tainted visions: the effects of visionary leader behaviors and leader categorization tendencies on the financial performance of ethnically diverse teams. Journal of Applied Psychology, 97(1), 203-213. https://doi.org/10.1037/a0025583 [details]
    • 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. The Leadership Quarterly, 23(2), 273-280. https://doi.org/10.1016/j.leaqua.2011.08.006 [details]
    • Van Kleef, G. A., Homan, A. C., & Cheshin, A. (2012). Emotional Influence at work: Take it EASI. Organizational Psychology Review, 2(4), 311-339. https://doi.org/10.1177/2041386612454911 [details]
    • de Kwaadsteniet, E. W., Homan, A. C., van Dijk, E., & van Beest, I. (2012). Social information as a cue for tacit coordination. Group Processes & Intergroup Relations, 15(2), 257-271. https://doi.org/10.1177/1368430211410235 [details]
    • van Kleef, G. A., Homan, A. C., Finkenauer, C., Blaker, N. M., & Heerdink, M. W. (2012). Prosocial norm violations fuel power affordance. Journal of Experimental Social Psychology, 48(4), 937-942. https://doi.org/10.1016/j.jesp.2012.02.022 [details]

    2011

    • Heerdink, M. W., van Kleef, G. A., Homan, A. C., & Fischer, A. H. (2011). Conformiteit aan een boze meerderheid: De relatie tussen emoties van een meerderheid, waargenomen acceptatie en conformiteit. Jaarboek Sociale Psychologie, 2011, 71-74. [details]
    • Steinel, W., Van Kleef, G. A., & Homan, A. C. (2011). "En wie niet springt..." ...is waarschijnlijk geen perifeer groepslid met een hoge need to belong. Jaarboek Sociale Psychologie, 2011, 215-218. [details]
    • van Kleef, G. A., 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(5), 500-507. https://doi.org/10.1177/1948550611398416 [details]
    • van Knippenberg, D., Dawson, J. F., West, M. A., & Homan, A. C. (2011). Diversity faultlines, shared objectives, and top management team performance. Human Relations, 64(3), 307-336. https://doi.org/10.1177/0018726710378384 [details]

    2010

    • Homan, A. C., Greer, L. L., Jehn, K. A., & Koning, L. (2010). Believing shapes seeing: The impact of diversity beliefs on the construal of group composition. Group Processes & Intergroup Relations, 13(4), 477-493. https://doi.org/10.1177/1368430209350747 [details]
    • 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 group norms, prototypicality, and need to belong. Group Processes & Intergroup Relations, 13(6), 779-794. https://doi.org/10.1177/1368430210375702 [details]
    • van Kleef, G. A., Homan, A. C., Beersma, B., & van Knippenberg, D. (2010). On angry leaders and agreeable followers: How leader emotion and follower personality shape motivation and team performance. Psychological Science, 21(12), 1827-1834. https://doi.org/10.1177/0956797610387438 [details]

    2009

    • 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, 52(3), 562-580. [details]

    2008

    • 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 work groups. Academy of Management Journal, 51(6), 1204-1222. [details]

    2007

    • Homan, A. C., van Knippenberg, D., van Kleef, G. A., & de Dreu, C. K. W. (2007). Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups. Journal of Applied Psychology, 92, 1189-1199. https://doi.org/10.1037/0021-9010.92.5.1189 [details]
    • 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. https://doi.org/10.1037/1089-2699.11.2.79 [details]

    2004

    2017

    • Homan, A., van Hooft, E., & Uitdewilligen, S. (2017). Call for papers for the G&O-special issue 2018: ‘Trends around diversity’. Gedrag en Organisatie, 30(1), 82-84.

