Denise Lewin Loyd

Articles

• Maxwell-Smith, M., White, T., & Loyd, D. (2020). Does Perceived Treatment of Unfamiliar Employees Affect Consumer Brand Attitudes? Social Dominance Ideologies Reveal Who Cares the Most and Why. Journal of Business Research, Elsevier, 109 461-471.  link >
• Loyd, D., & Amoroso, L. (2018). Undermining diversity: Favoritism threat and its effect on advocacy for similar others. Group Dynamics: Theory, Research, and Practice, 22 (3), 143-155.
• van Dijk, H., Meyer, B., van Engen, M., & Loyd, D. (2017). Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures Academy of Management Annals, 11 (1), 517-557.
• Leonardelli, G., & Loyd, D. (2016). Optimal Distinctiveness Signals Membership Trust. Personality and Social Psychology Bulletin, 42 (7), 843-854.
• Loyd, D., Phillips, K., Wang, C., & Lount, R. (2013). Social category diversity promotes pre-meeting elaboration: The role of relationship focus Organization Science, 24 757-772.
• Duguid, M., Loyd, D., & Tolbert, P. (2012). The Impact of Categorical Status, Numeric Representation and Work Group Prestige on Preference for Demographically Similar Others: A Value Threat Approach Organization Science, 23 386-401.  link >
• Loyd, D., & Amoroso, L. (2011). Complicating the Complicated: The Importance of Status in Understanding Constrained Career Choices Psychological Inquiry, 22 270-274.
• Amoroso, L., Loyd, D., & Hoobler, J. (2010). The diversity education dilemma: Exposing status hierarchies without reinforcing them Journal of Management Education, 34 795-822.
• Loyd, D., Phillips, K., Thomas-Hunt, M., & Whitson, J. (2010). Expertise in your midst: How congruence between status and speech style affects reactions to unique knowledge Group Processes and Intergroup Relations, 13 379-395.
• Phillips, K., & Loyd, D. (2006). When surface and deep-level diversity collide: The effects on dissenting group members Organizational Behavior and Human Decision Processes, 99 143-160.
• Loyd, D., Kern, M., & Thompson, L. (2005). Classroom Research: Bridging the ivory divide Academy of Management Learning & Education, 4 8-21.

Book Chapters

• Loyd, D. (2020). Claiming the unexpected value of diversity: How status gets in the way. Creating Gender-Inclusive Organizations ( pp. 87-97). University of Toronto Press.
• Loyd, D., & Phillips, K., A. Tenbrunsel, E. Mannix, & M. A. Neale (Ed.) (2006). Managing perceptions of ethical behavior in evaluative groups: The implications for diversity in organizations. Research on Managing Groups and Teams, Vol. 8.
• Thompson, L., Kern, M., & Loyd, D., Sansone, C., Morf, C., & Panter, A. (Ed.) (2003). Research Methods of Micro Organizational Behavior. Handbook of Methods in Social Psychology ( pp. 457-470).

