Denise Loyd

Denise Loyd

Associate Professor of Business Administration

  • Email

Contact

61 Wohlers Hall

1206 S. Sixth

Champaign, IL 61820

217-300-6750

loyddl@illinois.edu

Vita

Listings

Educational Background

  • Ph.D., Management and Organizations, Kellogg School of Management at Northwestern University, 2005
  • M.S., Civil and Environmental Engineering, Massachusetts Institute of Technology, 1994
  • B.S., Honors, Civil Engineering and Architectural Engineering, University of Miami, 1992

Positions Held

  • Associate Professor of Business Administration, University of Illinois at Urbana-Champaign, 2013 to present
  • Associate Professor of Organization Studies, Sloan School of Mgmt., MIT, 2012-2013
  • Assistant Professor of Organization Studies, MIT, Sloan School of Mgmt., 2005-2012

Recent Publications

  • Leonardelli, G., & Loyd, D. Forthcoming. Optimal Distinctiveness Signals Membership Trust. Personality and Social Psychology Bulletin, 42 (7), 843-854.
  • 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.

Other Publications

Article

  • 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.

Chapter in a Book

  • Loyd, D., White, J., & Kern, M., K. W. Phillips, E. Mannix, & M. A. Neale (Ed.) (2008). Duo status: Disentangling the complex interactions within a minority of two. Research on Managing Groups and Teams ( pp. 75-92). .
  • 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). .

Presentation

  • 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 Paper

  • Loyd, D., Brown, A., Wang, C., Thomas-Hunt, M., & Yang, Y. (2018). Who shall lead us?: Leader nationality and style influence reactions to leaders of nationally diverse teams.
  • Loyd, D., Shim, S., Kim-Jun, S., & Phillips, K. (2018). Fostering In-group Disagreement through Diversity: High-status out-group members enhance intragroup engagement.
  • Loyd, D., White, J., & Kern, M. (2018). Unkind to Two of a Kind: Stereotyping Women with Duo Status in a Work Group.
  • Maxwell-Smith, M., White, T., & Loyd, D. (2018). Employee Voices Matter: Implications from the Effects of Perceived Employee Treatment and Social Dominance Ideologies on Brand Attitudes.
  • Kim, J., Bezrukova, K., Wang, E., Loyd, D., Spell, C., & Said, H. (2017). Checked and balanced: The role of group fault lines in ethical decision-making.
  • Loyd, D. (2017). Claiming the Unexpected Value of Diversity: How status gets in the way.

Grants

  • Are Two Heads Always Better Than One? Understanding Minority Duos in Work Groups. (Not funded)., Campus Research Board, University of Illinois at Urbana-Champaign, 2015

Services

  • Board Member, Academy of Management Review, 2017 to present
  • Board Member, Small Group Research (SGR) Journal, 2015-2017

Teaching Interests

Management, Ethics, Negotiations, Teams, Diversity

Research Interests

Groups & teams, Status, Diversity, Social identity, Ethics

Current Courses

  • Mgmt and Organizational Beh (BADM 310) General analysis of management and organizational behavior from a systems point of view, including classical organizational theory and management, organizational behavior, and management science; environmental forces; planning, organizing, and control processes; motivation, incentives, leadership, communication, and interpersonal relations; and discussion of production and decision-making and mathematical models.
  • Leading Individuals and Teams (BADM 311) Understanding the behavior of employees in work organizations; particular attention to the motivation of individuals to join and perform in organizations and to employee satisfaction with elements of the work environment; and emphasis on various management strategies to modify employee motivation and satisfaction.
  • Leading Negotiations (BADM 314) Aims to advance students' ability to negotiate formal and informal business agreements and resolve conflicts effectively. Because leaders depend on others to accomplish goals, leaders need to be skilled negotiators to generate solution that are acceptable, valuable, and able to be implemented. Students will engage in a series of negotiations that provide practice and impart a framework for planning for, conducting, and analyzing negotiations. Restricted to College of Business students and Business Minor students. Restricted to students with Junior or Senior class standing.
  • Founds of Organizational Behav (BADM 510) Introduction to the principal theories and important empirical research in various disciplines that study organizations; in addition to examination of the subject matter content of various disciplines, students critically examine the capacities and limitations of the various fields to make contributions to the study of organizations. Same as PS 514, PSYC 553, and SOC 575.
  • Bus Ethics & Corp. Resp. (BADM 590) Special topics in the general area of business. Topics are selected by the instructor at the beginning of each term. Approved for letter and S/U grading. May be repeated if topics vary; unlimited credit hours for graduate and professional students.
  • Proseminar in Org Behavior (BADM 591) Lectures in topics of current interest not covered by regular course offerings. Subjects are announced in the Class Schedule. Approved for letter and S/U grading. May be repeated in the same term and/or separate terms as topics vary; unlimited credit hours for graduate and professional students.
  • Ethical Leadership (MBA 503) Presents management topics important to the study of business organizations and the economic landscapes within which they exist. Specific topics include financial resources management, human resources management, strategic management and management of technology. May be repeated in the same term. Students who receive credit for MBA 503 may not receive credit for the following courses: FIN 520, BADM 508, and BADM 544.

Contact

61 Wohlers Hall

1206 S. Sixth

Champaign, IL 61820

217-300-6750

loyddl@illinois.edu

Vita