    2016

    • Homan, A. C. (2016). Decision-making in teams: Harvesting the value in diversity. In Decision-making in teams: Harvesting the value in diversity

    2012

    • Janz, K., Buengeler, C., Eckhoff, R. A., Homan, A. C., & Voelpel, S. C. (2012). Leveraging age diversity in times of demographic change: the crucial role of leadership. In C. L. Scott, & M. Y. Byrd (Eds.), Handbook of research on workforce diversity in a global society: technologies and concepts (pp. 163-184). Hershey, PA: IGI Global. https://doi.org/10.4018/978-1-4666-1812-1.ch010 [details]

    2016

    • Homan, A. C. (2016). Leadership in diverse teams: Dealing effectively with conflicts. Paper presented at the 2016 conference of the International Association for Conflict Management (IACM), New York, USA..
    • Wanders, F., Homan, A. C., van Vianen, A. E. M., & van Kleef, G. A. (2016). Power to Parochial Norm Abiders?. Poster session presented at Kurt Lewin Institute Conference 2016, .
    • Wanders, F., Homan, A. C., van Vianen, A. E. M., & van Kleef, G. A. (2016). Rebel with a Cause: Violate Societal Norms but Abide by Group Norms to Gain Influence. Poster session presented at ASPO Conference 2016, Leiden, Netherlands..
    • Wanders, F., Homan, A. C., van Vianen, A. E. M., & van Kleef, G. A. (2016). Rebel with a Cause: Violate Societal Norms but Abide by Group Norms to Gain Influence. Poster session presented at ASPO Conference 2016, Leiden, Netherlands.

    2013

    • 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., .
    • Homan, A. C. (2013). Towards a theory of leadership effectiveness and diversity (LEAD). Abstract from 1st Management Theory Conference, .
    • Homan, A. C., & van Kleef, G. A. (2013). Obtaining power by breaking the rules is not for everyone: the importance of group membership. Abstract from The 73rd Annual Meeting of the Academy of Management, Orlando, August., .

    2012

    • Homan, A. C. (2012). Managing differences to reduce conflicts and maximize performance: the leadership effectiveness and diversity (LEAD) model. Paper presented at International Association for Conflict Management (IACM), .

    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.

    Prijs

    • Homan, A. (2015). Aspasia.
    • Homan, A. C. (2013). OB Outstanding Reviewer.
    • Homan, A. C. (2012). Managing differences to reduce conflicts and maximize performance: The leadership effectiveness and diversity (LEAD) model.

    Tijdschriftredactie

    • Homan, A. (editor) (2017-). Organizational Psychology Review (Journal).
    • Homan, A. (reviewer) (2017-2018). Gedrag en Organisatie (Journal).
    • Homan, A. (reviewer) (2017-2020). Organizational Behavior and Human Decision Processes (Journal).
    • Homan, A. (reviewer) (2017-2020). Journal of Applied Psychology (Journal).
    • Homan, A. (member of editorial board) (2016-). Organizational Behavior and Human Decision Processes (Journal).
    • Homan, A. (member of editorial board) (2015-). Social Psychological and Personality Science (Journal).
    • Homan, A. (reviewer) (2015-2020). Social Psychological and Personality Science (Journal).
    • Homan, A. (member of editorial board) (2015-). Journal of Applied Psychology (Journal).
    • Homan, A. (member of editorial board) (2012-). British Journal of Management (Journal).