Presentations

• Checketts, M., Howell, T., Loyd, D., Amanatullah, E., & Tinsley, C. (2022). Emphasizing the female leadership advantage: The unintended consequences of positive stereotypes Dismantling Bias Conference, Purdue University.
• Loyd, D. (2018). Realizing the full potential of diversity: What’s getting in the way? Sloan UCEM Mini-Conference, University of Illinois at Urbana-Champaign.
• Loyd, D. (2017). How to unleash the power of diversity. COIL Global Learning Conference, DePaul University.
• Loyd, D. (2016). A review and model of the consequences of stereotyping in diverse work groups. INGRoup Conference.
• Loyd, D. (2016). Claiming the unexpected value of diversity: What's getting in the way. Leadership Excellence and Gender Symposium, Purdue University.
• van Dijk, J., van Engen, M., Meyer, B., & Loyd, D. (2014). Work group diversity: A multi-level model Israel Organizational Behavior Conference (IOBC.
• Loyd, D. (2013). How concerns with appearing biased can undermine diversity: Exploring favoritism threat. Academy of Management National Meeting.
• Loyd, D., Shim, S., Kim-Jun, S., & Phillips, K. (2012). When an Out-Group Member Brings Us Together: The Impact of Status on the Relationship between Disagreeing In-group Members Academy of Management National Meeting.
• Loyd, D., White, J., & Kern, M. (2011). Unkind to Two of a Kind: Stereotyping Women with Duo Status in a Work Group Annual Academy of Management Meeting.
• Duguid, M., Loyd, D., & Tolbert, P. (2010). The Impact of Categorical Status, Numeric Representation and Work Group Prestige on Preference for Demographically Similar Others: A Value Threat Approach. Annual Academy of Management Meeting.
• Kim, S., Loyd, D., Shim, S., & Phillips, K. (2010). Reactions to Disagreement from an In-group Member: The Impact of Out-group Member Status International Association for Conflict Management Annual Conference.
• Leonardelli, G., & Loyd, D. (2010). Optimally Distinct Groups as a Marker of Membership Trust INGRoup Conference.
• Brown, A., Loyd, D., & Thomas-Hunt, M. (2009). From different worlds: The impact of nationality diversity and relative status on group experience INGRoup Conference.
• Loyd, D., White, J., & Kern, M. (2009). Stereotyping and Visibility of Duos: The Numbers Don’t Always Add Up for a Minority of Two Annual Academy of Management Meeting.
• Loyd, D., White, J., & Kern, M. (2008). Token Pressure on Duos: The Numbers Don’t Always Add Up for a Minority of Two INGRoup Conference.
• Loyd, D. (2007). Avoiding the appearance of bias in evaluative groups: The impact of distinctiveness, status, and anonymity Academy of Management Annual Meeting.
• Loyd, D. (2007). Diversity, Identity, and Knowledge-Sharing: Lessons for the Classroom North American Management Society Conference.
• Loyd, D., White, J., & Kern, M. (2007). Duo Status: Disentangling the complex interactions within a minority of two Annual Conference on Research on Managing Groups and Teams.
• Loyd, D., White, J., & Kern, M. (2007). When two is the loneliest number Academy of Management Annual Meeting.
• Loyd, D. (2006). Avoiding the appearance of favoritism in evaluating others: The impact of status and distinctiveness Annual Academy of Management Meeting.
• Loyd, D., & Phillips, K. (2006). Can low status experts be influential?: An examination of the impact of confidence and timing INGRoup Conference.
• Wang, C., Phillips, K., Loyd, D., & Lount, R. (2006). Social Similarity and Opinion Conflict: The Impact of Relationship Concerns International Association for Conflict Management.
• Wang, C., Phillips, K., Loyd, D., & Lount, R. (2005). The battle between how we feel and how we think: The impact of social similarity on affective and cognitive reactions to opinion conflict Annual Academy of Management Meeting.
• Loyd, D. (2004). Avoiding the appearance of bias: The effects of group composition and status on evaluations of similar others. Annual Graduate and Professional Student Research Conference. Northwestern University Black Gradua.
• Loyd, D., & Phillips, K. (2004). Managing perceptions of ethical behavior in evaluative groups: When trying to do the right thing can lead you to do the wrong thing Annual Conference on Research on Managing Groups and Teams.
• Phillips, K., Thomas-Hunt, M., Loyd, D., & Whitson, J. (2004). Who gets heard? The impact of status on perceptions of experts’ behavior in groups Annual Academy of Management Meeting.
• Loyd, D. (2003). There is an I in researcher, or how I chose my dissertation topic Doctoral Student Consortium at the 63rd Annual National AoM Conference.
• Loyd, D., & Phillips, K. (2001). Task conflict in decision-making groups: The interplay of group composition and members' expectations Academy of Management National Meeting.
• Loyd, D., & Phillips, K. (2000). The Effects of Group Composition on Minority Opinion Holders: Task Conflict in Decision-Making Groups International Association for Conflict Management Annual Conference.

Working Papers

• Kim, J., Bezrukova, K., Wang, E., Loyd, D., Spell, C., & Said, H. Checked and balanced: The role of group faultlines in ethical decision-making.
• Loyd, D., Shim, S., Kim-Jun, S., & Phillips, K. Fostering In-group Disagreement through Diversity: High-status out-group members enhance intragroup engagement.
• Loyd, D., White, J., & Kern, M. Unkind to Two of a Kind: Stereotyping Women with Duo Status in a Work Group.