Amy E. Randel

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The Salience of Culture in Multinational Teams and its Relation to Team Citizenship Behavior

Amy E. Randel, 2003 .

Functional Background Identity, Diversity, and Individual Performance in Cross-Functional Teams

Kimberly S. Jaussi, Amy E. Randel, 2003 .

Chapter 16 – Leading for Uniqueness: The Role of Uniqueness in Facilitating Creativity in Employees’ Self-Concepts

Kimberly S. Jaussi, Amy E. Randel, 2017 .

Inclusion and Diversity in Work Groups: A Review and Model for Future Research

Gangaram Singh, Amy E. Randel, L. Shore, 2011 .

The Role of Identity and Work-Family Support in Work-Family Enrichment and Its Work-Related Consequences.

Amy E. Randel, J. Wayne, J. Stevens, 2006 .

Motivations to Maintain Social Ties With Coworkers

Annette L. Ranft, Amy E. Randel, 2007 .

Diversity in organizations: Where are we now and where are we going?

Beth G. Chung-Herrera, Gangaram Singh, Amy E. Randel, 2009 .

Self and other: Face and work group dynamics

Amy E. Randel, P. Earley, Pc Earley, 1997 .

DIVERSITY AND DEMOGRAPHY IN ORGANIZATIONS: A LEVELS OF ANALYSIS REVIEW OF THE LITERATURE

Shelley D. Dionne, Kimberly S. Jaussi, Jae Uk Chun, 2005 .

Changing the focus of locus (of control): A targeted review of the locus of control literature and agenda for future research

Benjamin M. Galvin, Amy E. Randel, Russell E. Johnson, 2018 .

Giving Rise to Creative Leadership: Contextual Enablers and Redundancies

Kimberly S. Jaussi, Amy E. Randel, 2019, Group & Organization Management.

I Am, I Think I Can, and I Do: The Role of Personal Identity, Self-Efficacy, and Cross-Application of Experiences in Creativity at Work

Shelley D. Dionne, Kimberly S. Jaussi, Amy E. Randel, 2007 .

Knowledge Sharing in Teams

Amy E. Randel, Lingyan Hu, 2014 .

Understanding Group Efficacy

Amy E. Randel, P. Earley, C. Gibson, 2000 .

Identity salience: a moderator of the relationship between group gender composition and work group conflict

Amy E. Randel, 2002 .

It’s not just about differences: An integration of role identity theory and status characteristics theory

P. Christopher Earley, Amy E. Randel, P. Earley, 2005 .

Organizational Culture and Similarity Among Team Members’ Salience of Multiple Diversity Characteristics

P. Christopher Earley, Amy E. Randel, 2009 .

Where to Look? Creative Self-Efficacy, Knowledge Retrieval, and Incremental and Radical Creativity

Kimberly S. Jaussi, Amy E. Randel, 2014 .

Expectations of organizational mobility, workplace social inclusion, and employee job performance

Jone L. Pearce, Amy E. Randel, J. Pearce, 2004 .

Team-Oriented Leadership and Auditors’ Willingness to Raise Audit Issues

M. W. Nelson, Amy E. Randel, Chad A. Proell, 2016 .

Optimal Distinctiveness and Human Resource Development

Christopher D. Zatzick, Amy E. Randel, J. Pearce, 2017 .

HOW DO MEMBERS OF GROUPS DIVERSE ON MULTIPLE DIMENSIONS CONCEPTUALIZE ONE ANOTHER? SOCIAL CONTEXTUAL TRIGGERS AND WORK GROUP CONFLICT IMPLICATIONS OF IDENTITY SALIENCE.

Amy E. Randel, 2000 .

Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness

Benjamin M. Galvin, Amy E. Randel, L. Shore, 2017, Human Resource Management Review.

The Maintenance of an Organization’s Socially Responsible Practice

Amy E. Randel, 2002 .

Observed Issue Selling: The Effects of Role Models, Willingness to Issue Sell, and Inclusion in Decision Making

Kimberly S. Jaussi, Amy E. Randel, A. Wu, 2019, The Journal of Applied Behavioral Science.

Increasing Career Advancement Opportunities Through Sponsorship: An Identity-Based Model With Illustrative Application to Cross-Race Mentorship of African Americans

Benjamin M. Galvin, Amy E. Randel, C. Gibson, 2020, Group & Organization Management.

Need for Power, Collective Identity, and Political Skill: An Investigation in Taiwan

Amy E. Randel, A. Wu, 2011, The Journal of social psychology.

When Does Being Creative Lead to Being Rated as Creative? The Moderating Role of Perceived Probability of Successfully Bringing Ideas to a Supervisor's Attention

Kimberly S. Jaussi, Amy E. Randel, A. Wu, 2011 .

Organizational Responses to Negative Evaluation by External Stakeholders

Kimberly S. Jaussi, Stephen S. Standifird, Amy E. Randel, 2009 .

Leader inclusiveness, psychological diversity climate, and helping behaviors

Amy E. Randel, L. Shore, K. Ehrhart, 2016 .

1 Optimal Distinctiveness and Human Resource Development

Amy E. Randel, 2017 .

SOCIAL VALUE CREATION: A QUALITATIVE STUDY OF INDIAN SOCIAL ENTREPRENEURS

Amy E. Randel, C. Sundaramurthy, Martina Musteen, 2013 .

Work Group Inclusion: Test of a Scale and Model

Amy E. Randel, L. Shore, K. Ehrhart, 2020, Group & Organization Management.

GOOD RESEARCH BEGINS WITH GOOD MULTI-LEVEL THEORY: LESSONS LEARNED IN A MULTI-LEVEL COMMUNITY

Shelley D. Dionne, Kimberly S. Jaussi, Jae Uk Chun, 2005 .

Gender Social and Personal Identity, Sex Dissimilarity, Relationship Conflict, and Asymmetrical Effects

Kimberly S. Jaussi, Amy E. Randel, 2008 .

Inclusion in the Workplace: A Review and Research Agenda

Amy E. Randel, 2023, Group & Organization Management.

Cultural intelligence, perceived inclusion, and cultural diversity in workgroups

Amy E. Randel, K. Ehrhart, V. Alexandra, 2021, Personality and Individual Differences.

From cultural intelligence to workgroup inclusion through synchrony preference and perceived workgroup similarity

Amy E. Randel, V. Alexandra, 2022, Journal of World Business.

Collective and Relational Identities: The Moderating Effects of Number of Coworkers and Power Distance

Amy E. Randel, A. Wu, 2011 .