    Spreker

    • Homan, A. (speaker) (16-10-2018). Leadership and diversity: Challenges and opportunities., London Business School.
    • Homan, A. (speaker) (2-10-2018). Diversiteit: Wat en hoe (en waarom)?, Witteveen+Bos.
    • Homan, A. C. (speaker) (20-9-2018). Diversiteit op de werkvloer, NIP AO meeting in Utrecht.
    • Stamkou, E. (speaker), van Kleef, G. A. (speaker), Homan, A. C. (speaker), Gelfand, M. (speaker), van de Vijver, A. J. R. (speaker), Boer, D. (speaker) & Lee, I. C. (speaker) (14-8-2018). Cultural collectivism and tightness moderate responses to norm violators: Effects on power perception, moral outrage, and leader support., 2018 Annual Meeting of Academy of Management, Chicaglo, IL, United States.
    • Homan, A. (speaker) (8-5-2018). Diversiteit: De volgende stappen?, Witteveen+Bos.
    • Homan, A. C. (speaker) (8-5-2018). Diversiteit: De volgende stappen?.
    • 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.
    • Aaldering, H. (speaker), Veels, M. (speaker) & Homan, A. C. (speaker) (10-7-2017). Managing intragroup conflict: The role of servant and autocratic leadership, International Association of Conflict Management (IACM). , Berlijn, Germany.
    • Homan, A. (speaker) & Buengeler, C. K. (speaker) (5-7-2017). Obstacles for diversity training effectiveness: The role of trainee characteristics and attitudes, European Association for Social Psychology, Spain.
    • Homan, A. (speaker) (19-5-2017). Being younger = being at double jeopardy: The role of leader and ingroup prototypicality for team leaders, European Association of Work and Organizational Psychology Congress, Ireland.
    • Homan, A. C. (invited speaker) (21-10-2016). Denkfouten en diversiteit: Do's & Don'ts, Ubuntu Symposium: Van diversiteit naar inclusiviteit, Amsterdam.
    • Homan, A. C. (invited speaker) & Buengeler, C. (invited speaker) (13-9-2016). Young at the top: young managers in the workplace, Spui 25, Amsterdam.
    • Homan, A. C. (invited speaker) (11-7-2016). Decision-making in teams: Harvesting the value in diversity, EADM Summer School, Amsterdam.
    • Homan, A. (speaker) (28-6-2016). Leadership in diverse teams: Dealing effectively with conflicts, International Association for Conflict Management, New York, United States.
    • Homan, A. (speaker) (2015). The informative functions of emotional displays in teams, Academy of Management, Vancouver, Canada.
    • Homan, A. (speaker) (2015). Regulating emotional events in diverse teams: The role of leader emotion management, Academy of Management, Vancouver, Canada.
    • Homan, A. C. (invited speaker) (9-9-2014). Diversity from Diverse Perspectives, Invited presentation, Columbia Business School.
    • Homan, A. C. (invited speaker) & Sanchez-Burks, J. (invited speaker) (6-7-2014). The interplay between conflicts and emotions - a multilevel perspective, Symposium for the International Association for Conflict Management Conference, Noordwijkerhout.
    • Homan, A. C. (invited speaker) (17-6-2013). Contingencies of diversity training: A needs by applicability approach, Invited talk, VU University, Department of Organization Sciences.
    • Homan, A. C. (invited speaker) (31-5-2013). Leading diversity: The role of categorization in diverse teams., Invited presentation, Tilburg University, Department of Social Psychology.
    • Homan, A. C. (invited speaker) (28-3-2013). Putting effectiveness of diversity training into context: The crucial role of trainees’ characteristics in predicting effects of diversity training on team creativity, Invited presentation, University of Antwerp.
    • Homan, A. C. (invited speaker) (5-2-2013). Managing team diversity: The role of leadership and training, Invited presentation, University of Tilburg, Department of Organization Studies.
    • Homan, A. C. (invited speaker) (25-9-2012). How to conduct good team research (and get it published): Methodological, statistical, and strategic considerations, Workshop Series, University of New South Wales, Sydney, Australia.
    • Homan, A. C. (invited speaker) (31-1-2012). There is more to diversity than meets the eye: Diversity construal might be more important than actual diversity, Colloquium series, University of Trier, Germany.

    Andere

    • van Kleef, G. A. (organiser) & Homan, A. C. (organiser) (10-7-2014). Symposium organized for the European Association of Social Psychology, Amsterdam. On power and prosociality: Dynamic and reciprocal relationships between hierarchical position and (anti)social behavior (organising a conference, workshop, ...).
    • Homan, A. C. (organiser) & Stegmann, S. (organiser) (2014). Symposium organized for the 29th Annual Meeting of the Society of Industrial and Organizational Psychology, Honolulu, USA.. Powerful management of diversity: Chances for leadership. (organising a conference, workshop, ...).
    • Homan, A. C. (organiser) & Sanchez-Burks, J. (organiser) (2014). Symposium conducted at the International Association for Conflict Management (IACM). The interplay between conflicts and emotions - a multilevel perspective. (organising a conference, workshop, ...).

    2006

    • Homan, A. C. (2006). Harvesting the value in diversity : examining the effects of diversity beliefs, cross-categorization, and superordinate identities on the functioning of diverse work groups. [details]
    This list of publications is extracted from the UvA-Current Research Information System. Questions? Ask the library or the Pure staff of your faculty / institute. Log in to Pure to edit your publications. Log in to Personal Page Publication Selection tool to manage the visibility of your publications on this list.
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